Holly Peterson Unit 4 Case Study
Managing Talent: Can Yahoo Still Attract Tech Workers?
Holly Peterson
Kaplan University
AB203: Human Resources Management – 02
Professor Paulette Howlett
January 6, 2015
Yahoo, like many other online companies, is always looking for good candidates. As stated in Fundamentals of Human Resource Management, 5th Edition, “To the industry, Yahoo is part of the old Internet. The best and brightest want to be part of the new Internet, especially social media, cloud computing, and mobile apps.” (Noe 160) This presents a challenge. How do you bring in good candidates when you’re not at the top? As well as, how do you keep your current employees? Yahoo has the demand and the supply of potential employees is large. However, Yahoo has to prove they are worth working for more then other companies. Yahoo has had many employees, including high-level employees, leave for other companies such as Google, Facebook, and Apple. Marissa Mayer, C.E.O., is helping to make sure employees stay. They have a demand to fill but the supply for Yahoo specifically isn’t very high in the immediate area. If Yahoo can keep the employees they have happy then they have a pool to draw from internally for promotion. What better incentive to stay then to get a promotion. Yahoo wants to retain employees and to do so internal recruiting should be a priority. Jobs should always be vetted through internal candidates before outside recruiting is set in motion.
Since Marissa Mayer became C.E.O. of Yahoo a lot of changes have taken place corporately. She redesigned and hired almost ten times the amount of engineering and editorial staff. She has pushed to make Yahoo mobile and made friends with competitors such as Google, Apple, and Facebook. If those employees can be kept then Yahoo will have a great talent pool internally to promote from. Thus supporting the corporate strategies she has put in place.
As I stated above the immediate area around Yahoo isn’t very lucrative since
Holly Peterson
Kaplan University
AB203: Human Resources Management – 02
Professor Paulette Howlett
January 6, 2015
Yahoo, like many other online companies, is always looking for good candidates. As stated in Fundamentals of Human Resource Management, 5th Edition, “To the industry, Yahoo is part of the old Internet. The best and brightest want to be part of the new Internet, especially social media, cloud computing, and mobile apps.” (Noe 160) This presents a challenge. How do you bring in good candidates when you’re not at the top? As well as, how do you keep your current employees? Yahoo has the demand and the supply of potential employees is large. However, Yahoo has to prove they are worth working for more then other companies. Yahoo has had many employees, including high-level employees, leave for other companies such as Google, Facebook, and Apple. Marissa Mayer, C.E.O., is helping to make sure employees stay. They have a demand to fill but the supply for Yahoo specifically isn’t very high in the immediate area. If Yahoo can keep the employees they have happy then they have a pool to draw from internally for promotion. What better incentive to stay then to get a promotion. Yahoo wants to retain employees and to do so internal recruiting should be a priority. Jobs should always be vetted through internal candidates before outside recruiting is set in motion.
Since Marissa Mayer became C.E.O. of Yahoo a lot of changes have taken place corporately. She redesigned and hired almost ten times the amount of engineering and editorial staff. She has pushed to make Yahoo mobile and made friends with competitors such as Google, Apple, and Facebook. If those employees can be kept then Yahoo will have a great talent pool internally to promote from. Thus supporting the corporate strategies she has put in place.
As I stated above the immediate area around Yahoo isn’t very lucrative since