Remember - improvements should flow both ways. The recruitment and interview process itself is one of the best 'selling tools' available, building desire into potential recruits if implemented properly. A good induction programme will provide a sense of place and purpose in them and should cover topics such as history and structure of the firm, current IT strategy and future plans. Training should be provided in any proprietary systems that will be used. The two key factors are 'growth' and 'hygiene'.
Growth refers to the training and development of staff.
This can also go far beyond external training and accreditation to include job-swapping and project work, all of which give staff a feeling that a career plan is in place. Hygiene factors refer to pay and work conditions - including the package and the firm's culture. Pay scales should be broadly in line with industry standards - IT staff find out very quickly if they are being underpaid, or if other team members are being paid over the odds. That much desired nirvana of job satisfaction comes from both factors. If staff decide to leave, hold an exit interview to feed back improvements and ensure continual improvement.