Question

11. Gathering Data: Fortune Magazine’s 100 Best Companies to Work For(L.O. 3, 4)

Some companies spend lavishly on unusual employee perks such as massages, in-house chefs, and sauna visits and offer generous compensation and benefits in the hope of attracting superior talent. At the same time, they remain profitable. Chances are that you haven’t heard of at least two among the top five of Fortune’s 100 Best Companies to Work For—ACUITY Insurance headquartered in Wisconsin (No. 2) and New York-based Wegmans Food Market (No. 4). The perennial favorite, Google, now a subsidiary of holding company Alphabet, has again clinched the top spot. The Boston Consulting Group ranks third, and Quicken Loans is in fifth place. Formerly ranked among the top ten, outdoor powerhouse REI has slipped to No. 26. However, it still attracts active types who may bring their dogs to work, go on a midday bike ride, and test the products they sell. Sound nice? Just as companies have their distinctive corporate cultures, they also differ in why they are perceived as ideal employers.

YOUR TASK Visit the Fortune magazine website for the most current 100 Best Companies to Work For list. Examine the information about the top 20 or 25 highest-ranked companies. Watch the short video clips profiling each business. After studying the information, identify factors that attract and please workers. Take note of features shared across the board, but don’t overlook quirky, unusual benefits. Summarize these trends in an informational e-mail or memo report. Alternatively, prepare an analytical report investigating employee satisfaction gleaned from the secondary data obtained on the Fortune site.

Answer 1

Superior talent is up to eight times more productive. It’s remarkable how much of a productivity kicker an organization gets from top talent. A recent study of more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400 percent more productive than average ones

Great talent is scarce and companies put in a lot of effort in attracting and retaining top talent, and most companies do not get it right

So let us look at what the great ones do, to attract talent

They understand their best performers. Companies can use an evidence-based approach to develop a definitive guide for attracting applicants with the most potential to thrive. This approach requires understanding the characteristics of top performers -- particularly, what initially attracted them to the company -- and then translating those findings into messages that entice other high performers

They connect their applicant messages to their culture. Just because a candidate has the talent to be a top performer in a role doesn't mean he or she is a good fit for a company's organizational culture.

They differentiate themselves from the competition. A company's applicant attraction message should help it stand out from its competitors and provide potential hires with compelling reasons to choose the company as a workplace.

They offer lot of monetary & non-monetary compensation: Last but not the least, they offer above average pay, great incentives which goes a long way in attracting potential employees