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Attracting and retaining talent - Learn about peer agencies

This section addresses what can be learned about attracting and retaining talent from the experiences and successful practices of peer agencies which include other state DOTs, public and private sector transportation agencies, and other public and private organizations that have successful practices of value to transportation organizations.

TitleShort Description
Analysis and Benchmarking of State DOT Human Resource Activities (in process)This benchmarking study identifies gaps and best practices of state Department of Transportation human resources (HR) activities. It includes an online survey and in depth interviews on this topic. The study also reports on states' experiences with outsourcing HR functions and the relationship of HR system functionality to meeting strategic human resources and workforce goals.
Analysis and Benchmarking of State DOT Recruitment and Hiring PracticesThis study presents the analysis and synthesis of successful practices in recruiting and hiring among public and private sector transportation and other related industry organizations. The goal of the study is to supply state Department of Transportation human resource professionals with working tools to enhance the effectiveness of current efforts to attract and hire the best qualified entry and mid-career level employees.
Best Practices in Recruiting and Retaining Talented StaffThis paper describes survey results of best practices in recruiting and retention amongst Certified Public Accountant firms.
Building a World-Class Workforce: Two case studiesDiversity is a critical element of a world-class workforce, but its recruitment and retention is a challenge. This report offers two case studies of how companies are innovating recruitment and retention strategies to ensure a skilled, motivated, and diverse workforce.
Corporate Culture as the Driver of Transit Leadership Practices,This study identifies innovative approaches in agencies using corporate culture as the analytical framework driving agency practices, techniques, and strategies for recruiting and retaining transit leadership. A combination of a literature review, survey of transit agencies, and case study development was used to create the framework.
DeloitteDeloitte is a private consulting company offering a vast amount of research, case studies, and articles on workforce issues, in addition to providing consulting services. Deloitte's published data covers a range of workforce issues from dealing with the retiring workforce to strategies for recruitment and retention.
Developing Transportation Agency Leaders: A Synthesis of Highway PracticeThe report focuses on leadership development approaches in state Departments of Transportation (DOTs). It reports on retirement, retention and succession planning efforts in DOTs to develop and maintain effective leaders.
Evolution of E-Recruiting: A Content Analysis of Fortune 100 Career Web SitesIn order to promote an understanding of the use of e-recruiting technologies and management practices utilized by leading business organizations, this study investigates the evolution of e-recruiting systems and analyzes the corporate career websites of Fortune 100 companies.
Home Depot Goes Old School The retailer's new talent gold mine? Retirees who know more, and sell more, than their younger counterpartsThis article reports on how Home Depot is partnering with the 35-million-member AARP to hire an army of tech-savvy retirees.
Human Capital Flexibilities for the 21st CenturyThe National Aeronautics and Space Administration (NASA) set out to attract, retain, and develop its employees in a number of ways. One of these methods was to acquire human capital flexibilities through the NASA Flexibility Act of 2004. Based on reports from the Columbia Accident Investigation Board, NASA also intensified its focus on leadership development. To assist with these transformation efforts focusing on career and leadership development, Congress and NASA charged the National Academy of Public Administration (NAPA) with conducting an independent review of NASA's implementation of its newly acquired human capital flexibilities. NAPA was also to assess the agency's revised leadership framework and strategy and to suggest potential flexibilities. This report is the result of NAPA's review.
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