000123012 001__ 123012
000123012 005__ 20170826090739.0
000123012 037__ $$a640-2016-42743
000123012 041__ $$aen_US
000123012 245__ $$aA Survey of Recruitment  & Selection Practices inFlorist Crop Production Firms
000123012 260__ $$c1993-06
000123012 269__ $$a1993-06
000123012 300__ $$a90
000123012 336__ $$aWorking or Discussion Paper
000123012 490__ $$aResearch Bulletin
000123012 490__ $$a93-5
000123012 520__ $$aMany florist crop producers have reported difficulty with attracting qualified employees to positions within their businesses. The purpose of this study was to define the difficulties florist crop producers face in attracting qualified workers.
Managers of 72 florist crop production firms in Michigan, New York, Ohio, and Pennsylvania participated in a telephone survey designed to gather information on recruitment and selection issues for florist crop producers. The survey results revealed that recruitment practices were not used as frequently as they could be. It also appeared that managers were doing a better job with the selection process than they were with the recruitment process. In addition, compensation appeared to be closely linked to the ability of employers to effectively recruit job applicants.
-
One third of the employers surveyed indicated that attracting
qualified employees to the business was not difficult, while two-thirds indicated that attracting qualified job applicants was either somewhat or very difficult.
1
The study found that florist crop production firms with more than 12.5 FTEs (full-time equivalents) used recommended, more formal recruitment and selection methods more frequently than producers with fewer FTEs. When comparing businesses by how difficult managers said that attracting qualified workers is, there were significant differences. Those who said attracting qualified applicants was not difficult operated significantly larger businesses. In addition, managers who said attracting workers was not difficult were more satisfied with the quality of their workers and their rate ofemployee turnover and perceived that their employees were more satisfied with their jobs.
Improved recruitment practices coupled with a competitive wage and benefit package appear to be keys to improving the ability of employers to attract the most qualified workers for positions within the business.
-
000123012 542__ $$fLicense granted by Natalie Walker (walke759@umn.edu) on 2012-04-25T21:20:08Z (GMT):

<center>  <h2> Deposit Agreement </h2> </center>
I represent that I am the creator of the digital material identified herein (&ldquo;Work&rdquo;).
I represent that the work is original and that I either own all rights of copyright 
or have the right to deposit the copy in a digital archive such as AgEcon Search. 
I represent that in regard to any non-original material included in the Work I have
secured written permission of the copyright owner (s) for this use or believe this 
use is allowed by law. I further represent that I have included all appropriate 
credits and attributions. I hereby grant the Regents of the University of Minnesota
(&ldquo;University&rdquo;), through AgEcon Search, a non-exclusive right to access, reproduce, 
and distribute the Work, in whole or in part, for the purposes of security, preservation,
and perpetual access. I grant the University a limited, non-exclusive right to make
derivative works for the purpose of migrating the Work to other media or formats in
order to preserve access to the Work. I do not transfer or intend to transfer any 
right of copyright or other intellectual property to the University. If the Deposit 
Agreement is executed by the Author�s Representative, the Representative shall separately
execute the following representation: I represent that I am authorized by the Author
to execute this Deposit Agreement on behalf of the Author.

000123012 650__ $$aCrop Production/Industries
000123012 700__ $$aMaloney, Thomas R.
000123012 700__ $$aMilligan, Robert A.
000123012 700__ $$aPetracek, Kristine T.
000123012 8564_ $$s3097464$$uhttp://ageconsearch.umn.edu/record/123012/files/Cornell_Dyson_rb9305.pdf
000123012 887__ $$ahttp://purl.umn.edu/123012
000123012 909CO $$ooai:ageconsearch.umn.edu:123012$$qGLOBAL_SET
000123012 912__ $$nSubmitted by Natalie Walker (walke759@umn.edu) on 2012-04-25T21:21:54Z
No. of bitstreams: 1
Cornell_Dyson_rb9305.pdf: 3097464 bytes, checksum: bbb203b0313e837515985214caef445c (MD5)
000123012 912__ $$nMade available in DSpace on 2012-04-25T21:21:56Z (GMT). No. of bitstreams: 1
Cornell_Dyson_rb9305.pdf: 3097464 bytes, checksum: bbb203b0313e837515985214caef445c (MD5)
  Previous issue date: 1993-06
000123012 982__ $$gCornell University>Department of Applied Economics and Management>Research Bulletin
000123012 980__ $$a640