I have yet to see an organization come out with a brand that says,
“Hey, we’re Super Average, but come work here anyway!”
For the most part, every organization spouts off about being the best place to work. Statistically, that just can’t be true. Everyone can’t be the best, right?
A lot of folks are currently out of job and looking for work. Not many jobs open. Too many candidates lead to a lot of rejections, black holes, no feedback, and very few “interviews”.
Video interviewing software has become an increasingly popular way for businesses to screen candidates. Now, companies from startup to Fortune 500 are using video interviews in their hiring process in order to streamline and expedite the hiring process,
When the SHRM Annual Conference and Exposition rolls around, I make it a point to start planning my schedule and connecting to the people I usually get to see just once a year and that, requires some planning.
On March 20, @shrmnextchat chatted with CMO of First Advantage, @KatharineMobley about HR -- Always Be Marketing and Communicating.
If you missed this amazing chat filled with great tips and advice, you can read all the tweets here or below:
On February 20, #Nextchat @shrmnextchat chatted with Mofota Sefali @mofota about how the Employee Value Proposition and Employer Brand go Hand in Hand.
If you missed this excellent chat filled with great tips and advice for creating a winning EVP and attractive employer brand you can read all the tweets here or below:
If you’re having problems attracting and keeping the right talent at your organization, one of the first things you’ll want to review is your employee value proposition (EVP).
What’s an employee value proposition?
The online revolution has changed the decision-making process for everything from what to eat for breakfast to where we apply for a job. In an age of radical transparency when information is just a few clicks away, a whole new HR discipline has come to the fore: employer branding.
The nation’s unemployment rate is at a 17-year low of 4.1%, fueling the demand for talent and creating a highly competitive talent marketplace. At the same time, technology continues to disrupt business from almost every angle, and industries experiencing dramatic change and consolidation face redundancies and waves of layoffs.
Against this backdrop, maintaining a positive employer brand today is more important than ever.
On March 1, @shrmnextchat chatted with Craig Fisher (@Fishdogs) about Employer Branding from the Inside Out.
Who are the absolute best recruiters now?
Your employees.
I’m in Chicago this week for the 19th annual Human Resource Executive HR Technology Conference & Expo, and I’ve been tweeting from several excellent sessions.
You can pretty much know what strikes a chord with the audience by the number of retweets and likes it receives.
I tweeted this during the “Women in Technology” event on October 4 and it has been getting a lot of traction.
When the Chicago White Sox told first baseman Adam LaRoche not to bring his son into the clubhouse as often as in the past, team management set off a firestorm in the business world as well as the baseball world. Why would a sports team restrict a 14-year-old boy who is popular among the players? And why would LaRoche quit baseball over the issue, apparently forfeiting his $13 million salary for the year?
Tis’ the season to make a list and check it twice. With this post, you’ll figure out if your employment brand has been naughty or nice.
In all seriousness, your company’s employment brand can attract or repel the talent you’re recruiting. Most HR professionals want their organization to be an employer of choice, but where do you start?
The answer is conducting an employment brand audit. The word “audit” usually makes people cringe, so let’s just call this exercise an “end of the year employment brand checklist.” Deal?
