You’ve lost another top employee.  That makes two (or three or four) in the past month – and they all seem to be headed for one of your biggest competitors.  Instinct tells you it’s more than a coincidence.

Employee “poaching” – deliberately shopping a competitor’s employee pool and luring the best performers to your own company – is legal in many contexts, and it can be devastating for the firm or department that loses people.  In a tight labor market, however, it is increasingly common.

Here are five ways to get proactive about poaching:

1. Be mindful of the signs. Star performers rarely leave the company “out of the blue.”  Pay attention for signs that could point to a willingness or desire to seek work elsewhere.  For instance, many top performers consider leaving around their anniversary dates or around the time of their annual review, due to the increased career reflection these dates promote.  A sudden overhaul of a LinkedIn profile or a desire to attend more conferences may also indicate a desire to become more highly visible to competing employers.
2. Take a “fix it” approach. If you know or suspect an employee is moving on, ask about it. Frame your questions as concern and as a desire to fix whatever is encouraging the employee to look elsewhere.  For instance, you may ask “what is frustrating you the most about work right now?” or “What could we change that would cause you to reconsider?”
3. Conduct “stay interviews” with those who might follow a poached employee. It’s not unusual for team members and friends to follow a star employee who was poached by a competing firm. If you suspect poaching, conduct a “stay interview” with these people as soon as you can.  Ask them why they stay, what frustrates or bores them about their job, and how you can keep them happy.  Then, follow through.  Make sure they know they make a difference and their happiness is a priority.
4. Maintain perspective. It’s easy to take a team member’s exit personally, especially if you have supervised or worked with this person for many years. It is important, however, to remember that some turnover is inevitable and the problem likely is not you, and the rest of the team needs you to be strong, upbeat and focused on their needs.
5. Talk to your recruiter. Staffing firms often have an insider perspective on the industries they serve. If you suspect poaching, ask your recruiter; they may know exactly what’s going on and be able to give you personalized advice to stop it.

At SMR Group Ltd, our recruiters can help you turn the tide of tough recruiting, keep the star performers you have and find your next top talent.  Contact us today to learn more.