“Employer of Choice”: Does Your Organization Measure Up?
It’s easy to say that you have become an “employer of choice”. In reality, though, being an “employer of choice” is a difficult—although measurable—status to obtain. Here are some ways to assess how far you’ve come in the “employer of choice” sweepstakes. The “employer of choice” factors are listed here in descending order of importance.
1. Appearance on "Best" lists. You’re on Fortune’s or Working Mother's best places to work list or on more than one industry or regional best places list.
2. Positive name recognition in target population. When asked in a survey or focus group, people in your target professional fields know the name of your organization 75% of the time, and over half of those know at least one key positive selling point of your organization.
3. In the top 3 choices of top performers. When highly qualified people are asked the names of places they "would like to work someday," over 50% list your organization in the top 5 most-often mentioned.
4. Where your applications come from. At least 10% of your applicants come from the top 5 most profitable organizations in your industry or region.
5. Often cited in MVPs. Your organization’s HR and people practices are cited at least 5 times a year by name in the top 3 (most valuable publications) that are read by top people in their field or industry.
6. Often cited. Your organization’s HR and people practices are cited by name in major industry, business, and HR publications over 50 times a year.
7. Referral rate. Employee referrals make up over 50 percent of all hires.
8. “Other offers”. Applicants with multiple offers also get a concurrent offer from one of the top ten-rated organizations in your industry at least 50% of the time.
9. Give away/take away ratio. Your organization hires away more people from your top 5 competitors than the competitor hires away from you.
10. Talent competitors talk positively about you. When managers at direct competitors for the for the employees you want are asked in surveys or focus groups about your organization’s people practices, they give a positive response 25% of the time.
11. In top three choices of average performers. When people in your industry are asked the names of places they "would like to work someday", over 25% list your organization.
12. Recruiters list you in top employers. When professional recruiters are asked in surveys or focus groups about your organization’s people practices, they give a positive response 50% of the time. When asked to list the top ten employers of choice in your region or industry, they cite you 50% of the time.
13. On “admired” list. You appear on Fortune’s “most admired organizations” list.
14. On diversity list. You appear on Fortune’s or someone’s diversity list.
15. Former employees do/would return. Over 10% of employees who voluntarily quit in the past 3 years have returned. Over 50% express an interest in returning when surveyed. 16. Employees send the “same” message. When your employees are asked what they tell strangers about “why the organization is a great place to work,” over 50% of their answers include your top selling point.
17. Low turnover rate of top performers. The turnover rate of your top 25%-rated employees is below 5%.
18. CEO mentions people practices. Your current CEO mentions specific HR or people practices by name in 25% of external and 50% of internal speeches.
19. Sign-up lists. Your “sign-ups” at college information events exceed the average by 50%. Your lines at job fairs are 25% longer than your top direct talent competitor.
20. Web hits. You get 50% more Web hits on your jobs page than the industry average.
21. Benchmarked. Fortune 500 organizations from outside your industry benchmark you (call to learn about your best practices) at least once a year.
22. Listed first in conference brochures. When someone from your organizations is facilitating a session at a seminar with other companies, your organization’s name appears in the first 25% on the brochure.
23. Book. There has been a book written about your organization or CEO within the last 5 years.
24. CEO has wide name recognition. Your current CEO has a positive name recognition 75% of the time when professionals in your industry are asked to comment in surveys or focus groups.
25. You have an EOC manager. Your HR department has a designated manager who handles “employer of choice”, best-places-to-work list, and employment-branding.
Adapted from an article in Workforce Online by Dr. John Sullivan, 4/03
Better Than A Jukebox DJ’s, Karaoke-ists, and customers will all be wearing them this summer!
How Well Do You Measure?
This quiz stuff is really catching on! Again for a fun prize. The first
10 readers who submit 90% of the correct answers will win a fitting prize.
“We are finishing today the cross-training session with the Orientation to
One-Stop Services manuals. All 300 One-Stop staff went through these
sessions. They went well. They all felt the manual was a valuable tool. They
especially liked the exercise with dice. Loved it! They used the case
studies most. They also like the matrix they had to fill out together. Lots
of positive feedback.” Marta Cerda, One-Stop Transition Director, Chicago
Flexible Spending Accounts That Really Inspire Employees and Save Organizations $ TOO!
You’re an employee. You hear about a way to use pre-tax $ to pay for
medical and other legally allowed expenses. You’re thrilled! You don’t even
mind that if you don’t use all the $ each year you lose them. Here’s what
you do mind — having your $ deducted from your paycheck (you don’t have the
money now), going to see the doctor and paying (now you even have less
money), filling out paperwork to get reimbursed from your Flexible Spending
Account (loss of time and still no money!), finally you get your money.
Put Your Leaders in Charge of Their Own Development
Remarketing Services of America (RSA) did. And they now
attribute their surprisingly low turnover rate—20% annually—to their
corporate values, which promote:
While there is no promise that a people management job will be waiting when they complete the leadership program, it does ensure that when a job opens, people who completed LEAD are the most likely candidates. It’s also an opportunity for employees to expand their potential for future roles, whether it’s with the company or elsewhere.
Excerpts from Workforce, October 2002, by Sara Fister Gale
An Evacuation Plan in These Security Conscious Times Will Help You
OSHA’s Evaluation Planning Matrix
Based on information currently available, the vast majority of American workplaces are at low risk for a terrorist act—the Green Zone. The matrix lists questions, recommendations, and on-line resources in each risk zone.
If the workplaces near you seem to be in a higher risk zone, you should review and implement the planning/preparedness considerations for their risk zone, too.
As a nation, our understanding of the risk of terrorist acts continues to evolve. It is likely that OSHA's recommendations for preparedness, training, and equipment also will evolve. OSHA remains committed to helping employers and workers protect themselves from the risk of terrorism in the workplace and is working closely with other Federal agencies to provide employers with current information and guidance.
Excerpted from U.S. Department of Labor OSHA Homeland
Evacuation Planning Matrix document
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CONFERENCES/SEMINARS & VOLUNTEERING/DONATING
July 29, 2003
Human Resources Outsourcing (HRO) World 2003, New York Hilton Hotel, http://www.outsourcingcentral.com
August 3-5, 2003
Meeting Professionals International World Education Congress, San Francisco, CA, http://www.mpi.org
August 23-26, 2003
American Society of Association Executives Annual Meeting and Exposition, Honolulu, Hawaii, http://www.asaenet.org
September 16, 2003
IT&ME The Motivation Show, McCormick Place, Chicago, IL, http://icplanner.com/ar/insurance_new_itme/
September 18-20, 2003
ISPI Performance-Based Instructional Systems Design Conference 2003, Palmer House Hilton, Chicago, IL, http://www.ispi.org
September 22-24, 2003
Online Learning & Training Fall Conference & Expo, Los Angeles Convention Center, http://www.vnulearning.com
October 6-7, 2003
Documentation & Training 2003, Tyngsboro, MA http://www.doctrain.com, or firstname.lastname@example.org
October 8-10, 2003
HR Technology Conference & Exposition, Pennsylvania Convention Center, Philadelphia, PA, http://www.hrtechnologyconference.com
October 10-12, 2003
9th International Association of Facilitators (IAF) Europe Conference, Barclays University, Staverton Park, Northamptonshire, England, UK, contact Gary Austin at email@example.com
Want to stop getting those telemarketing calls at the office and home? Go to http://www.ftc.gov/donotcall
http://www.coolworks.com is an employment site for jobs in beautiful places. Great for summer!
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