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EVOLVING DYNAMICS OF EMPLOYEE HIRING AND RETAINING PRACTICES

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Table of Contents
I. Introduction 3
II. Discussion 3
Pay Not the Only Important Criteria for Employees 3
Corporate Brand Building Key to Hiring Knowledge Workers 3
III. Conclusion 4
IV. References4
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Introduction

In the corporate world, hiring the right kind of employees has always been a major task

for employers. The amount of resources that are poured in hiring the best candidates are often

more than the revenue generated from each of these employed candidates over a period of time.

In recent times, the dawn of a concept called employer-of-choice is gradually changing the

corporate industry. This assignment mainly involves reviewing in detail two prominent works by

Branham, L. and Sutherland, M.M. Torricelli, D.G. and Karg, R.F. Following detailed research,

the aim of the assignment is to form a brief conclusion to this concept and its application in the

Australian Federal Police organization.

Discussion

Pay Not the Only Important Criteria for Employees

The hiring and retaining of talent in businesses is one of the biggest concerns in the

corporate environment as well as government organizations such as the civic works, federal

authorities, cleaning and garbage treatment services, law and order, and so on. And most

organizations tend to copy what their competitors or other companies have implemented in the

form of strategies (Branham, 2005, p. 57). The first reference provided as study material mainly

aims to portray the fact that for employers to remain on the top of the retaining ladder, they need

to think out of the box and implement non-conventional strategies. This could lead to reduced

turnover rates and leave employees satisfied than before.

A checklist provided discusses how an employee can be considered as a perfect ‘fit’ for

an organization through its employer-of-choice practices. After a careful study of the checklist, a

distinct pattern can be mapped out. Making an employee feel more valued than the actual work

present, ensuring that he/she receives sufficient training and coaching, understanding employees’
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expectations from a workspace, etc. are key features of this pattern. These are particularly

noticeable in the first case of the United Parcel Service study involving manager Jennifer

Shroeger finding it difficult to retain workers for full-time jobs.

Taking into consideration the Australian Federal Police, the concept of a similar

engagement checklist can certainly be applicable for the organization. This is mainly due to the

fact that working in this sector is bound to be physically and emotionally stressful at times, and

hence employers should ensure that the selected candidates are ‘fit for the job’, which is a key

parameter specified in the Branham’s checklist.

Corporate Brand Building Key to Hiring Knowledge Workers

If the brand message of a company is highly appealing to potential candidates and skilled

people, they are most likely to be approached by such companies and get hired (Sutherland,

2002, p. 14). The second research material provided shines extensive light onto a detailed list of

factors that different candidates belonging to varying demographic segments such as age, gender,

and race.

Of the 11 employer-of-choice factors identified, extensive personal training and

development opportunities, and challenging work environment offering job security are two

factors applicable to the Australian Federal Police. An explanation for this involves the fact that

police jobs might be strenuous at the start and might require ‘employees’ to get used to tasks. If

appropriate training is not provided by the employer’s for such social and civic service related

occupations, a candidate might not stick around and soon start considering other options. In

addition, with such services demanding employees to provide results and ensure peace and

integrity is maintained, they might need to act in unconventional manners. This brings in the

need to perform challenging work.

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Conclusion

It might not be appropriate to compare the Australian Federal Police to practices

employed in corporate organizations in order to hire and retain workers. However, the pointers

provide through the research material and discussed above are applicable to almost all

organizations, be it private or government ruled. And with changing work dynamics all over the

globe, companies need to understand that pay is not the only factor that makes an employee

satisfied; rather keeping him/her happy and respected at the workplace is what matters the most.

References

Branham, L. (2005). Planning to become an employer of choice, Journal of Organizational

Excellence, 57-68.

Sutherland, M.M. Torricelli, D.G. and Karg, R.F. (2002). 13-20. Employer-ofchoice branding

for knowledge workers, South African Journal of Business Management, 33(4), 13-20.