As companies continue to strive to fill jobs with the best talent, their search often ends with hiring candidates sourced from outside of the company. A 5-year study of executives at US hi-tech manufacturing companies examined the role that the external labour market plays in gender pay differences. While female executives were found to have higher compensation than comparable men, the results indicate that women hired externally receive less than those hired internally, and as such may be disadvantaged by the external labour market.
Key Topics: Gender pay gap; External labour market; Executive compensation; Promotions; External recruitment
In the ever-competitive arena of recruiting top talent, companies are increasingly looking at different avenues that can give them a competitive advantage in attracting high caliber employees. A Canadian study examined the effect of innovative perks, training opportunities, and company ethics on the attractiveness of companies to prospective employees and found that all three of these elements increased company attractiveness. Some interesting relationships between these three elements were also found.
Key Topics: Innovative perks; Training; Company ethics; Employee attraction; Organizational attractiveness.
Balancing home and work life is a constant challenge for many employees and as such the prevalence of family-friendly company benefits programs, such as childcare and employee assistance programs, has increased as companies seek further avenues to competitive advantage. A study examining the relationship between employee satisfaction, family-friendly benefits programs and employee turnover in U.S. federal agencies found that satisfaction with family-friendly programs reduced turnover levels, although the turnover effect differed by benefit program.
Key Topics: Benefits; Family-friendly programs; Employee turnover; Employee satisfaction
With the ever-increasing importance to companies of offering a high calibre employment proposition in order to attract and retain high calibre employees, researchers in Spain examined three prevalent forms of employee benefits strategies employed by companies to manage employee benefits, namely fixed benefits, flexible benefits, and flex benefits plans, and the effect of these different strategies on company’s' employee attraction and retention capacity. The findings indicated that companies with more flexible benefits offerings had a greater attraction and retention capacity.
Key Topics: Employee benefits; Flexible benefits; Employee attraction; Employee retention
An effective recruitment strategy is crucial to organizational success and central to this is the employment proposal to prospective employees. A study at the University of Massachusetts looked at the various aspects of the HR offering, including work life balance, reward, and performance policies, as they relate to prospective employees’ job choice decisions. The results suggest that work life balance has a stronger incentive effect than reward and performance policies, and this was found to be the case across both men and women, although it was a greater incentive to women.
Key Topics: Pay mix policies; Incentives; Work–life balance
As the battle for talent continues, companies are increasingly looking toward non-traditional methods to attract key talent, with one such tactic being the use of non-financial rewards. To examine the effectiveness of non-financial rewards, researchers in South Africa looked at the influence of work-life balance, learning, and career advancement on the attractiveness of jobs to potential employees. The results indicated that the presence of all of these reward types increased job attractiveness, but the attractiveness effect was greater on women.
Key Topics: Non-financial rewards; Talent attraction; Recruitment; Retention
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