You need to look at your Staffing Programs and their roles which complement talent acquisition strategy: competitive benefits, compensation package, cultural orientation its impact to your overall organization or functional ranks or as an individual employee within a given environment or locale, how these talents are treated in both personal and professional level, career path within your organization - is there one? or there is none?, global mobility of new talents and the requisites to comply ... there are so many areas to look at in order to overcome high turnover.
The bottom line safeguard your investments through approaches that work and not pretentious.
Talents are now facing the competitiveness in a global community. If your company is not strategically competitive in the global market you will always be the revolving door of talents and your investments cannot be recovered at all.