What people look for in a potential employer continues to shift and money is no longer the major motivator it always was. Don't get me wrong, of course it is important but there are stronger pull factors like work-life balance and company ethics.
There are clear, important stages within the employer brand life cycle from the pre engagement to woo people and get them interested through to playing a key part in retention, an area sensible organisations have become hugely aware of. Keeping that great talent.
Often though there can be a stage in the employee life cycle that can get overlooked, the exit part! Yes it might feel to some like they've been jilted when a much loved colleague decides to leave, but it's not always a bad thing. Broader experience and personal development should be encouraged, with an eye on the fact that if the exit is handled gracefully and seen as a positive, you have a great chance of attracting the best back again. Look to the long game.
Rather than treating former employees as defectors, keep the communication lines open. Depending on the circumstances of an employee’s departure, this could mean the occasional lunch meeting, an invitation to your annual holiday party or a coffee chat with a former mentor. Doing so shows employees that a diversity of experiences outside your company can be a great thing — and that their insights and learnings are still valued.