Employer Brand Headlines Newsletter

To retain top tech talent, companies need to think bigger than pay. According to a survey of 500 tech employees and 230 enterprise technology organizations globally, the top reasons that employees start looking for a new job are: 1) a lack of learning and growth opportunities, 2) lack of flexibility, and 3) insufficient rewards and recognition for their work. In short, people want a supportive work environment — opportunities, flexibility, and recognition are all elements of that. Other leading factors include a culture that prioritizes diversity and inclusion, an inclusive working environment, and work that uses the latest tools and methodologies. Companies should consider the value proposition they’re offering employees, recognize that job flexibility and modern technology are key differentiators, and invest in diversity and inclusion efforts.

To help you identify the things that get employees excited — besides a raise — we asked both workers and HR managers for their thoughts. And they are: Career Advancement... Read more

Quick content is no substitute for quality storytelling. Learn why you should give your brand narrative the time it deserves.

Bloomberg Hyperdrive, a newsletter on the ideas that are reshaping the automotive industry, interviewed the CEO of Harley-Davidson, Jochen Zeitz. The

Iconic brand leaders can make or break a brand’s legacy. Learn how to navigate leadership as your brand builds its legacy.

Google’s Official Digital Marketing Publication. Explore Google’s digital marketing insights over the past decade focused on consumer behavior trends.

We love nothing more than being able to use our creativity to help important campaigns fly - whether it’s recruiting social workers or police officers,

Designing an EVP for Second Career Women I was recently invited by all superstar We Ace team to meet and interact with them at their Gurgaon office . I did an AMA Ask me Anything session on Community Management with Team.

Strategies for Change

Here's a breakdown of 11 new Instagram features you should integrate into your 2022 Instagram marketing strategy.

We often get so caught up in producing content that we forget to design it with a purpose and our audience in the center, which makes it harder to reach potential talent who don't already know about us. We also tend to forget that the needs of our audiences transform along the candidate journey (or

Who in your company knows best which employer branding assets you need the most? Hint: It’s not your head of employer branding. It’s your recruiters.   At the ERE Recruiting Conference, Nov 7-9, in Atlanta, Cristal Mikenas will be delivering a presentation called “Chapter 1: Your Company’s Story Begins With Transforming Employer Branding Into Recruiter Enablement.” Mikenas, global employer branding lead at global pharmaceutical giant Takeda, will be talking about how to pull the right data from your recruiters as part of a content needs analysis — and in the process, transform employer branding into a true recruiter enablement tool.  I

Empathetic marketing reached an intense crossroads in 2020, when the pandemic prompted many brands to respond to collective grief — some with success, and many coming off as utterly tone-deaf. That doesn’t mean that brands need to shy away from channeling empathy in their marketing, however; authenticity and genuine connection are more important than ever. To this end, the author recommends three strategies for brand to forge genuine customer connections: 1) Keep one ear to the ground, 2) give customers the power of choice, and 3) set the tone with visuals.

Recently, an article appeared in the journal Behavioral Scientist. The authors looked at choice. But, unlike the majority of choice studies that focus on

Learn all about what it takes to become a social-led brand.

“The Future is ‘Plastics’” was uttered 55 years ago in1967’s groundbreaking movie “The Graduate”. The “plastics” industry then boomed for decades but

Learn the three reasons business strategies fail — and how you can succeed, according to the Strategy Hacker.

Does your company need brand or business strategy? Learn why brand strategy is the secret to adapting your business to the future.

Videos take viewers to offices, happy hours, and meetings.

The lovely and talented Blair Enns joins me to explore the question: WHAT IS STRATEGY?Ditching HourlyEpisode 222February 9, 2021★ Episode details: https://sh...

Emerging Trends in Hiring Job Requirements

As a mentor to business professionals, I find that many are frustrated that peers and managers don’t recognize the true value of their contr...

Organizations are reexamining how they recruit, develop, and retain talent. They have to, because the pandemic has accelerated three already existing trends among employees: the search for meaning; the desire for flexibility; and the pace of technological transformation. Employees increasingly are bringing a new set of values, needs, and desires to the workplace, and the worker-employer contract is changing as a result, fundamentally and permanently. In this new environment, companies need to make six changes to succeed if they want to attract and retain talent. This article describes what those changes are and suggests how best to make them.

It’s certainly not as catchy as “quiet quitting,” the buzz phrase of recent months. But not everyone is disengaged from their jobs.

Brand books are important, but activating your brand requires education. Learn how to better put your brand into practice with Brandingmag.

Learn the best KPIs for internal communicators and tips on how to measure them effectively and prove your team's ROI!

Little Black Book, Colenso’s Chief Strategy Officer Rob Campbell peels away the layers that create noise, not clarity

Experiments with LinkedIn data show that the weakest ties between individuals have the greatest impact on job mobility.

In an effort to improve diversity in the workplace, many companies are now setting diversity goals and posting progress reports. This is a promising move, but for it to be effective, companies have to do it right. Their goals and reports need be detailed to create transparency; they need to be shared with insiders and the public to induce accountability; and they need to be accompanied by action plans to promote change. The authors discuss research showing that when companies have followed these principles, they’ve seen notable increases in women and people of color in management — and the authors suggest that the same can be done for members of other marginalized groups if companies expand their goal-setting and reporting.