Talent Magnetism audiobook cover - How to Build a Workplace That Attracts and Keeps the Best

Talent Magnetism

How to Build a Workplace That Attracts and Keeps the Best

Roberta Chinsky Matuson

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Corporate Culture

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Talent Magnetism
The Modern Talent Challenge+
Attracting vs. Recruiting+
Building an Employment Brand+
Outpacing Competitors+
Core Principles & Trust+

Quiz — Test Your Understanding

Question 1 of 7
According to the text, what is the core philosophy behind 'talent magnetism'?
  • A. Utilizing aggressive headhunting tactics to poach talent from competitors.
  • B. Relying heavily on personal contacts and executive networking.
  • C. Attracting people to your company with a force so strong it feels like you aren't actively recruiting.
  • D. Offering the highest salaries in the industry to ensure top candidates always apply.
Question 2 of 7
Why do many company positions remain vacant despite a large number of people looking for work?
  • A. Candidates are demanding higher salaries than most companies can afford.
  • B. There is an 'underlap' between the skills candidates possess and the skills companies need.
  • C. Companies are relying too heavily on outdated job boards rather than social media.
  • D. Most applicants lack the necessary soft skills for modern corporate culture.
Question 3 of 7
How does the text suggest companies tackle the dilemma of the evolving technology skills gap?
  • A. By lowering their hiring standards and providing intensive on-the-job training.
  • B. By outsourcing tech-related jobs to international contractors.
  • C. By investing in programs today that attract tomorrow’s talent, such as sponsoring tech centers or university clubs.
  • D. By heavily increasing their budget for recruitment advertisements and professional headhunters.
Question 4 of 7
What was the primary benefit of the LinkedIn CEO gifting iPad Minis to all employees?
  • A. It guaranteed that employees would be equipped to work longer hours from home.
  • B. It served as a strategic tax write-off for the company's annual technology budget.
  • C. It generated massive, genuine social media buzz that acted as a powerful recruitment advertisement.
  • D. It successfully prevented competitors from poaching the company's top software developers.
Question 5 of 7
According to the book, what primarily makes up a company's 'employment brand'?
  • A. The glossy brochures and professional recruitment videos produced by the marketing team.
  • B. How current and past employees perceive and describe the company.
  • C. The overall market share, public relations, and financial success of the organization.
  • D. The frequency and reach of the company's job postings on social media platforms.
Question 6 of 7
The text uses the Ritz-Carlton hotel chain as an example of what principle?
  • A. Creating a strict hierarchical structure to ensure consistent quality control.
  • B. Empowering employees to go the extra mile to please clients by providing them with a discretionary budget.
  • C. Reducing recruitment costs by hiring exclusively from top-tier hospitality universities.
  • D. Using expensive perks to retain senior executives in a highly competitive market.
Question 7 of 7
What actionable advice does the author give regarding maintaining a reputation as a trusted employer?
  • A. Always promise employees that their jobs are secure in order to maintain high morale.
  • B. Use euphemisms like 'laying off' when firing bad performers to avoid hurting their feelings.
  • C. Tell the truth and avoid making promises you cannot deliver on, especially regarding future cuts.
  • D. Keep future company plans strictly confidential so employees do not get distracted.

Talent Magnetism — Full Chapter Overview

Talent Magnetism Summary & Overview

In Talent Magnetism, author Roberta Chinsky Matuson shows you how to transform your workplace into an environment that draws top talent like a magnet. The book offers practical advice on how to develop a strategy to stay ahead of the competition by identifying how evolving technology and a new generation of workers have changed business in the twenty-first century.

Who Should Listen to Talent Magnetism?

  • CEOs, business owners or senior executives
  • Anyone working in human resources or in recruiting

About the Author: Roberta Chinsky Matuson

Roberta Chinsky Matuson is the president of Matuson Consulting and an expert blogger for Fast Company and Forbes. She has advised companies such as Best Buy, Monster and Staples on recruiting talent and company growth.

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