{"id":32279,"date":"2010-03-12T09:29:48","date_gmt":"2010-03-12T09:29:48","guid":{"rendered":"http:\/\/www.corporate-eye.com\/blog\/?p=32279"},"modified":"2021-01-07T17:51:18","modified_gmt":"2021-01-07T16:51:18","slug":"new-fortune-100-best-part-2","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/new-fortune-100-best-part-2\/","title":{"rendered":"The “New” Fortune List: Part 2"},"content":{"rendered":"

\"Fortune<\/a><\/p>\n

More observations on the Fortune 100 Best Companies to Work For<\/a> list, 2010 . . .<\/p>\n

A Lesson from the List:\u00a0 Right-sizing the Corporate Careers Site<\/em><\/p>\n

Given the fabulous workplace at SAS (see Part 1<\/a> for details!), we can surmise that the main challenge for their recruiters really is<\/em> tracking down those perfect passive candidates and luring top talent through the gates of paradise.\u00a0 Therefore, it\u2019s not surprising that the SAS Careers site<\/a> is truly minimal\u2014just a (long) list of benefits and some job search tools.\u00a0 That\u2019s all.\u00a0 No videos, testimonials, day in the life, social media.\u00a0 Just the opportunity to apply.<\/p>\n

Over at Publix Super Markets, on the other hand, where many prospective employees can expect to work long hours stocking shelves or filling prescriptions, the Careers site<\/a> has every conceivable bell and whistle.\u00a0 Publix has almost 140,000 employees compared with not quite 6,000 (U.S.) positions at SAS, and as of January 2010 they were looking for 1300 new employees, while SAS was in search of 52.<\/p>\n

Point:<\/strong> In considering what is \u201cbest practice\u201d for a corporate Careers site, we really need to look at the context.\u00a0 Arguably, SAS doesn\u2019t need a state-of-the-art web presence.\u00a0 Publix does.<\/p>\n

A Question about the List:\u00a0 Is It Still Relevant?<\/em><\/p>\n

A few years ago, the Fortune List seemed to be investigative and informative.\u00a0 It offered examples of what worked in the workplace, and showed off companies that had built solid employer brands. \u00a0\u00a0Getting on the list was a valuable achievement, and falling off would presumably be a disgrace.<\/p>\n

When you look at that set-up, it becomes obvious that the list is not likely to change much.\u00a0 There are only 100 spots, and once you\u2019ve identified 100 companies that meet the criteria, the quota is full.\u00a0 New places will only open up when a listee messes up seriously, goes out of business, or gets bought up.\u00a0 So by now the news is not who\u2019s on<\/em> the list, but whether they rise and fall in relative rankings.<\/p>\n

This year SAS vaulted from a respectable Twenty all the way to Numero Uno.\u00a0 Why?\u00a0 No way of knowing.\u00a0 Fortune<\/em> doesn\u2019t explain its rankings.\u00a0 But some suspect that companies figure out the secret of improving their rank and deliberately work their way up.\u00a0 I.e., they study the test.<\/p>\n

This year I spotted five newcomers:\u00a0 McCormick, FactSet, Mercedes-Benz, LifeBridge Health Care, and DPR Construction.\u00a0 There are probably more, as I didn\u2019t make an exhaustive comparison\u2014but I\u2019m pretty sure I recognize 90% of the companies as perennials.\u00a0 Given that 353 companies competed . . . the apparent conclusion would be that at least 248 competitors (2\/3 of the set) fell short of whatever it would take to dislodge an incumbent.<\/p>\n

Point: <\/strong>Maybe it\u2019s time for Fortune to shake up this drill.\u00a0 What about categories for small, medium and large enterprises, to establish a more level playing field?\u00a0 What about special recognitions for innovators and most improved companies?\u00a0 What about breaking out the citations for listees in terms of (a) tangibles like pay and perks, and (b) intangibles like respect, fun, loyalty, etc.\u00a0 And what about adding a new point of view, so the Great Place to Work Institute is not the sole arbiter?<\/p>\n

Just some thoughts . . .<\/p>\n","protected":false},"excerpt":{"rendered":"

More observations on the Fortune 100 Best Companies to Work For list, 2010 . . . A Lesson from the List:\u00a0 Right-sizing the Corporate Careers Site Given the fabulous workplace at SAS (see Part 1 for details!), we can surmise that the main challenge for their recruiters really is tracking down those perfect passive candidates […]<\/p>\n","protected":false},"author":1,"featured_media":32280,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25],"tags":[337,6237,2931,6236],"class_list":{"0":"post-32279","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-best-practices","8":"category-careers","9":"tag-best-companies","10":"tag-best-employers","11":"tag-corporate-recruiting","12":"tag-fortune-100","13":"entry"},"yoast_head":"\nEmployer Brand: Fortune 100 Best Companies to Work For<\/title>\n<meta name=\"description\" content=\"Employer brand, and employer need to attract recruits, differs between companies. 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