UPS delivers on home‐grown talent

Purpose – The purpose of this paper is to reviews the latest policies in recruitment and retention, paying particular attention to initiatives at UPS. Design/methodology/approach – This briefing is prepared by an independent writer who adds his own impartial comments and places the articles in context. Findings – Hiring the most highly‐qualified candidate for a job, whether recruiting from a prestigious business school or tempting a “star” performer from a rival company, may be counter‐productive. Some organizations have come to the conclusion that “good quality” rather than “star quality” recruits stay longer, and that nurturing and developing talent rather than buying it in, is the best way forward. Practical implications – Provides plenty to interest top executives who specialize in recruitment and retention. Originality/value – Illustrates why talent management should be high on the human resource agenda.