Paging Captain Obvious: HBR finally has decided that job postings are a good way to attract better talent. Hey, who's snitchin?! Anyway, I just did a webinar on how to write better job postings faster, so if you want to see the recording, you'll have to ask me nicely. Just reply to this email.

I loved this article on how "combinatorics" (that term had to have been invented by an MBA with a math background) can help find tune your value proposition. If you ignore the jargon, there's a heck of pitch here: because you don't really understand what your talent prospects want (because you haven't tightened your focus enough), you can't differentiate.

HBR makes a solid case that the best way to keep your entry and younger talent is to focus on professional development and emotional intelligence. (That's pretty much what the data at Universum has been showing for a few years now).

In fact, I think this HBR article is the other side of that coin when it says you should write down the unwritten rules of the company. Aside from pulling assumptions out from behind the curtain given them some sunlight, the exercise is a great way to reveal how you company really reacts to stimulus. I’d take it another step further and say that the unwritten rules of the company are more the culture of your company than what HR says it is, thus making it ripe fodder for employer branding architecture and narrative.