TITLE

Matchmaking Employers with Employees: the Era of Personality Targeting: Employer branding now means finding and attracting people who fit your culture

AUTHOR(S)
Dahlström, Cecilia
PUB. DATE
March 2011
SOURCE
Journal of Corporate Recruiting Leadership;Mar2011, Vol. 6 Issue 2, p10
SOURCE TYPE
Periodical
DOC. TYPE
Article
ABSTRACT
The article discusses the personality targeting, a practice which facilitates the matching process between employer and employee being developed by employer branding. It says that the personality targeting can overcome generational and cultural differences and ensure solidarity in the workforce. Moreover, the six reasons why companies should do personality targeting which include the focus of the young people on the corporate values and image are also presented.
ACCESSION #
62828557

 

Related Articles

  • Global HR Practices and Strategies - The Challenges Ahead. Kanna, V. Venkat // Journal of Commerce & Management Thought;Jan-Mar2013, Vol. 4 Issue 1, p168 

    The business landscape is witnessing a sea change like restructuring, reengineering, mergers and acquisitions have became the normal operational levers of today's business environment. HR strategies can pay more influential roles in global organizations than they have in the past. Due to...

  • going global. Matthews, Virginia // Personnel Today;1/20/2009 Your Guide to Empl, p55 

    The article focuses on ensuring that the employer brand remains notable across the global workforce. It is stated that differentiating the employer brand from the rivals while tackling the corporate image issues at home, has become a priority for the human resource personnel. It is added that...

  • Perceptions of Job Security in Europe's Ageing Workforce. Hank, Karsten; Erlinghagen, Marcel // Social Indicators Research;Oct2011, Vol. 103 Issue 3, p427 

    Using data from the 2004 Survey of Health, Ageing and Retirement in Europe, this paper investigates older workers' perceptions of job security in eleven countries. We describe cross-national patterns and estimate multilevel models to analyse individual and societal determinants of self-perceived...

  • Cross-National Variations in the Importance of the Non-Profit Sector. Pevcin, Primož // Croatian & Comparative Public Administration;2011, Vol. 11 Issue 1, p147 

    This paper empirically investigates various factors affecting the variations in the size of the non-profit sector using a cross-country data in the sample of selected countries. Namely, the available data on sector employment (workforce) indicate substantial variations in the size of the sector...

  • Indigenous People and Human Resource Management. Walle, Alf // International Journal of Business Anthropology;Sep2010, Vol. 1 Issue 1, p95 

    Increasingly, international business takes place within rural/hinterland regions and involves indigenous, Native, and rural people. Although modern human resource management is increasingly cross cultural, sensitivity to the needs of these populations is often lacking. Key issues pertain to such...

  • Staffing and Developing Personnel Using Assessment Centers: Evidence from Three Continents. Krause, Diana E. // GSTF Journal of Law & Social Sciences;Dec2012, Vol. 2 Issue 1, p112 

    This article compares assessment centers features in South Africa, Western Europe, and North America. The current assessment center practices are evaluated in terms of professional recommendations and trends over time are identified. More specifically, the paper focuses on the main objectives of...

  • Lost in Translation. Kamikow, Norm // Chief Learning Officer;Sep2009, Vol. 8 Issue 9, p4 

    The article discusses foreign languages and cultures and professional education. The author suggests that managing human capital often involves the challenge of cross-cultural differences which may include language, social interaction, and workplace environment. The author claims that corporate...

  • Culturally Accessible E-Learning: An Overdue Global Business Imperative. Edmundson, Andrea // Learning Circuits;2009, p18 

    The article discusses the initiative of companies to embrace electronic-learning to train globalized workforces. Their failure to recognize the impact of cultural differences on the programs' success is highlighted. The role of electronic-learning as a tool for training a dispersed workforce is...

  • RELEVANCE OF INTERCULTURAL COMMUNICATION FOR HUMAN RESOURCES MANAGEMENT. Zografi, Mihaela // Management & Marketing;2009, Vol. 4 Issue 4, p133 

    We live in a globalizing society. The development of communication and transportation technology has shrunk the world in which the global interdependence for people and cultures becomes a norm of life. Therefore, intercultural communication competence becomes a critical ability for adjusting...

Share

Read the Article

Courtesy of THE LIBRARY OF VIRGINIA

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics