• Bob Gately

    If we want our employees to spread the word that we have a great place to work, then we need to make it a great place to work. We cannot command it, we must earn it. Employees who love their jobs, their supervisors, and their management will make great spokespeople. However, we need to be far more selective with who gets hired before we should expect our workforce to be united on the benefits of working for us. If we pride ourselves in hiring the best students from the best schools, i.e., the best and the brightest, then we will be hard pressed to create such employee loyalty. We need to hire competent employees who are also well suited to their jobs. In other words, hire for competence and talent and then train for the job required skills.

  • http://targetjobs.co.uk Jackie Balchin

    Very interesting to see this. One of our most recent survey that taps into students at the top UK Universities has actually identified that students want more TLC from employers and expect a higher level of direct communication with them. One in ten of those students surveyed even went as far as suggesting that if they did not get a good ‘bond’ with the employer during the recruitment process that they would choose not to accept the job offer. So it is a very tricky thing to do but employers need to start developing better ways to communicate their story and engage with their target audience. Social media has been flagged up as a perfect tool to use for this level of interaction so it will be interesting to see how employers decide to do this. http://targetjobs.co.uk/news/202292-undergraduates-complain-of-lack-of-tlc-during-recruitment-process

  • Keith Halperin

    @ Bob: Well said.

    Until you can “game” the sytem (whatever system that may be” your company can’t control the feedback, so you might as well try to treat your people.
    If you want continued loyalty from the “fabulous 5%”: just sign them to a multi-year, “no-dismissal-without-cause-and-due-process” employment contract with a substantial increase in salary, etc.

    @ Jackie:
    I’m not aware of the employment conditions for new grads (“freshers”?) are like in the UK, but here in the US, with a 9.1% unemployment rate (even though it’s much lower for college grads) and many new grads carying tens-hundreds of thousands of dollars in school debts, unless they’re in the “Fabulous 5%”, most new grads will take what they can get, and be glad for it, too….That’s why I suggest they should consider emigration for work to Canada, Australia, New Zealand or properous Northern European countries. (This of couse assumes that the Sovereign Debt Crisis doesn’t bring down the whole economic house of cards.)


  • Ken Schmitt

    The art of conversation is not lost! But it is something we can all work on- both on the listening and speaking sides! As owners and employers it’s important to have clear communication, reachable goals and to treat our team with respect and appreciation. As employees it’s important to look at companies with as much of an objective opinion as possible. Yes, our personal experience greatly influences this opinion, but it is unfair to a company to let a bad day or one bad employee/boss taint an entire company. In my company, I make it a top priority to treat my team well and make my needs and expectations clear and attainable. And I am vigilant when it comes to praise and appreciation. No one wants to work for someone who never acknowledges a job well done. In turn, I know my team speaks highly of our company and the things we do.
    Ken C. Schmitt

  • http://www.tmp.com Joe Zeinieh

    Great comments. I happen to disagree with all of them though! Kidding. You all have very good points and you’ve added to the conversation. Thank you.

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