• Vector has done an excellent job of building and maintaining relationships with local colleges. The company recently received an award from U of M Dearborn for consistently hiring co-ops and interns even during economic downturn.
• Vector offers a competitive compensation package. At least 20% of the participants in my local survey stated that a weak compensation package hindered their ability to secure talent. However, Vector’s Director did state that despite offering market wages, larger firms with deeper pockets sometimes steal away top candidates. In fact, 62.5% of employers nationally have implemented or plan to implement increases in pay ranges to overcome recruitment and/or retention challenges; in Michigan, 57.2% have or plan to. This is something Vector should keep in mind, at least for difficult to fill positions.
• Vector has also expanded its search for talent to outside the US by utilizing German nationals from its parent company, as well as H1B candidates. Global mobility has increased profoundly in the past few years. Best-in-class organizations have reported their global mobility programs have been critical to supporting new business growth, improving financial performance, …show more content…
A case study from Dr. John Sullivan, a professor at San Francisco State University, shows that companies improve their quality of hire by focusing on “game changers.” These top 20% of employees have been credited with delivering performance that’s anywhere from 2½ to 1000 times that of the average performer, and Sullivan believes that “…these difference makers will be a primary source for their future leaders.” Furthermore, by analyzing top performers and presenting the data to narrow minded hiring managers, may persuade them to look at more than just top ranked talent. This should widen the applicant
• Vector offers a competitive compensation package. At least 20% of the participants in my local survey stated that a weak compensation package hindered their ability to secure talent. However, Vector’s Director did state that despite offering market wages, larger firms with deeper pockets sometimes steal away top candidates. In fact, 62.5% of employers nationally have implemented or plan to implement increases in pay ranges to overcome recruitment and/or retention challenges; in Michigan, 57.2% have or plan to. This is something Vector should keep in mind, at least for difficult to fill positions.
• Vector has also expanded its search for talent to outside the US by utilizing German nationals from its parent company, as well as H1B candidates. Global mobility has increased profoundly in the past few years. Best-in-class organizations have reported their global mobility programs have been critical to supporting new business growth, improving financial performance, …show more content…
A case study from Dr. John Sullivan, a professor at San Francisco State University, shows that companies improve their quality of hire by focusing on “game changers.” These top 20% of employees have been credited with delivering performance that’s anywhere from 2½ to 1000 times that of the average performer, and Sullivan believes that “…these difference makers will be a primary source for their future leaders.” Furthermore, by analyzing top performers and presenting the data to narrow minded hiring managers, may persuade them to look at more than just top ranked talent. This should widen the applicant