Webcast:
Have your recruiting strategies kept up as your organization has become more complex and more global? How can you be sure that the Employment Value Proposition (EVP) you are communicating is one that is valuable to the talent you seek? This webcast will provide insights and information to help you make some important adjustments to increase the relevance of your recruiting messages. Bruce Erenkrantz, Ph.D., will discuss how EVP differs by country and by employee segment, based on 27 characteristics. He will also share how a major U.S. retailer is using EVP to review recruitment strategy.
Research analytics can be used to ensure that your organization's online and offline candidate recruitment messages target your key audiences' employment wants and needs. There are some surprising differences from segment to segment, and country to country that will generate some thought-provoking evaluation of your current strategies.
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Presenters
Dr. Bruce Erenkrantz is Vice President and Managing Principal at Valtera. He directs the company's west coast operations from a regional office in Santa Ana, California.
With more than 25 years of corporate experience, Dr. Erenkrantz brings a seasoned business perspective to Valtera. Prior to joining Valtera he was Vice President of the Worldwide Associate Assessment and Development function at Ingram Micro, Inc. Earlier, he worked for 7-Eleven Inc. (formerly The Southland Corporation) and NCR Corporation. In addition, Dr. Erenkrantz has been an active member of the Mayflower Group, a global consortium of large, premier companies that use survey research as part of their business processes. He held several Board-level positions in the group, including Chairman.
Dr. Erenkrantz holds a Ph.D. in Industrial and Organizational Psychology from Bowling Green State University and is a licensed psychologist in the state of Texas. He is a member of the Society for Industrial/Organizational Psychology, American Psychological Association, Society of Psychologists in Management, Association for Psychological Science, and International Association for Applied Psychology.
It is somewhat difficult to make broad generalizations as we see a great deal of variability within each country we look at (e.g., in any country, several different profiles are represented). In addition, each country will have different policies which may make some attributes more or less important than others. For example, in countries with socialized medicine, we will see less emphasis on health benefits. At a high level, in the BRIC countries, we see a great deal of emphasis on things like base pay, challenge, and balanced workload. We do not see as much emphasis on things like Flexibility, Job Security, and Health Benefits. If you would like to discuss further, contact me at Spalombo@valtera.com. Thank you for your question.
What are the different trends of EVP you notice in the emmerging markets / countries - especially BRIC countries as compared to mature markets/ economies?