May 2008 10
Does your company have an employment brand that attracts top talent?
Hear Jason Ferrara, VP of Corporate Marketing at CareerBuilder.com define Employment Branding in this three-part podcast series.
Boss/employee relationships are of great significance across all kinds of industries and geographic locations – from Scottish footballer Christophe Berra’s hope for an ideal boss to an explosion of media controversy after Scott McClellan’s former boss-bashing.
The opinions of what actually makes a boss “good” varies widely, but one thing is clear. Bosses who are demeaning, controlling, inflexible, and overall unpleasant to be around are not likely to mesh with today’s work force.
Were you blogging in 2005? Because that’s when BusinessWeek published an article predicting that blogs – with their innovative ability to turn news into a “conversation” – would change the way companies did business. Since, at the time, no one saw the oncoming explosion of MySpace, YouTube, Twitter and countless other interactive sites that allow users more content control than ever, BusinessWeek recently updated its original article to discuss how thoroughly various companies have embraced social media.
Social technologies are the wave of the future. These trends and new mediums will continue to grow with or without you. But what if you could harness the power of social media for your company and its recruitment and retention efforts instead of becoming obsolete in a changing world or losing control to the power of crowds?
Sound overwhelming? Not sure where to start?
How you speak to candidates could be the difference between attracting top talent and watching it go to your competition. And speaking to candidates requires understanding the generations that make up today’s labor force. Even language differs greatly between one generation and the next. When a candidate from Generation Y refers to something as “sick,” they mean that it’s cool. When a Baby Boomer calls something “sick,” they mean that it’s gross.
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