Employer Brand Headlines Newsletter

Are politics good for brands? Politics come in different flavors for brands. Contributing to community organizations and lobbying for business-friendly

A strong employer brand can attract top talent. But why is this important and how can social media help you humanize your employer brand?

Companies can do more to help their people thrive and succeed at work. Financial wellness is the next big benefit employees want want.

Discover the power of mid-year reviews in goal achievement. Learn how to assess your goals, make adjustments, and stay motivated for a successful year.

Google’s Official Digital Marketing Publication. Explore the framework and pathways we’ve developed on how to use AI in marketing.

Growing employee dissatisfaction in the workplace can be explained by the likelihood that “psychological contracts” between employees and organizations — the implicit mutual understanding of each side’s obligations to the other — in many companies still reflect a past in which change was intermittent. The author of this article argues that in a time of continuous change, these contracts will need to be revisited, and she proposes some actions that companies can take to renegotiate the terms.

Starbucks is struggling. It has strayed from its successful strategy of offering customers exceptional experiences and, in the process, has commoditized itself. This article analyzes where it went wrong and offers ideas for how the company can turn itself around. It holds lessons for other companies that compete by providing customers distinctive experiences.

A recent study found that LLMs may hallucinate between 3-27% of the time, depending on the model.

Workplace survey says work is lonely, stressful & disconnected

Employer branding has to attract and repel in equal measure. It wants to attract only the perfect candidate without anyone else applying. That requires communicating the job’s “downside” as much as it is about talking about what it offers.

The company’s latest internal memo about its corporate culture is more about how it expects employees to behave than what it wants to become.

Gen Z — already adept at online communication — can model ways for hybrid teams to develop stronger digital connections.

The full video of MIT SMR’s annual symposium looks at how to empower an AI-fueled workforce.

What do McDonald’s, Target, Walgreen’s, McCormack, Applebee’s, Campbell’s, Kellogg’s and other national brands have in common today? Each is having a

I tested and rated eight free headline analyzers to help you pick the best one for your needs.

After four years, as she prepares to hand off to her successor, our workplace advice columnist reflects on the rewards and the frustrations of office life.

AI projects reveal both heroes and villains in your workforce — success depends on maximizing the number of heroes.

Unveil the truth about media company employer awards. Discover why genuine HR excellence often takes a backseat to profit motives and learn what truly matters in employee recognition. #EmployerBranding #HRAwards #WorkplaceExcellence

Brand marketers must challenge their assumptions about what brand really is, and the additional value it can create when viewed through a more commercial lens.

Learn career advice for human resources professionals: seek opportunities beyond HR to shape your perspective and build valuable relationships.

In the early stages of your career, getting people to not only listen to, but to agree to or to act on your ideas or views can be challenging. It’s often a time when you have the least amount of influence and are still building your reputation. When you want to persuade someone to see (or do) things your way, you may default to skills you’ve been socialized to exhibit: making a rational argument supported by data, persisting in the face of a challenge, and projecting confidence. But these strategies can be counterproductive. When others seem to be resisting your ideas, there is usually a deeper belief or concern informing their view — one that they aren’t saying out loud. To uncover these roadblocks and see better results, you need to understand the other person’s reasoning, instead of trying to explain your own. The key is to ask the right questions.

Too many organizations with unsustainable “work hard, play hard” cultures believe that checking the well-being box by offering mindfulness training or yoga classes qualifies them as having a positive and safe culture when, in fact, they’re merely “carewashing.” Like the more familiar term greenwashing, carewashing is derived from whitewashing: covering up or putting a misleading spin on a failure to meet some commitment, stated claim, or standard. At a time when employee well-being has been unequivocally tied to organizational performance and yet workers are historically unhappy, leaders should do everything in their power to provide healthy, motivating workplaces. The authors present four strategies to safeguard against carewashing.

By Glyde Talent

Calling employees back to the office can have meaningful effects on intent to stay, discretionary effort and engagement but, notably, it shows NO effect on performance. See the full data: www.gartner.com/en/articles/the-data-is-in-return-to-office-mandates-aren-t-worth-the-talent-risks

Search your heart. What are you serious about? How far will you go?

Young social-media stars earn more from their TikTok posts than from their day jobs; ‘You don’t have to get your bachelor’s to be happy.’

Intro Corporate culture is not as mysterious as we often make it out to be. To see this, however, we must first admit certain things leadership often does not want to admit. Chief among these—surpr…

Collaboration software won the world and lost. How can it be we are here now? The answers reveal much about what business wants, how vendors sabotaged themselves and why collaboration still hasn’t …

Asking the right question got Clorox out of the garage and onto our countertops - unlocking an entire new market for the brand. And Peter Spear was the person…

This article examines the development of Employer Value Propositions (EVPs) in Employer Branding, outlining common mistakes and presenting a model to align EVPs with candidate expectations.