The emergent company is more like a city than an army.

"The institution cannot love you." Tressie McMillan Cottom

ALSO: "Men have no friends and women bear the burden”

Rebranding a company is never easy at the best of times. Integrating four existing brands to create a new, industry defining brand is a level of complexity that has repercussions across the entire organization. Alan Brew talks with Rachel Trindade, Chief Marketing Officer of Extensiv, about the d...

"Any mismatch between a perceived point of difference and its expression means your USP won’t always translate."

Branding checklists are crucial to building a brand. For anyone looking to cover all the bases, we’ve made the ultimate branding checklist.

Employee happiness is essential. A few small changes can do wonders to help contribute to or increase employee happiness in the workplace.

Are you wondering how you can fix the stresses of the supply chain? Click here to find out why talent communities might be the answer.

I was inspired by my first job search when I was 16 years old. At that time, I was looking for my first trainee job as fresh graduate and I had no clue what to look for.

Once you get past compensation, medical, dental, vacation, retirement, and all the rest, what benefits can candidates expect if they join your company? At many organizations, the major benefit they're offering is career growth (or any number of synonyms like opportunities for advancement, job growth, development, etc.). You can see this in the preponderance of job ads containing phrases like 'professional growth' and 'career opportunities.' Search those phrases on any job board, and you'll see tens, or even hundreds, of thousands of results. In principle, offering career advancement and growth is great, but there are two big problems.  First, phrases

According to an employer branding expert, companies often become fixated on the idea of refreshing their employer brand when it really may not be necessary.

The Great Resignation has become the Great Renegotiation. New research identifies five key pools of workers that employers need to attract to fill jobs.

In recruiting, strategy and tactics are both used on how we will achieve our goals and purposes. Strategy is our path from where we are at present to our decided goals to succeed as a team.

Are you struggling to recruit good talent? Click here to discover if you're making any of these common talent acquisition mistakes.

How does marketing contribute to your organization? All business functions are highly varied and require multiple talents. Marketing, however, may be

"This is why developing solutions across the entire spectrum is never time wasted but is a crucial part of the process."

"Realistically, there are probably a bunch of people at the company who shouldn’t be here."

Candidates are looking for a strong Employer Brand and something deeper and more substantial out of their employee experiences.

Drew Beecher is the Director of Marketing at High Alpha and shares his perspective on why people want to follow people and not brands and what we can do to prepare for this trend.

Guest article

With so many current challenges against both recruitment and retention, a refreshed employee value proposition is essential.

Labor markets and workforces have witnessed significant transformation in recent years. Despite all the displacement and financial stress caused by the pandemic, the unemployment rate has fallen rapidly and competition for talent has become increasingly intense. While some of this competition has eased in sectors like tech, hiring managers will continue to face a difficult labor market for the foreseeable future. In other words, norms and expectations among employees have undergone a permanent shift. Company leaders and recruiting professionals have never been under more pressure to develop effective strategies for attracting talent and maintaining a healthy workforce. With that in

ALSO: work is shifting from being like school to being like college / new podcast

The war for talent is over. Talent won. Consider the ‘Great Resignation’ (record levels of employees quitting their jobs), and the ‘New Equation’ (two-thirds

Decisions formed from a diversity of opinions usually lead to better long-term outcomes. So, when you believe that your team or organization is missing something important, moving in the wrong direction, or taking too much risk, you need to speak up. Done effectively, dissent challenges groupthink, reminds those in the majority that there are alternatives paths, and prompts everyone to get creative about solutions. Six decades of scientific research point to strategies those without formal power can use to make sure their dissenting ideas are heard. First, pass the in-group test by showing how you fit in. Then pass the group threat test by showing how you have your team’s best interest at heart. Make sure your message is consistent but creative tailored for different people, lean on objective information, address obstacles and risks, and encourage collaboration. Finally, make sure to get support. Dissent isn’t easy but it can be extremely worthwhile.

We are born into story. From the moment we dive headfirst into the world we are anointed with a name, then told that we are a son, daughter, sister,

I have been writing and talking about talent acquisition for more than seven years and leading and transforming talent teams for almost 20 years. In all this time, one thing has not changed: As a profession, we still are not consistently leveraging our most valuable asset with prospects and candidates — the relationship. We still have not mastered the art of designing and executing purposeful engagement strategies to build relationships.  I used to be confused about why this didn’t happen. You would think understanding the psychology and impact of human relationships would be at the center of a field focused on

CMOs and their marketing teams are well positioned to help companies build a brand that attracts and retains top talent.