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HRM in the News is South-Western's service to provide summaries of the latest human resource management news stories. Review the brief summaries and, for stories of interest, select the full summary. |
| HR PLANNING AND RECRUITMENT | |
| Title | Brief Summary |
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If employers want to know what their employees are worried about today, it’s not just losing their jobs. It’s losing their identities. Theft of employees’ personal information from company databanks is a rapidly escalating problem. A solid plan for gathering and safeguarding such data is a necessity nowadays to combat any number of possible security threats. |
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Dramatic cost-cutting in the auto industry may have a costly side effect: brain drain. For automakers that have been dependent on people and not processes, losing workers might mean losing key information and that could have disastrous implications for an industry that is already struggling. (Updated January 2008) |
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A high turnover rate generally suggests that there is something wrong with a company’s structure or salary levels. Knowing what your company’s turnover rate is and putting a plan in place to attract and retain good employees can stop the loss of productivity and knowledge that happens when good employees leave. (Updated July 2007) |
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Recruiters are increasingly using Internet searches and searching social networking sites to gather information about potential job candidates. What they find might help or hurt the candidate, and help them to make their hiring decision, but is it a good recruiting practice? (Updated July 2007) |
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Employment branding can be a strategic tool for recruiting great talent as well as keeping and motivating good employees. Creating the brand should be a careful process that takes into consideration the company’s business objectives and the best avenues for achieving those objectives. (Updated December 2006) |
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As demand for labor has grown, signing bonuses have become more common. However, many companies believe that these bonuses are pushing up their labor costs without delivering any significant long-term savings. Some companies are taking a broader, more long-term approach to retention, rather than the short-term fix of signing bonuses, to help them to get ahead in the competition for skilled candidates. (Updated March 2006) |
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New regulations require any employers with Federal contracts to keep meticulous records of all job applicants who apply through the Internet. The rules are designed to discourage any systematic discrimination, and to make it easier to check a company’s record of recruitment and selection. Some worry that the new rules will make it easier for lawyers to develop class action lawsuits, but those who practice sound selection procedures should have nothing to worry about. (Updated February 2006) |
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As the employment market tightens, firms will need to approach recruitment in new ways. Recruiting at career fairs can be a great way to find high-quality hires, fill applicant pipelines and build the employment brand. (Updated February 2006) |
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Call center reps can be difficult to manage. Because the jobs are often low-paying, recruitment, training, and retention are constant concerns for managers who are charged with providing great sales and service to customers over the phone. Companies specializing in home-based workers are finding new ways to get the work done, while minimizing the time involved with recruiting and training representatives. (Updated January 2006) |
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After several years of a light hiring market, recruiters are retooling their messages and competing on campuses for the best and brightest MBA graduates. Some companies are also looking to hire MBAs already in the workforce, and others are developing their internal talent. (Updated January 2006) |
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Direct recruiting from competitors can be an expensive venture that drives up overall labor costs. Companies, especially those in tight labor markets, need to be prepared to offer workforce planning and non-cash incentives that can minimize the cost of pulling talent away from competitors. (Updated December 2005) |
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When recruiters are trying to attract a highly-qualified candidate, it can be tempting to bend the truth about what an organization or culture can provide. Replacing an employee, for any reason, is very expensive, and being extremely honest about the company and its culture during the recruitment process can prevent the mistakes that happen when imperfect matches are made. (Updated December 2005) |
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The number of retirement-age workers is expected to grow 50 percent in the next seven years. HR managers in both large and small companies need to prepare for the surge with distinct approaches. (Updated October 2005) |
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One-third of all women drop out of the workforce at some point, most commonly for childcare responsibilities. Most never return to their original employer. Booz Allen Hamilton is trying to retain good employees by offering those who leave a chance to work on a contract basis. (Updated June 2005) |
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After years of encouraging workers to take early retirement as a way to cut jobs and costs, a growing number of companies are recruiting older workers because they have lower turnover rates, and often better work performance with less training and orientation time needed. (Updated May 2005) |
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Steak n Shake's new CEO has implemented a plan to improve turnover in restaurants and improve customer satisfaction. The efforts are paying off, saving millions of dollars every year and increasing the rate of new-store openings. (Updated February 2005) |
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A relatively new search engine and database technology called Eliyon is being used to scan the web to find qualified candidates for high level jobs. Some believe the search tool will revolutionize the way that firms recruit candidates. Others worry about an invasion of privacy. (Updated February 2005) |
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Companies are using temp-to-hire strategies as part of their overall hiring plan. Having solid transition procedures in place before they are necessary is one of the best ways to seize temporary talent and make them part of the permanent workforce. (Updated 11/01/04) |
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Kohler Co. is deploying Workbrain's workforce management software to streamline labor processes and reduce costs. (Updated 06/08/04) |
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IBM has an unusual approach to succession planning. They identify the key people, tell them they are on the plan, and then develop them through job experience. (Updated 05/11/04) |
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Traditionally HR's performance has been measured based on its function within the organization. Rather than focus on the tasks which it performs, this article proposes that the results of human resources should be judged in relation to the firm's own strategies. (Updated 4/01/04) |
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SunTrust Bank combined 28 recruiting and screening systems into one with a minimum of chaos and a maximum of teamwork. It doing so, it saved money and got better candidates for employment. (Updated 12/01/03) |
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