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Exploring Talent Management and Recruitment Strategies for Career Success

This week’s readings focus on understanding talent management and the dynamics of recruitment strategies within various sectors. It highlights the significance of both public and private sectors, emphasizing potential opportunities in internal consulting positions and the benefits of engaging with alumni and reputable companies. Additionally, it addresses methods to enhance recruitment effectiveness through an analysis of candidate targeting and media outreach. Incorporating insights into the challenges posed by the glass ceiling can further enhance recruitment and career advancement strategies.

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Exploring Talent Management and Recruitment Strategies for Career Success

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  1. Week 6 Slides

  2. Readings • Lewis & Heckman (2006)- Talent Management • Hobbler et al. (2009)- Glass Ceiling

  3. Where Can You Work

  4. Internal Consulting Positions • Check government departments • Both federal, state, county, and local • Typically less pay but benefits tend to be nice • Don’t focus exclusively on civil departments • Military research groups and H&R also have a lot of positions. • Check companies in the private sector • Popular Companies: Raymond James, Publix, Home Depot • Local Utility Companies • Contact Alums

  5. Consulting Companies • Traditionally-Based Big Firms • Saville, Holdsworth (SHL) • Development Dimensions International (DDI) • Personnel Decisions International (PDI) • PDRI: Wally Borman • Kenexa • Research Based Firms • HRRO (i.e., HUMRO) • RAND • Test Publishers • ETS • PAR (Psychological Assessment Resources)

  6. Where to Find Jobs & Internships • SIOP • Job net • Conference placement center • AOM • Only for teaching positions • Job Fair • SHRM • Federal Government www.usajobs.gov/studentsandgrads/ • Alums: These can be great resources

  7. Recruiting Assignment • Recruitment Guide • Sales associates • Evaluate whom should be targeted, if any, and then judge each recruitment approach by how well it addresses the recruitment strategy • Appendix B and costs analysis (at general level) • I will be lenient on length • External here refers to not relying on referals and focusing more on media and kiosks. How would that affect their recruitment numbers and costs? • How to better evaluate recruitment use, as well as, evaluate successful hires • Write what your approach for each would be, then provide a “sample script”

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