During times of high unemployment, employers have the luxury of selecting employees from an abundant supply of candidates. However, as Barbara Moses states, times have changed, and “employees know it’s a seller’s market” (2006).
In the lean and mean 1980’s and 90’s, employees were advised to be prepared for five or more careers. They were also told there is no such thing as lifelong career commitments. This may have been somewhat short-sighted. The result of this advice has been the demise of employee loyalty and non-existent succession planning strategies. We now have industries with well-educated, experienced but aging professionals who made it through the lean and mean decades who are now approaching possible retirements. Therefore, organizational success today and in the future will largely depend upon attracting, selecting, deploying, developing, managing, rewarding and retaining talent.
Successful recruitment and retention strategies include knowing and meeting the needs of employees, paying attention to corporate culture and employment branding, developing a diverse workforce, and ensuring strong leadership.
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In the lean and mean 1980’s and 90’s, employees were advised to be prepared for five or more careers. They were also told there is no such thing as lifelong career commitments. This may have been somewhat short-sighted. The result of this advice has been the demise of employee loyalty and non-existent succession planning strategies. We now have industries with well-educated, experienced but aging professionals who made it through the lean and mean decades who are now approaching possible retirements. Therefore, organizational success today and in the future will largely depend upon attracting, selecting, deploying, developing, managing, rewarding and retaining talent.
Successful recruitment and retention strategies include knowing and meeting the needs of employees, paying attention to corporate culture and employment branding, developing a diverse workforce, and ensuring strong leadership.
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