For years, HR and talent acquisition teams have been told to 'think like marketers.' That's mainly because marketing is known for adapting to changing market conditions and leveraging new technology to create differentiation and competitive advantage. Brand and customer experience (CX) are prime examples where marketing shines.  But do we, or rather should we, flip this thinking back on HR and TA? Maybe we've had it all wrong. Maybe marketing should actually own all aspects of the organization's brand. And at that point, if marketing is taking ownership of the employer brand, then what about the employee experience (EX)? Should

Educating the TikTok generation

"Quit the tactical tricks and concentrate on building a brand that talks to people in a more attitudinal, interesting, and genuine way without the comforting paraphernalia of data."

In a first-of-its-kind study, ISBA and PwC found that only 12% of ad impressions can be accounted for.

It occurred to me just now, if there isn't one already, there should be an American-Jewish, or Jewish-America short story titled, "Would You...

Introducing new tools and solutions for the more complex customer journey: the Insights page in Google Ads and auto-applied recommendations.

"With social media now well into its teen years, there’s no excuse for brands to approach with a passive attitude or get news ‘out on the socials’ as an afterthought."

620+ resources from 160+ no-BS experts who spoke on the Everyone Hates Marketers podcast.

What I learned and observed by researching 50 job boards across every industry and niche job. Consider this when you post your next job.

Want people to share your idea or products? Then make sure it pushes one of these emotional buttons.

If you’ve never been in charge of mass-marketing email sends, you probably feel no guilt as you hit delete on yet another promo code. But if you’ve been an email marketer, you know what it takes to go from idea to email. Writing a marketing email comes with a lot of stress no one discusses.…

One powerful statistic made me rethink the way we, as marketers, approach gaining our audience’s attention. What you would read in the New York Times in The role that the brain plays in how brands communicate with audiences and which of those brands gain attention.

Marketing Land is a daily, must-read site for CMOs, digital marketing executives and advertising campaign managers.

A Five-part Blog Series by Allyn Bailey Part 5: Time to Replace Nurturing with Purposeful Engagement Plans Keeping candidates warm and eliminating the candidate black hole experience have historically been the key objectives of recruitment marketing nurturing programs. The goal has been to keep cand

In the third installment of his CMO ot CEO column, Paul Evans ponders how putting marketing strategy at the heart of his business makes for better leadership.

These surprising marketing facts will have you rethinking your recruitment marketing strategy! How many of these little-known marketing facts do you know?

I talk to dozens of B2B marketers every month in my work and I always start our first conversations by asking, among other things, what their goals are. Almost inevitably, they'll start with "I just care about generating leads.

I invite you all to consider employer branding as a business function, instead of just an HR function. And yes, marketing (as many other areas) should be involved.

Some days you just need to get into the weeds to help a hiring manager or recruiter "get" how employer branding can help. Big ideas and concepts just won't fly, and will likely push them away from what you're trying to say. Instead, here's a guide that I see as kind of a bridge to employer brand thinking. Using a DiSC framework (which I generally dig anyway), you can show someone how a "one size fits all" approach to messaging won't work. Once they see how tailoring their messaging to some basic personas can make an improvement, you've opened their eyes and they will be more likely to hear how they can tailor the message further to integrate the brand. How to put the perfect job ad in front of a candidate

If it's time to switch your focus from Milliennials to Gen Z, here's a solid guide on how to reach, connect with and engage them.

When it comes to transforming recruitment marketing, I don't know anyone who knows more (or done more) within tech or large companies than Allyn Bailey. As she is someone who truly knows how to turn the biggest boats around, this series on how to think through your own recruitment marketing situation is going to be epic.

Adaptive marketing and psychographic branding?! Yup. It's time to raise your game, folks. As Seth Godin talks about, people don't want a 1/2" drill bit, or even a 1/2" hole to a screw. They want to be able to hang a picture to feel like they've accomplished something. Your employer branding will work if you can better define its meaning, and tailor it to different motivations.

One of the biggest employer brand challenges is in getting recruiting teams to help carry the brand message out to candidates. They might complain about it being "idea of the month" or not understand how building a strong brand makes their lives easier. All they see is change. Firefish has a nice intro on how to work with getting recruiters on your side. Aside from flattery and giving them a strong sales pitch, I suggest the biggest impact comes from giving them something for free. Find one pain point they have that you can "own" under the banner of employer branding (job postings, social content, videos, a library of outreach InMails, etc). Pick your favorite recruiters and give your gift away for free. Then let those recruiters tell the other recruiters how effective the new thing was. Those recruiters will ask for your help, and once you've given them a few gifts, they will be willing to play your game with a far more open mind.

Content marketing guru Ann Handley calls out branders for building mostly mediocre marketing. And for my money, employer brand marketing can take a few lessons from this article on how to make marketing that rises above the obvious.

For those with the budget, there's a huge increase in talk about digital Out Of Home (OOH) ads. Think digital display and geo-targeted ad on mobile. As it provides a measure of trackability, it might be something to get up to speed on.