This framework still holds true for many organizations, and it needs to change fast, particularly when dealing with junior/early career talent. Here is why:
Many executives agree on the fact that talent programmes have a limited effect on the retention of young professionals. As a matter of fact, considering the volatility of generations Y and Z, having been channeled through a talent program might incentivize them to advertise this when looking for a new job.
Many candidates believe that company values, the nature of the job, and competitive compensation are rather more effective retention levers. Which means that, at the least, talent program investment should be scrutinized for actual contribution to retention.