Tag Archive | "employment branding"

The recently-announced 2012 list of The 100 Best Companies to Work for in America proves once again that great companies understand employee engagement — and how to cultivate it — consistently. This conscientious approach to talent management explains why some companies make the list year after year. To learn more about what it takes to be chosen, we spoke with Amy Lyman, co-founder of the Great Place to Work® Institute and author of The Trustworthy Leader: Leveraging the Power of Trust to Transform Your Organization (Wiley, 2012).

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Social media and technology have emerged as some of the most exciting HR topics not only of this year, but pretty much this entire decade. Breaking down these trends, however, means realizing that no matter what tool, these trends all revolve around talent – the talent we have, the talent we want and, perhaps most importantly, the marketing we need to attract top talent.

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Mobile is an opportunity to differentiate; but more than that, it’s a transformation to our professional world that we can no longer ignore. Just as the internet changed the way we attracted candidates from newsprint to online; the mobile phone is revolutionizing the way employers must market to candidates. Close to 80% of job seekers use mobile applications to look for a job and quite frankly, the stats on speed and retention of mobile recruitment messages by candidates vs. traditional recruiting methods is stunning.

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Social media consultants are the worst. As if they really know what they are doing, what is really successful and/or why. Here’s the thing, if someone tells you they are a guru in social media marketing… please do me a personal favor and never talk with them again. Truth is… they lie.

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Your smartphone is always with you, and recruiters know that. That’s why growing numbers of them are utilizing mobile technologies to recruit and vet job candidates. Utilizing mobile technology in the hiring process can make the application and interview process move along much more quickly, says Erin Peterson, recruitment outsourcing practice leader with Aon Hewitt, a global leader in human capital consulting and outsourcing solutions.

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If you’re paying attention to the social recruiting conversation, you’re probably already familiar with the concept of talent communities, which have emerged as one of the industry’s hottest topics in 2011. We so often get wrapped up in debating the definition that we often forget to explore the tangible benefits and actionable solutions talent communities represent for HR and recruiting professionals. Creating a talent community can not only help acquire top talent, streamline hiring processes and cut recruiting costs externally, but also functions as a great employee engagement and communications tool.

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I was born and raised on the Northwest side of Chicago. I’m supposed to be an expert in meat in a tube—along with The Cubs, Michael Jordan, and Al Capone—but I chose a different path. I am a Human Resources consultant. I should have picked sausage. So it makes sense that I was asked to host the upcoming #TNL National Recruiting Conference on December 5 in Aurora, Illinois.

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Think about a time when you’ve started in a new role. Does this sound familiar? You have good people, and good values, but something isn’t working. How do you preserve what works and still drives the company forward? One of the biggest challenges can be building a brand—and intertwining your personal brand with your company’s brand.

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In recruiting, like real estate, success comes down to three words: “location, location, location.” Considerations like commuting and relocation have always played a critical role in the recruitment process; with the rise of location-based services like Foursquare, recruiters and talent organizations have a new weapon for winning the war for talent. At the upcoming Talent Net Live (#TNL) event in Chicago, I’ll be partnering with Craig Fisher to speak about the use of these location-based social media tools, providing some background and examples of location based best practices and how these emerging technologies can be effectively integrated into the hiring process and your current HR strategies.

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