Employer Brand Headlines Newsletter

HR teams must prepare for generative AI’s effects on workers’ job roles, training, and access to information.

There is no way to stop the disruption. We need to channel it instead

Last week, I spoke at RecFest | The Recruitment Events Co. with my colleague, Cecily Esau, MBA.

Let’s stick with the DARC model: employer brands that are Distinctive, Attractive, Realistic and Consistent. What happens if you miss another mark? What if you…

Strategy isn't a body of knowledge, it's a skill - one that can be practiced. Here's how you can do it, any time.

Because everybody seems to love a good prompt.

Leaders frequently talk about purpose and vision. Too often, these concepts get stuck at the top and do not cascade down throughout the organization. BCG’s David Ritter explains how organizations c...

The Future Does Not Fit in the Containers of the Past. Edition 161.

Conventional price elasticity models have proven inaccurate in predicting consumption behaviors, so how do you price goods given today’s consumer mistrust?

Did you (or your bosses) want better, faster, and cheaper hiring? Change your approach. Rather than put 95% of your efforts into the same 5% of prospects…

The public release of Large Language Models (LLMs) has sparked tremendous interest in how humans will use Artificial Intelligence (AI) to accomplish a variety o

Having a well-crafted purpose statement really matters. Not only does it represent the organization’s aspirations, it also sends signals to employees about what the company stands for. It is the vital first step on the road to actually embedding and activating an authentic purpose. Yet leaders often struggle to articulate an appropriate and inspiring purpose statement due to a lack of guidance concerning the focus, scope, and form of expression they should aim for. The authors conducted a detailed analysis of purpose statements from leading organizations around the world and developed a diagnostic framework leaders can use to help craft the best purpose statement for their specific situation.

The authors research found that people often overestimate the value of stock options when assessing a startup job offers. They incorrectly believe that a higher number of shares translates into superior compensation even when it doesn’t. Five steps can help you avoid this mistake.

Video content is taking over and here are top tips on creating top performing recruitment video.

What is the voice of the employee? How can organizations use this insight to build a stronger culture? Learn from this #WorkTrends podcast

Quickly create interactive demos & guides without coding. Simplify customer success, close more deals and accelerate onboarding.

Here are a few ways you can develop a positive company culture.

A pilot in west London urges passengers to greet bus drivers, resulting in a small positive impact.

First explore. Then exploit.

Small brands are back in the hunt. Kantar Worldpanel’s tracking of brands around the world that are growing finds a big jump year-over-year in the

Learn to build a strong employer brand in 8 steps. Understand key roles and actions for effective strategy. Perfect for HR and business leaders.

When we slip up, we are often filled with shame, and our instinct is to hide. Instead, people and businesses should applaud smart risk-taking, even when things don't work out, and closely examine their failures to learn from them, says Amy Edmondson.

What’s your company’s value proposition?

On an in-between day, I caught up on Employer brand podcasts and articles. I wasn't hugely surprised to find little (no) agreement on a precise definition of…

An analysis of 14M applications and 80K jobs provides an inside look at rapidly shifting recruiter priorities.

Rory Sutherland is a British advertising executive, author, and marketing visionary. He’s the UK Vice Chairman of Ogilvy & Mather, one of the world's largest and most renowned ad firms. Mad Men is ...

When is an employer brand not an employer brand?

Langdon was tired – really tired of his profession. He had been a recruiter for more than a decade. He had enjoyed it for the first few years. He felt he was helping his organization find the best people and helping people find jobs where they could excel. But lately, he had been having doubts.