Essays about: "Talent Pool"

Showing result 1 - 5 of 14 essays containing the words Talent Pool.

  1. 1. What Role Does Ethnicity Play in Notions and Practices For Consultants and Consulting : Exploring EthnicDiversity in the Swedish Management ConsultingIndustry

    University essay from KTH/Industriell ekonomi och organisation (Inst.)

    Author : Shuayb Ibrahim Ali; Julian Jaramillo; [2020]
    Keywords : Ethnic diversity; Diversity; Management consulting; Migrant background; Stockholm; Sweden; Corporate; Etnisk mångfald; Mångfald; Managementkonsultbranschen; Invandrarbakgrund; Stockholm; Sverige; Företag;

    Abstract : Diversity comes in many shapes and forms as it can also refer to gender, culture, ethnicity, sexuality and religion amongst other forms. All of these forms of diversity do not seem to be part of the discussion when speaking about corporate diversity. READ MORE

  2. 2. Referrals, : The Holy Grail of Recruiting

    University essay from Umeå universitet/Företagsekonomi

    Author : Fredrik Stenvinkel; [2020]
    Keywords : Referrals; Recruiting; Candidates; Transition; Employee Performance; Recruiting Process; Hiring Programs; Retention Rate; Homophily; Quality Candidates; Social Network; Job Performance;

    Abstract : A critical aspect for organizational performance is recruiting “the right” people. Great talent serves as a foundation for great companies and a strong pool of candidates is a prerequisite for success. It is furthermore necessary to have an effective recruitment process in order to attract high quality candidates. READ MORE

  3. 3. Impact of Succession Planning on Employee Retention

    University essay from Högskolan i Jönköping/Internationella Handelshögskolan; Högskolan i Jönköping/Internationella Handelshögskolan

    Author : Basit Javed; Muhammad Jaffar; [2019]
    Keywords : Succession Planning; Employee Retention; Rewards Management;

    Abstract : The rise in the employee turnover rates is increasing the concerns amongst the organizations in retaining the employees in the workplace. The higher turnover rates are threatening the business capability in earning higher profits. READ MORE

  4. 4. Attract and retain Generation Z in the white-collar business sector. : How to attract and retain Generation Z in the white-collar business sector?

    University essay from Högskolan i Jönköping/Internationella Handelshögskolan; Högskolan i Jönköping/Internationella Handelshögskolan

    Author : Lucie Descos; Anna-Maria Gospic; [2019]
    Keywords : White-collar business; Generation Z; Person-Organization fit;

    Abstract : Problem  Following the expanded competition when it comes to attraction and retention of skilled workers, hence white-collar workers, organizations need to better adapt to the rapid changes in the labor market. Due to the lack of knowledge about the recent Generation Z and their perceptions and values regarding work, the Person-Organization (P-O) fit has been applied in order to gain a deeper knowledge of what attracts and retains individuals of Generation Z, in order for companies to better meet their needs. READ MORE

  5. 5. Attracting women in the war for talent: The impact of gender diversity in recruitment advertisements

    University essay from Handelshögskolan i Stockholm/Institutionen för marknadsföring och strategi

    Author : Elin Hofmann; Alma Holst; [2018]
    Keywords : recruitment advertising; gender diversity; relational demography; signalling theory; tokenism theory;

    Abstract : With a gender diverse talent pool and prophecies of gender diversity levering organisational efficiency and superior performance, why are today's corporations failing to present gender diverse organisations? As business leaders blame a lack of female applicants, examining the efficiency of popular attempts to attract female talent is of great interest. Despite a shared notion among organisations that portraying a diverse workforce in recruitment advertisements widens the pool of applicants, little is known about the impact gender diverse ads have on prospective applicants. READ MORE