For this paper, I chose three companies that have nothing to do with one another to help determine if retention strategies might be particularly unique to the field the business operates in. I chose Microsoft, Pfizer, and 3M, let’s examine how Microsoft views the problem. For most of its existence, Microsoft relied on a website to recruit new talent, even having a different website for each country or regionally area that displayed jobs available. It was determined that the architecture of the job seeker sights was clunky, outdated, and difficult to navigate. Microsoft, around 2006, redesigned their job seekers website to provide for a more fluid, enjoyable experience. They have also incorporated several of the social media sites to both update their methods and impress potential new recruits. Per the statistics gathered in the article it must...
... middle of paper ...
...ts online, tuition reimbursement, outplacement assistance, and accelerated leadership development.
The aspect of new technology workers and how to get them interested in the companies mentioned does not seem to be prevalent in any of these companies other than 3M. I think they are sought after but on a case by case basis. For the most part the companies seem to guard their recruitment techniques and I believe this is for good reason. Knowing the quality of the companies mentioned they probably do not have a difficult time recruiting, more likely retaining high quality employees is the more difficult task. To me, the strategy of cross training the workforce to increase flexibility and provide new experiences is most appealing. The knowledge that my hard work will be found a home that I enjoy and excel at is exciting and I would seek a company like Pfizer to work at.
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