The Candidate Experience Influences The Brand

Tired Candidates Wait For Job Interview, Mix Race Business People Sitting In Line Human Resources Hiring Vacancy Recruitment

Branding is an important marketing topic. Some organizations invest heavily in a brand strategy that reaches many audiences, including the job seeker. A great brand attracts job candidates to an organization. As a marketer and HR professional, I have a unique perspective on this topic.  The marketer side understands the importance of brand equity and the HR side values the role it plays in talent acquisition.  Some organizations fail to make this connection. Other organizations offer poor candidate experiences, which cast a negative image. As a result, it harms the brand while turning away potential talent. Over the years, I

The name of the game is FREEDOM: How innovative companies motivate, get, and retain the best…

Creative Innovation and Glowing Concept as a Art

“The competition to hire the best will increase in the years ahead. Companies that give extra flexibility (freedom) to their employees will have the edge in this area.” Bill Gates I can’t neglect (since I missed the window over the 4th) to make sure to make a point about freedom during our nation’s birthday month. And as by coincidence or actually, by what really makes a whole lot of sense, you can’t talk about what drives innovation without talking about freedom. America is a country that was built around the concept of freedom. Despite a presidential campaign grounded on “Making

What You Pay Does Matter

bigstock-Compensation-Words-Commission--64603426_3e7d247c5baa7dc5e8305dc7cf4e37b1

“$11.32 an hour,” she said. “That’s what many people can earn sitting on their couch. How am I supposed to encourage them to get off the couch when many of the jobs they qualify for don’t pay that?” This statement came from a frustrated state career center worker tasked with getting individuals off federal and state assistance through a job placement program. I could turn this conversation into a political post, but I won’t go there.  Instead, I’d like to focus on how it illustrates a basic premise of motivation. I’m going to spend the next few weeks talking about

Now don’t go changing your compensation structure without….

bigstock-business-office-law-and-lega-50281826_3935355e948a8df4a1a7ca6c2bec3b37

You’re worried you’re not attracting the right talent or that you aren’t able to keep good talent around for long and you think it might be because of your salary structure.   Before you launch into a compensation structure overhaul (we’ll tell you how to do this next week on the blog), you need to: Know for sure that the reason you are having the problems you are having is in fact compensation related.  It may be that all your supervisors are jerks and people may leave even if you paid them twice as much.  Surveying employees, especially through exit

Looking for a Magic Wand in 2014?

bigstock-Vector-Golden-Magic-Wand-and-S-24992852_07bf86a6b1d58aa89bd25ec6f08b3596

Are you a leader with a talent management problem like turnover, absenteeism, employee engagement, etc.? What if I gave you a magic wand in 2014 and it could wipe your problem out? One way to do this is to see yourself as a key driver of organizational strategy and results and then use this mindset to drive talent management process improvements that connect back to bottom line results. This mindset is your magic wand. Wait a minute you say! It can’t be that easy. Just thinking strategically can’t eliminate (insert your problem here). Recently, I described a process to a