Employer Brand Headlines Newsletter

Read more about the notable trends in employer branding for 2023, and get ready as next year will be all about taking action to secure your reputation as an employer.

As we start to rake over the dying embers of 2022, there’s an unavoidable realisation that it’s come around again, that it’s that time of year once more. Eating our body weight in mince pies? Check…

During times of crisis, managers should prioritize individualized consideration and building trust to support employees.

The authors recently studied Fortune 250 companies and ranked them based on the lived experience of three million of their U.S. workers. One of their key findings was that even top-ranked firms fail to deliver consistently on worker advancement. To understand why this is happening, the authors then grouped underperforming companies based on measures of opportunity creation and were able to identify six archetypes of underperformance. In this article, they describe each of those six archetypes in detail and then recommend three main areas that underperforming companies should focus on to improve the upward mobility of their workers: consistently measuring outcomes, investing more in training, and letting go of archaic business models.

Diversity, equity, and inclusion consultant Farzana Nayani explains how to establish and nurture ERGs that deliver outsized benefits to companies and their stakeholders.

When big changes are required, taking a step-by-step approach is often the best strategy.

Looking ahead into 2023, our global experts weigh in on the future of brand experience and what it takes to build a successful brand.

A picture is worth a thousand words — but not without a caption. Captions can be workhorses of communications — but only if you use them and use them well.

It's especially valued by female employees.

What strategy is Vs What strategy is not by Mark Pollard, Strategy Friend. Challenge: Share with us your own "what strategy is Vs what strategy is not" in…

Employer branding. It's one of the biggest buzzwords out there.

Wow, this is my last article for 2022! Ok, I could squeeze one more in but I am not to sure how many eyeballs would see it so let's roll with it..

I just completed an analysis of almost 1,000 social-media employer-brand posts at 100 companies. (focusing on LinkedIn). While these organizations are making a lot of highly specific and individual choices about how they tell their stories to prospects and candidates, a number of trends emerged. 1. Ticking the Boxes Seems Like the First Priority Everyone knows they should be talking about the importance of diversity and inclusion. Everyone knows how much candidates want to hear about professional development and empowerment. Everyone knows the value of talking about how much they support their teams. So companies post about all those things

Are you rethinking your company's EVP? I'll share how we break down what can be slippery/confusing terms. Remember a few critical lessons when you do this...

We’ve rounded up the most common mistakes that people face when building an EVP, so you can be better prepared for success.

Recruiting gains power and influence when businesses face staffing shortages and fierce competition for talent. But that’s not the world we’re in right now.  With rampant layoffs in the tech sector (including among recruiting staff), a fairly long time to hire, and even a recent report suggesting that HR is deemphasizing recruiting in favor of employee retention, the next few months (or quarters) could see recruiting’s influence diminish. To keep recruiting front-and-center in executives’ minds (and priorities and budgets), TA leaders need to ensure that their messaging is exquisitely tailored to their audience, especially CEOs, COOs, and CFOs.  To put

There is power in positivity. But sometimes negative words can get better results. Learn how to put negativity to work for your brand.

In a world of brand building, find out how growing brands could change your business.

Strengthened relationships with other departments has helped comms pros engage with the workforce and deploy cascade-method messaging, according to the 2021 Communications Benchmark Report.

These metrics — grabbed from two isolated sources, have proven to be the two most important things key stakeholders need to understand as they get ready

"You can’t manage what you don’t measure.” ~ Peter Drucker This is especially true of a brand and its equity. Having a data-driven view of how your brand

Our Director of Environmental, Social, Governance explains how to promise and fulfill the idea of having a purpose-driven brand.

An increased focus on ESG issues presents CEOs with a new challenge: can their company perform well for investors and pursue an ESG strategy at the same time?

There’s a time and place for video in recruiting. Let’s talk about when it’s better to use video for your job posts.

Adversity is a great teacher, and the past two years have been some of the most adverse and professionally difficult that we will ever experience. This year, especially, has been a year of paradoxes and contradictions: There are thousands of job openings but few applicants. Most organizations cannot find the qualified people they need yet; rather than restructure work or rethink how work gets done to attract people, they continue to force people to work in traditional ways.

Big brand stories start in the smallest places. Learn how to make a bigger impact for your brand by putting the details first.

Candidate touchpoints are critical to your recruitment process. From sourcing candidates to the point of hire, discover how to humanize it.

Managers are really having a moment. Between the Great Resignation, a lingering pandemic, employees demanding flexibility, skyrocketing mental health challenges, a looming recession, and general uncertainty, more and more employees are turning to their direct supervisors for direction and support. Unfortunately, managers aren’t always prepared to meet their moment because they’re woefully under-trained and overworked while tasked with leading their teams during heightened turbulence. To retain your managers — and the employees who report to them — you need to invest in their development. The author presents three ways to do it.