In recent times, the important role that marketing theory can play in the conceptualisation and development of an organization's Employer of Choice status has been recognized and debated by both academics and practitioners alike. In order to contribute to that ongoing debate, this paper explores the application of a key element in marketing theory-the extended marketing-mix concept-to the strategic management of human resources.
Today, however, there is a new wrinkle to the Employer of Choice. A recent OSHA publication pointed out that small businesses are now becoming the Employer of Choice for substance abusers. Unfortunately, the majority of small businesses have no policies in place to prevent or control substance abuse. They are not prepared to do testing as part of the new hire process. They have no policy for random testing of the existing employees.
ARLINGTON, Va., March 30, 2011 /PRNewswire/ -- The Corporate Executive Board (CEB) (NYSE: EXBD) today announced research findings that indicate Chinese companies are closing the preference gap with Western multinationals in the hunt to recruit highly skilled Chinese workers. China's continued economic growth despite the global recession, as well as more compelling career opportunities, are viewed by recruits as good reasons to engage with domestic companies rather than those based in the West. In an effort to cement their leadership position, top Western multinationals are re-evaluating their recruiting strategies to maintain their edge. Our Western multinational clients are increasingly concerned about their ability to attract and retain highly skilled Chinese talent," said Conrad Sch...
One might imagine the typical applicant to be a 24-year-old fresh out of college who surfed the Web to find a federal job just until a lucrative private sector offer comes in. The Merit Systems Protection Board (MSPB) recently surveyed 1,000 new federal employees to see whether such common assumptions held up. In fact, they don't. The MSPB survey responses from new hires blow holes in some of the common generational stereotypes. The survey suggests that Generation Xers and millennials want the same things baby boomers want -- good, stable federal jobs in which they can make a difference for their country. Indeed, almost one in four new hires were willing to wait six months or more to land a federal job.
Bias won't fly at FedEx As a longtime employer of choice for Memphians, we at FedEx were disappointed in The Commercial Appeal's decision to print an Associated Press article on Oct. 11, "Too jobless to work?", which makes irresponsible and inaccurate claims about FedEx hiring practices. As a local company, we are surprised no attempt was made to contact us to verify the story or obtain more information.
Human resources managers know that behavioral healthcare organizations will face an increasingshortage of qualified personnel as the decade comes to a close and baby boomers retire. The old conventional wisdom around hiring was thar mental health companies have a hard time hiring because of the nature of our profession. Really good hires can do things quickly and etfectively, and they will enhance your organization's bottom line and reputation, Your hiring managers need to know how to identity these individuals.
Demmie Hicks, the founder and president of DBH Consulting Inc, in Atlanta, GA, challenges traditional management models and encourages her clients to view every member of their organization as a vital contributor to its success. Recognizing that many agencies would rather stay independent than be swallowed up by consolidators, Hicks researched the factors that are critical to remaining independent. One of the most overlooked factors, she found, is the development of people at all levels of an organization -- not just the top tier of owners and managers. DBH Consulting is unique in the industry because they believe in creating a leadership culture throughout an organization -- not just management -- so the firm can become the broker and employer of choice. Using the slogan "Empowering Pe...
If you want to inspire people in Latin America, it's not just about a bonus or business plan," Mr. [Sergio Nacach] says. "They want to be proud of their company." Because few companies in the region take this approach, Kimberly Clark gains an advantage in recruiting employees, he adds.
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