What Your Hiring Process Says About Your Brand

By: Julie Johnson, March 12, 2014

Globalization has transformed the overall employment picture. Many jobs that existed even as recently as 10-15 years ago have vanished.  This has created intense competition for talent in critical skills areas.  To put this transformation into perspective, when Tom Friedman penned his bestseller “The World is Flat” in 2003, Google was a VC (venture capital) backed start-up, the iPhone and iPad were in someone’s imagination at Apple and Facebook did not even exist!  The velocity of change continues at a break-neck pace. It is almost a given that as hiring continues to pick up, the competition for the best and brightest talent will intensify.

What does this mean for employers? A lot! How you recruit and treat prospective employees directly affects your ability to compete. And, how you go about attracting talent makes a statement about who you are.  In essence, it defines your brand.

Despite the many vehicles available to positively showcase your brand, employee/employer branding is often overlooked when trying to source new talent. Cloud-based applications have made recruiting efforts more efficient.  Applicant tracking systems (ATS) have become a standard at most larger enterprise companies and are deploying rapidly in the mid-market.  The emergence of newer technologies such as video interviewing and the growing use of social media (LinkedIn, Twitter, and Facebook) continue to impact how organizations connect with talent.

With all of these emerging factors, organizations must be acutely aware of how the use of recruiting technologies exhibits your company’s brand.

Succession Planning Increases Company Profit

By: Julie Johnson, March 8, 2014

Vacant positions are a drain on a business at any level, but when you think of vacancies in high-level positions, they are disastrous.  I also think this dilemma is avoidable through careful planning.  My favorite quote about planning is straight to the point, “If you fail to plan, you plan to fail,” by Benjamin Franklin.  Careful planning will help drive your business forward and help you avoid lengthy vacancies at important leadership levels.  An improving economy is helping Human Resource Professionals focus on succession planning.  55% of organizations responding to a SHRM workplace forecast survey, released this month, will put greater emphasis on succession planning, readying their people for continued organizational success.

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