Improving the hiring experience at the most painful stage of the hiring process: candidate rejection

Here's some advanced brand thinking: Is there an opportunity for you to mix high and low culture ideas to give your message more meaning, more interest? This article over at HBR looks at examples of how super luxury brands co-op super-low status ideas without losing their high-status desirability. Why care? I was struck by the idea that high-status luxury isn't really luxury anymore. I can fabricate or recreate almost anything. Brands like Zara are built on making copies of high-end pieces at affordable prices in weeks. So how to stay high status? Show your high level of taste. Show that you can put a gas station potato chip on four-star meal. Show that you can pull it off. The lesson for you and I might be that we can open up the horizon to all sorts of new ideas for our branding is we have the style and taste to pull it off. Example? If I ran the brand for a fintech brand, I might feel boxed in by who the customer base is. If I provided loans as needed, I might feel weird about providing high end swag to prospects. Maybe we shouldn't exclude these ideas out of hand, but look for ways to mix things up. Because the knock on effect of mixing the two is how... surprising and interesting these hybrids end up appearing. And isn't attracting attention and interest sometimes the point?

What can employer brands learn from "luxury brands?" To understand their own truth. Beyond this article, I think there are a lot of interesting parallels between EB and luxe brands. Exclusivity: There's only one open role so only one person can have it. Identity-signaling: People judge you on where you work and you derive self-work from where you work. Cost: No one's ever had an easy job search, no matter how good they are. Just something to consider.