…So I typically have a content calendar for Thursdays through Sundays lined 1. I’ve often even already written the posts and have them queued to post at a later date.up for a few weeks in advance at any given point in time. 1 Monday through Wednesday are “free thought” days for me, though; I just write about whatever comes to mind. This is often very easy on Mondays and Tuesdays as I simply write about whatever I read over the preceding weekend. Wednesdays 2. That’s why they call it hump day.are conversely hardest for just this reason: I don’t have any “easy” ideas to write about. 2
I say all that to say that – for the first time in a while – I didn’t read much of anything HR related over the weekend. I spent the weekend brushing up on Accounting, so my head is swimming with T-Accounts (does that inventory fall under dr or cr?), par values (I still don’t understand the point of breaking stock up this way) and liabilities/retained earnings/insert accounting terminology here. Ergo, this morning when I did my “what-will-I-write-about-today” thought exercise I drew a 20+ minute blank: That’s a (recent memory) writer’s block record for me.
…Long story short, as I’ve been spending a lot of time the past couple of days thinking about how to value inventory and assets and when they go into accounts payable versus accounts receivable (and on what side of the T-3. Breaking everything into debits/credits is a wonderful way to learn to think about Accounting, but I don’t think has any practical application for most people.account 3) etc., I decided to write about the importance of business location from a HR perspective. It’s a good topic, but I’d never have gotten there if I hadn’t dusted off my old accounting books on Saturday.
4. Everything up to this point started as a footnote and just got way out of control. Regardless, this was a fun Monday thought exercise.The lesson here? Broaden your horizons (I think). 4
The Importance of Business Location:
Retention: I’m going to say that (intuitively) a workforce based out of a more remote location should be easier to retain since there will be fewer employment opportunities in the area for them to seek elsewhere.
Headcount Costs: More remote areas tend to have lower cost of living; ergo, when sourcing for talent locally we should find the cost of labor to be cheaper.
Workforce Diversity: The diversity of a workforce is likely to be impacted by makeup of the local population. I’m not a fan of diversity for diversity’s sake, but I do think that having teams made up of people with a wide range of cultural legacies and perspectives is integral to being an innovative company (and in today’s world if you run out of new ideas your organization ultimately dies).
Talent Accessibility: The prospective talent pool is likely to be larger in a big city than in a more remote location; a big city not only has a larger labor pool from which to select, but also more amenities with which to attract talent from outside the region
The cost of assets (ex. buying office space) and business expenses (ex. utilities) in a larger city versus a more rural area can vary considerably, which significantly impacts operating income. This has HR implications because the amount of money we can spend on recruiting (flying candidates out, going to college campuses, our ATS etc.) is ultimately impacted by the amount of operating income the business has available to reinvest into talent.
As always, please share your thoughts in the comments section below.
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