Turkish companies may be missing out on opportunities to leverage a massive talent pool of Generation Y (born after 1980) employees according to the findings of a new study by Employer Brand International and Dinamo Training & Consulting of employer branding and Generation Y practices in Turkish companies.
The survey findings provide a wakeup call for Turkish leaders it’s time to review their current talent attraction and retention initiatives.
The survey provides responses to the following questions and also provide an opporutnity for companies outside Turkish to benchmark their own performance against Turkish companies:
We have developed an employer brand strategy for our company.
We have developed a social media strategy to recruit talent.
We have at least two of the following departments working closely on our employer brand strategy – HR/Marketing/Communications/IT.
We measure alignment to brand values as part of our performance management system.
We have an active coaching and mentoring program in place to transfer knowledge and build internal capabilities at our company.
We have defined a set of employer brand metrics for our strategy.
We have conducted research to determine the perception current employees have about our company.
We have conducted research to determine the perceptions external candidates have about our company.
We monitor what people are saying about our brand online.
We have identified the leadership competencies we aspire employees at all levels to have.
We have created a database of talented employees who we would like to hire when the time is right.
We have a dedicated careers section on our corporate website.
Managers have access to a leadership development program at our company.
We measure the satisfaction of new staff before the first 30 day period has ended.
We have reviewed our EVP’s in light of the Global Financial Crisis.
We have an active employee referral program which we promote to staff.
We conduct an employee engagement, satisfaction and/or culture survey at least once per year.
We participate in an external annual 'Best Employers' and/or 'Employer of Choice' survey.
Each staff member has a documented career development plan that is reviewed at least annually.
We use an IT system to automate our recruitment process.
We have special talent management programmes for Gen Y employees.
We have special recruitment strategies for Gen Y employees.
We have an active mentoring programme for our Gen Y employees.
We have reviewed our internal communication tools according to the needs of our Gen Y employees.
We have training and development programmes to support gen y employees.
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Turkish companies may be missing out on opportunities to leverage a massive talent pool of Generation Y (born after 1980) employees according to the findings of a new study by Employer Brand International and Dinamo Training & Consulting of employer branding and Generation Y practices in Turkish companies. 
$199.00 AUD
