HEADHUNTERS are at large in the public sector, trying to nab the best people. Bad news, you might think, unless you are one of those being hunted. Those who have made it to the top are generally prompt to return headhunters’ calls.

One of the keys to success in business and finance has always been to keep in touch with the headhunters who specialise in your area. This now applies to the public sector, too.

But what about your employees? Naturally, senior management would like to prevent their staff from walking out, especially if they have invested time and money in them and rely on them for key skills.

There are, of course, ways of preventing headhunters from contacting your people. Some organisations instruct the switchboard not to give out names or titles. Others monitor e-mails or ban private phone calls in office hours.

The measures described above are likely to damage employee morale, and are ultimately ineffective. An employee who wants to speak to a headhunter will always find a way... Most are grateful for an opportunity to test their market value and will happily stay with you.

But there are steps you can take to make it more likely your staff will stay. You should focus on making your organisation as attractive as possible to employees. This includes having a mission they can be proud of, and carrying it out, training workers well, paying them competitively and promoting on merit.

Read the whole article here.
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