Organization Attractiveness, Essay Example

There are many characteristics of organizations that can help attract potential employees, although the characteristics that attract an individual are likely to be specifically based on their wants and needs. From a personal point of view for example, I find organizations attractive if they are able to offer an employee benefit program, if there is a way to move upwards in the organization as a result of hard work and commitment to the company, and whether the company was well known before my initial interest in the job search in addition to the fact that they are actively seeking employees.

I believe that the attributes I defined above are applicable to recruiting talent within the general workforce. The article “Turnover contagion: How coworkers’ job embeddedness and job search behaviors influence quitting” suggests that employees that are more devoted to their jobs are more likely to stay with the company (Felps, 2009). A major way to ensure that this is possible is for the company to provide incentives for excellent performance and rewarding this performance with promotions and raises. In addition, the popularity of the organization is important as well; I’ve often heard of people applying to work at companies such as Goldman-Sachs and Apple just because they are familiar with these names.

The main attributes that contribute to talented people choosing one organization over another include the company’s potential to develop and enhance an employee’s skills, the ability of the company to challenge their intellect, the ability of the company to unleash the passions of the employee, the ability of the company to allow and encourage creativity in the workplace, the likelihood that the company will listen to and value the opinions of the employee, the fact that the company actually cares about their workers, the fact that the company regularly recognizes employee contributions, the ability of the company to keep commitments to the employees, and the ability of the company to increase employee responsibility overtime (Chapter 3).

References

Chapter 3, “Building the Talent Pipeline: Attracting and Recruiting the Best and Brightest”.

Chapter 5, “Identifying and Assessing High-Potential Talent: Current Organizational Practices”.

Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). Turnover contagion: How coworkers’ job embeddedness and job search behaviors influence quitting. Academy of Management Journal, 52(3), 545-561. Retrieved from Business Source Complete database.

Greenberg, H., & Sweeney, P. (2010). Invest in your best. T+D, 64(7), 56-59. Retrieved from Business Source Complete database.