Recruit, Inspire & Retain

“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

“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 Workforce Board

“A friend and colleague of mine suggested that I consider Creating Highly Interactive Quickly & Effectively for one of the ID classes I will be teaching at NEIU this Fall. I have not seen the book before, although I have met the author, Carolyn B. Thompson, a few years ago at an IQPC Conference. I was impressed with her dynamism and easy philosophy.” Daniela Truty, Ed.D., Assistant Professor, Human Resource Development, Northeastern Illinois University

An Evacuation Plan in These Security Conscious Times Will Help You
Retain Employees

OSHA Develops Evacuation Planning Matrix
Recent terrorist events underscore the importance of workplace evacuation planning. OSHA’s new Evacuation Planning Matrix provides employers with planning ideas and on-line resources to help reduce an organization’s vulnerability to a terrorist act.

Assessing the Risk of a Terrorist Act
In order to use OSHA’s evacuation guidance effectively, you need to first assess the risk. The level of risk is a combination of workplace vulnerabilities, recognized threat, and anticipated consequences of the event. South Carolina developed an assessment method you can use at: http://www.llr.state.sc.us/workplace/Full%20Report.pdf. It includes the Worksite Risk Assessment List which you can print and use to assess your workplace on 6 risk factors. If you find these risk factors apply to your work site, you need to either eliminate them or put practices into place that will minimize the danger (get ideas from local law enforcement, local FBI, and/or the local emergency planning committees). These agencies can also give you info you’ll need. Go to http://www.epa.gov/ceppo/lepclist.htm to complete your risk assessment and to determine which of the 3 risk zones noted below best characterizes your workplace.

Using OSHA’s Evaluation Planning Matrix The assessment helped you identify your risk. The matrix gives you ideas for eliminating the risks or minimizing them by developing an evacuation plan. OSHA has categorized the risks into 3 zones. 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.

High Risk Low Risk

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 Security
Evacuation Planning Matrix document