FPC Quarterly Report 2011 Q3 : Page 1

Building your employment brand quarterly report August 2011 Eyes on the prize(d) person Recruiting top talent requires extra effort on’t let the overwhelming swarm of applications for your company’s management job openings fool you — to get the cream of the crop, you still have to recruit competitively, even in what’s considered an employer’s market. “Competing for good talent has always been a challenge, even in non-so-good times,” says management consultant Art Burke. “Part of it is because the talent Burke challenge has become more global. We now have very qualified professionals who are going abroad for resources executives need to be strategic about how to build the human capital to make it happen. D Table of Contents ISM: June 2011 report Recruiting top talent requires extra effort Play the retain game to keep your employees motivated Candidate personality tests FPC’s web poll results on ‘Brand Passion and Employee Motivation’ HR Spotlight: : GATX Corp.’s SVP, Human Resources Pg. 1 Pg. 1 Pg. 2 Pg. 3 Pg. 4 Pg. 4 opportunities and organizations.” Add to that employer loyalty, especially in the case of employees who have stuck out the recession at the same company, the difficulty of relocation and lingering distrust of the job market, and it may take more than you think to get a top job candidate in the door. In addition, he says, companies have begun to look at talent management as a business strategy. If a company wants to expand, he says, human Burke offers some things to remember when it comes to building your talent pool: • Stay on top of it. Burke says HR managers have to be salespeople, but they also have to be coaches, making sure that the interview process moves swiftly enough to keep the best candidates in the running. “There’s a perception that ‘I can wait,’ but really these candidates are coming in with three or four other interviews lined up,” Burke says. From that standpoint, it’s critical to make sure the hiring team is doing its part in a timely manner. • Don’t limit by location. Offering at least some relocation assistance is critical to finding the best candidates for the job, Burke says. In addition, because of the housing market and difficulty of moving, relocation assistance may be vital to ensuring that your top pick accepts the job. “Maybe I’m an employee who’s got a great offer, but it may take two or three years to sell my house if I move,” he says. “If you’re Continued on Page 2 INSTITUTE FOR SUPPLY MANAGEMENT (ISM) PMI June 2011 June 2011 Manufacturing ISM Report on Business has the PMI at 55.3 percent PMI: THE LAST 12 MONTHS Economic activity in the manufacturing sector expanded in June for the 23rd consecutive month, and Month PMI Month PMI the overall economy grew for the 25th consecutive month, say the nation's supply executives in the latest Manufacturing ISM Report On Business. June ʻ11 55.3 Dec. ʻ10 58.5 Manufacturing continued its growth in June as the PMI registered 55.3 percent, an increase of 1.8 May ʻ11 53.5 Nov. ʻ10 58.2 percentage points when compared to May's reading of 53.5 percent. A reading above 50 percent Apr. ʻ11 60.4 Oct. ʻ10 56.9 indicates that the manufacturing economy is generally expanding; below 50 percent indicates that it is Mar. ʻ11 61.2 Sept. ʻ10 55.3 generally contracting. Feb. ʻ11 61.4 Aug. ʻ10 55.2 A PMI in excess of 42.5 percent, over a period of time, generally indicates an expansion of the overall Jan, ʻ11 60.8 July ʻ10 55.1 economy. Therefore, the PMI indicates growth for the 25th consecutive month in the overall economy, • Average for 12 months – 57.7 as well as expansion in the manufacturing sector for the 23rd consecutive month. Holcomb stated, "The • High – 61.4 past relationship between the PMI and the overall economy indicates that the average PMI for January • Low – 53.5 through June (58.8 percent) corresponds to a 5.7 percent increase in real gross domestic product (GDP). In addition, if the PMI for June (55.3 percent) is annualized, it corresponds to a 4.5 percent increase in real GDP annually. I Report was issued July 1, 2011, by Bradley J. Holcomb, CPSM, CPSD, chair of the Institute for Supply Management Manufacturing Business Survey Committee

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