MY HR Supplier - staffing company Three weeks ago, the talent shortage in engineering fields. There are actually talent wars occurring in other fields too, from IT to home building to energy. And companies in these diverse fields are adapting their recruitment and retention strategies to win in the talent wars.
As the Boston Business Journal recently reported, the talent war led one employer to open up an office in Cambridge, Mass., so it would be more appealing to graduates from the area's top colleges. Not content with that, the company moved headquarters so it could double its space and offer employees extra amenities.
Other recent reports in the Harvard Business Review and CBS Marketwatch indicate that talent wars are here to stay. HBR's research in 2012 said that globally, talent wars were greatest in IT and Telecommunications. Marketwatch reported that Wall Street is locked in a talent war with Silicon Valley.
Meanwhile, in other industries, the worker shortage is being acutely felt. Energy companies in Houston are spending more liberally to attract talent, says the Houston Chronicle. And after the talent drain from home building trades in the wake of the housing collapse, companies in the renovation and building industry are finding it difficult to recruit good employees.
Companies in disparate industries such as the ones above are taking similar steps to win the talent wars. These steps include:
Creating opportunities for employees to advance. Through training, online development tools, tuition assistance and mentoring programs, companies are investing in their employees.
Offering flexible work arrangements. Companies are cheerfully accommodating many employees who prefer flextime to set work schedules.
Using social media and in-person networking to spot the best candidates. Many top candidates don't have resumes posted on popular job boards. Savvy staff augmentation companies and recruiters are connecting with these candidates on social media and in person, cutting off the talent war before it starts.
Extensive referral networks. Almost every effective recruiter has a referral program in place. Referrals from employees, customers and vendors often tap the hidden candidate market and provide great employees. At MY HR, we award $500 to any one whose referral results in a hire.
Paying for talent. Top talent usually goes for top dollar. There's no getting around this. Some employers balk at paying salaries higher than what they see as "reasonable," but others don't mind. They believe that the higher value the right employee delivers easily justifies their higher pay.
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Venkat Raju T
Freelancing (Domestic & International)
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Voice : +91-888.60.90.789
email : venkat@8886090789.com
skype : tvr.freelancing
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www.8886090789.com
follow us on http://tvrfreelancing.blogspot.in/
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As the Boston Business Journal recently reported, the talent war led one employer to open up an office in Cambridge, Mass., so it would be more appealing to graduates from the area's top colleges. Not content with that, the company moved headquarters so it could double its space and offer employees extra amenities.
Other recent reports in the Harvard Business Review and CBS Marketwatch indicate that talent wars are here to stay. HBR's research in 2012 said that globally, talent wars were greatest in IT and Telecommunications. Marketwatch reported that Wall Street is locked in a talent war with Silicon Valley.
Meanwhile, in other industries, the worker shortage is being acutely felt. Energy companies in Houston are spending more liberally to attract talent, says the Houston Chronicle. And after the talent drain from home building trades in the wake of the housing collapse, companies in the renovation and building industry are finding it difficult to recruit good employees.
Companies in disparate industries such as the ones above are taking similar steps to win the talent wars. These steps include:
Creating opportunities for employees to advance. Through training, online development tools, tuition assistance and mentoring programs, companies are investing in their employees.
Offering flexible work arrangements. Companies are cheerfully accommodating many employees who prefer flextime to set work schedules.
Using social media and in-person networking to spot the best candidates. Many top candidates don't have resumes posted on popular job boards. Savvy staff augmentation companies and recruiters are connecting with these candidates on social media and in person, cutting off the talent war before it starts.
Extensive referral networks. Almost every effective recruiter has a referral program in place. Referrals from employees, customers and vendors often tap the hidden candidate market and provide great employees. At MY HR, we award $500 to any one whose referral results in a hire.
Paying for talent. Top talent usually goes for top dollar. There's no getting around this. Some employers balk at paying salaries higher than what they see as "reasonable," but others don't mind. They believe that the higher value the right employee delivers easily justifies their higher pay.
-------------
Venkat Raju T
Freelancing (Domestic & International)
Visit . Study . Immigration . Work Permit
Voice : +91-888.60.90.789
email : venkat@8886090789.com
skype : tvr.freelancing
facebook / twitter / linkedin :: tvr freelancing
www.8886090789.com
follow us on http://tvrfreelancing.blogspot.in/
---------------------------------------
Send Friend request at Facebook for latest updates
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