(Editor’s Note: Today’s post is the final in a series about the 2012 Allied Workforce Mobility Survey, sponsored by Allied Van Lines. The survey covers topics related to the willingness of employees to relocate for a job with either a new or current employer.)
Last week’s Herman Trend Report talked about location being a key ingredient to the profitability of many businesses. They shared a book by Enrico Moretti titled “The New Geography of Jobs”, which details how location factors into educational opportunities and corporate innovation. I think this idea of location really plays into the final set of research presented in the 2012 Allied Workforce Mobility Survey.
It might be tempting to think that larger organizations have an advantage when it comes to talent management. But they really don’t. The latest survey results shared some interesting findings:
- Both small companies and large companies view their recruiting and relocation programs as “highly successful”
- Both perform equally in terms of securing candidates
In fact, there are some instances where smaller companies might have a slight advantage. For example, when it comes to flexible work and work environment, small companies have the advantage. They also fare slightly better when it comes to employee retention.
Larger companies tilt the scale when it comes to resources. Obviously, being bigger means they do more volume and get dedicated resources for their efforts. But it was very interesting to read that having more formal support for talent management didn’t necessarily translate into better results. The survey pointed out that costs per employee were relatively the same regardless of company size.
During my career, I’ve worked for companies with thousands of employees and others with hundreds. Our talent management activities were very similar. The only difference was the scale of the effort.
The survey noted one major difference in talent management among large and small companies – how they perceived their own strengths and challenges. And this translates into how they perceive their competition when competing for talent.
To me, this could end up being an Achilles’ Heel in the talent management space. If bigger companies adopt the mindset of “No one can compete with us. We’re too big.” or smaller organizations develop the attitude “We can’t compete with the big guys. They have too many resources.” … everyone loses. Especially the employee.
Speaking of employees, another area the survey found common ground was on the reasons employees leave companies. It’s the classic list with “relationship with manager” being numero uno.
Earlier this week, I wrote a post about companies taking their eye off the ball. Not only does it apply to consumer marketing; it applies to talent management. Companies can’t ignore what’s happening in the marketplace because, regardless of company size, employees look for the same things when it comes to an employer.
Oh and P.S. If you’ve enjoyed learning about the results from the Allied Workforce Mobility Survey and would like to stay in touch with the research, be sure to register on their website. You’ll also have the chance to win an iPad!0