People Insights

4 Keys to Building an Employer Brand

In today’s competitive talent landscape, companies of all shapes and sizes are trying to develop new strategies to recruit and retain top talent. Even companies with dedicated recruitment teams know that getting the best talent in the door is a difficult task, which makes it imperative that companies use the best strategies to differentiate their brand. One of the best ways to do that? A strong employer brand.

To put it simply, the best way to recruit, is to not have to. According to new LinkedIn research, 83% of talent leaders believe that employer brands are crucial to hiring top talent. When employer brands are strong, and potential employees are seeking you out rather than vice versa, your company’s talent pipeline will be flush with fantastic résumés and candidates. But, with so many different brands out there competing for attention, it can be difficult to break through the noise.

To get you started, below are some very simple, and low-cost strategies that companies like Zappos, Netflix, Google, and Virgin America use to help create and drive their employer brand.

Harness What Makes Your Company Unique

Brands are a lot more than a logo and a great website. What a brand really is, is what people feel and think when they see that logo, website, or social media pages. What can a candidate really sense when they see your page? Is the company centered around work-life balance? The culture? The physical office space? The benefits? This employee value proposition is what potential employees are looking for. Remember, job candidates are looking for the best fit for them, and their number one question is: “What can I expect to receive while working here?”

Your company isn’t the same as every other company out there. Tout your unique qualities—it’s what differentiates you from the pack. The best way to do so is your brand.

Your Employees are a Referral Machine

One of the best ways to create a positive brand is empowering your current employees. Employees can be the biggest boosters to your business, as they share their experiences with friends and family who also repeat those stories to others.

By building and promoting a winning workplace culture, and marketing that culture to your employees, they will provide companies with a compounding PR investment. Oftentimes your employees will become your best recruiters or sales people by simply enjoying what they do, and telling people about it. One great social media post by a happy employee can be spread to thousands of people in just a few clicks.

Use Social Media

This has been touched on already, but the power of social media is something that organizations of all shapes and sizes need to tap into. Take Southwest Airlines for example, they launched their blog Nuts About Southwest in 2006 to show candidates what life was like in the day-to-day operations of the company. To date, they are one of the most active brands on Facebook, and their employees regularly share posts and real-life scenarios of how the company is run. It not only engages current employees, but gives prospects a unique view into the life of what it is like to be a Southwest employee.

Use Marketing

Use your company’s marketing and design teams to proactively reach wider audiences on digital media. Through a myriad of marketing tools, organizations of all sizes can target their audience by geography and interests. Not only can they help with paid media, but marketing can also write and craft free content for audiences to consume while they are on their employment search.

In today’s candidate-driven market, attracting top talent can be a challenge, but you can get ahead of the curve by getting proactive with your company’s brand.




3 Proven Strategies to Recruit Top Talent

3 Proven Strategies Top Companies Use to Recruit Top Talent

Recruiting talent is a priority for any organization in a tight labor market. From manufacturing to information technology, the demand for skilled employees is at an all-time high, and companies need intelligent strategies to attract value-add candidates.

On average, companies lose $14,000 for every job that remains open for three months and they face compounding losses with every open position, as numerous resources become dedicated to picking up the slack, or working fill the position.

However, not all companies can dedicate a team to recruitment, and candidates in demand often field multiple offers. This is especially true as the labor market has become more competitive in the economic recovery. Since this upturn has made competing for talent more difficult, best-in-class companies have elected to use both new and tested strategies to find, attract, and onboard the talent they need to fill gaps in their workforce.

If you’d like to attract talent to your organization, it’s critical to understand strategies that can help bolster your company’s recruiting and improve your goals.

Build Your Employer Brand
In today’s age, “social media” is just another term for the current state of the internet. As people of all ages consume the majority of their content from their social media pages and feeds, employers have an unprecedented opportunity to build a candidate experience for their brands by establishing a relevant social presence—that mixes a healthy dose of useful content with personality.

Knowing that candidates use social media to understand and assess organizational cultures, 40% of best-in-class companies have turned to social tools to strengthen their digital brands. It’s free PR, and an easy way to reach a diverse talent pool without investing major dollars.

Develop Your Employee Networks

In today’s world, there are few degrees of separation between resources. Often, your current employees can be your best tool for finding that next great hire, and a strong employer brand will help facilitate that hire. That’s why 37% of best-in-class companies are engaging their employees in employee referral programs to funnel qualified candidates to their recruitment teams. By mobilizing your own employee network, many qualified candidates are much closer than most companies would believe.

Engage a Strategic Partner

Ultimately, many companies have specialized needs, and it takes the already overburdened HR departments too long to source candidates who are in high demand and have more competitive offers from other suitors.

By engaging a staffing partner that specializes in recruiting highly-skilled and scarce labor, and one that has access to deep talent pools, organizations can reduce their staffing costs by reining in productivity losses. Staffing partners have already done the legwork of developing their pipelines of candidates and they are able to supply highly-specialized workers quickly.

According to an Aberdeen Group research report, 49% of best-in-class companies engage a strategic staffing partner to help find their needed talent. Not only will a staffing firm provide talent to businesses, but they will also apply trend analysis to forecast future business requirements and talent needs. This approach is extremely helpful when a large percentage of an organization’s workforce is composed of temporary and contingent workers.

Whether you’re a multi-national firm with a total talent management strategy in place, or a small to mid-sized company, everyone needs to bring in quality hires to help build their business. Applying a strategic mix of expert partnerships, employee referrals, and strong employment branding, companies can expect to find the next-level employees they need.








6 Easy Ways to Leverage Social Media to Build a Talent Network

Whether you are a recruiter, a human resources leader, or a hiring manager building a talent network, using social media platforms is vitally important. While originally, social media was exactly that—for social purposes—a majority of people are now using social media to access news, information and for professional reasons. Each month, 106 million people visit LinkedIn, and each day, 40% of those people check their newsfeed. If you are a leader in your company, make it a priority to look at these sites as tools and take steps to build your network to include friends, family, coworkers, industry leaders and competitors (yes!). You will soon find that what you have is a Talent Network that when called on, will produce leads, referrals and some of the best hires.

There are many social media sites, but the most obvious for business use is LinkedIn. Many of the same tactics and philosophy also apply to other social media sites as well.

Having a presence (an account) is the obvious first step.  But it takes more than just an account…you have to use it with a purpose! Here are some important things to ensure you make the most of your social media presence:

Make sure your profile is updated and professional
It seems obvious, but many people struggle to have relevant content on their own profiles. Have an updated profile including an updated picture. The selfie in your car five years ago isn’t going to cut it! A suit is not required…but take a pic that is reflective of you and the industry in which you work. Having a professional LinkedIn photo makes your profile 14 times more likely to be viewed.

Make your page about the candidate
As a recruiter, don’t waste your time taking the, “me, me, me,” approach to building your profile. Focus the language on your profile to illustrate your ability to help others find their next career. They are looking at your profile to see how you will help them, not the other way around.

Curate and share engaging content
Join groups related to your interests and the industry in which you work. By doing this, you can stay engaged with trending and current topics within your industry. This also gives you the perfect place to curate relevant and engaging content to share with your peers. According to LinkedIn’s social recruiting guide, successful recruiters shared 2.5x more job posts through LinkedIn vs. unsuccessful recruiters. If you’re looking for a great tool to find content in your industry, try Buzzsumo.

Build on what you have
Sometimes there are very few degrees of separation between you and that next hire. By connecting with friends, coworkers, industry leaders, AND competitors, you will have a wide audience to share content, jobs, and news. While you may not want to share things with your competitors, your next best employee could be from their company!

These platforms also give you the opportunity to continue contact with other applicants you have placed in the past. Keep in touch with talented people; it’s likely they—or someone they know—will be looking in the future.

Have a Schedule
By creating a social media calendar or weekly plan, it becomes a lot easier to distribute original content across your networks. Sometimes it can be difficult to manage multiple social platforms without a schedule or tool. By using tools like Buffer or Hootsuite, users can post to all their networks on a set schedule that helps cadence your content to your audience.

Build Your Employer Brand
36% of successful recruiters and talent executives have strongly communicated their company brand through social media—it’s a great place to give your company culture a place in your strategy. Align your strategies with your marketing team to help push out engaging content across your platforms and build upon the key messaging that goes to your audience. Putting in 1-2 hours per week building branded content can do wonders for your company persona. By doing so, you designate yourself—and your company—as subject-matter experts and trusted sources of information. All of this helps to build authentic engagement that builds relationships.

At the end of the day, social recruitment and talent pipelining is about engagement, and the only way to achieve it is through quality content and authentic social interaction that builds relationships and communities of people. By following the ideas above, you can begin to build the bases of your talent network and leverage social media to attract and retain talent.

If you are not already, I invite you to please connect with me:








How to Go Beyond Salary and Attract Talent for the Future

Recently, one of our recruiters was on the phone with a seasoned candidate, discussing a lucrative high paying opportunity in Southern California.  The conversation was going great—until the discussion came around to the name of the client.  Once he found out the name of the company, the candidate said, “Oh!  It’s with XYZ company!  I wouldn’t work there if you paid me $400/hr!  I have heard nothing but terrible things about that place!”

We could have paid the candidate more than what he is making currently, offered him better benefits, etc., but he wouldn’t hear it.  The company’s reputation in the talent community ended the conversation before the recruiting could ever really start.

Word travels fast today with social media and online review sites at the forefront. Sites such as Glassdoor readily list thoughts, gripes and comments from employees for anyone to see.  In 2016, a company is more challenged than ever to create an internal and external image that will attract and not repel talent.

There is hope!  While maintaining your company’s image on social media and the internet can be a challenge, it also opens an opportunity for a company to create and foster a brand that attracts talent.  Here are some best practices and ideas to create an environment where you can not only compete for top talent—top talent will be competing to come work for you!

  • Create a company mission that people can align with and get behind, and work on an online brand and social media presence that candidates can find and align with. Employees like to be a part of something great. Create a brand out of that mission and watch the talent come to you.
  • Align your recruitment process with the company’s mission and drive candidate engagement. With so much competition in the job market, companies need to drive candidate engagement and keep them “hooked” early on in the process; otherwise, you will lose their attention to another opportunity.
  • Create a culture that promotes creativity, inclusion and balance. Micromanagement and forcing people to work 60 hours a week is not what employees today are going to align with—and they’ll note that when speaking with others outside of the company.  They are looking for flexibility.   Give them flexibility and balance and you may find that they work 60 hours a week without you even asking!
  • Today’s workforce wants challenge and knowing that once they achieve the current hurdle, the next challenge will be waiting. Furthermore, they want to know there will be opportunity to advance within the company in a short amount of time.   And remember, advancement doesn’t need to be a promotion; often, candidates are looking for lateral moves that will broaden their experience and exposure within the company.
  • And finally, turn your employees into your brand ambassadors and they will help drive the talent community to you through their own personal and social networks. In today’s labor market, a company must use every resource at its disposal to attract talent and no one is more convincing at telling “why come work at XYZ company” than the happy talented people you already have working for you!

Winning Recipe for Job Descriptions

Here’s the situation: your job description is long and boring. The good thing is that the majority of your competitors’ job descriptions are also boring, chocked full of buzzwords and language that make the average hiring manager seem intimidating.

Unfortunately, job seekers want to feel comfortable when applying for a job versus intimidated.

In terms of a marketing tool for your business, a job description is often the first impression that a potential candidate is going to see, and it could set your company apart from your competitors and make or break your chances of hiring some potentially amazing people.

While not everyone is a wordsmith, everyone has access to Google, and that is where we set our sights when looking for job descriptions that we thought were worthy of making our list of three best.


It’s no surprise that a site that helps promising ideas take root has fun and welcoming job descriptions. Kickstarter does a great job of eliminating the buzzwords and displaying a warm and employee-friendly workplace.




Bonobos takes every advantage to brand itself on its careers pages. They’re a little out there, and it’s a good thing if you are too.




Google knows itself, and they want people to be happy working there—and their careers page and job descriptions speak to their high hopes for your future.



Each of these companies keep it simple, fun, and carefree. In these examples, each company has replaced stodgy buzzwords, and long-winded descriptions for much more conversational and personal job postings that describe everyday life at their company.

Not only is this strategy much more inviting—it’s more successful.


How Google Won Top Talent and Built a Tech Empire

The Remedy for Talent Shortages? Culture.

In 1999, a company began to revolutionize the way companies approached culture by offering a suite of seemingly outrageous amenities to their employees. They hired onsite chefs, masseuses, dry-cleaning, nap pods, and other luxurious perks to create a desirable workplace atmosphere. Most CEOs at that time might had written this culture off as a fad that couldn’t possibly be maintained, but today that company is known as Google, and is worth $527 billion.

What is it that drove such rapid growth? Why was Google able to scale at such an unbelievable pace?

The answer is simple: they invested in a culture that was entirely based on attracting the best employees available. With these lifestyle investments, they were able to attract the best talent available, talent that in turn, built the best product in their industry.

In terms of the numbers game, all of those investments to Google cost a negligible amount in terms of dollars, but paid off in the hundreds of millions in innovation and new ideas that drove the 21st century forward.

Organizations of all shapes and sizes are developing services and software to enrich the lives of their consumers and business partners, and they need talented people to help them build their enterprises into something bigger. The more brilliant people companies can get, the faster they can build better products for their customers.

This is the main reason why many large companies have upped the ante in order to get top talent: the best culture + the best talent = the best product or service. It’s a different environment out there … talented people have lucrative options that convince them to either stay put or pursue new opportunities. Talented people hitting the market are being offered competitive compensation packages to woo them into new opportunities. The lesson to be learned here is that modern employees—especially young millennials—want to work somewhere they feel valued. Companies should take note.


5 Reasons a Staffing Partner is the Best Strategy for Talent

Finding top-level talent in a candidate market is a full-time job, and most growing companies have much higher demands for talent than a supply. There is also an increased workload for existing HR teams to adapt to the environment while also maintaining their day-to-day responsibilities. But every new turn creates the opportunity to innovate, and that is where the right strategic staffing excels.

Below are a few reasons why a strategic partner may be the best turn for your company:

Talent Shortages

Top-level talent is an increasingly scarce resource for businesses in a candidate market, especially in industries like finance, healthcare, IT, and advanced manufacturing. Candidates in these fields are hard to find, and are often passively seeking jobs as they are employed. They are selective about taking opportunities.

This makes it hard for companies to recruit, as they may not have access to these scarce talent pools, which is where a strategic partner who already has access to dozens of qualified candidates can step in and take lend immediate value.

Resource Allocation

Recruiting for a growing business or for an important project takes time and resources away from companies’ big picture initiatives. Shifting resources to focus on recruitment results in delays, administrative headaches, and lost time. Organizations who are serious about identifying talent look to a partner who specializes in it.

Time-to-fill Matters

Excess time to finish any project costs organizations money, and it is no different when it comes to recruitment. The longer a position remains unfilled, the more resources and time are used to fill it. This results in wasted productivity for existing workers, as well as time that needs to be made up by the incoming staff. Leave it to the pros, who can access and onboard talent quickly.

Lack of Expertise

Companies of all sizes decide to outsource their direct and contingent labor needs to outside vendors simply because they do not have the resources or expertise to do it themselves. Many candidates in in-demand fields receive multiple offers, which means that the ability to find them quickly is crucial, which makes a staffing partner that much more helpful.

Cost Savings

All the reasons above point to saving money and time by eliminating unnecessary processes and freeing up the resources companies have in place vs. extending their duties to recruiting new employees. Whether it’s human labor, hard savings, or productivity, organizations ranging from large to small use strategic staffing partners to help alleviate their administrative duties and to increase their access to top talent.



5 Traits of an Ideal Candidate

You’ve made it past the resume screening phase, and now it’s on to the interview. Since the employer has already reviewed your qualifications on paper, now what? What are employers looking to glean from a candidate during their interview and just who is their ideal candidate?

We’ve compiled a list of the most frequent, positive attributes a candidate possesses:

Today, more than ever, the ability to be adaptable to changing environments is essential. With the influx of technology, expansion and the ever-changing workforce demographic, it is important that a candidate possesses the flexibility to be able to adapt to sudden, major (or minor) changes in their work environment.

Positive Attitude
The attitude you give off—whether positive or negative—during your interview is your first impression to your potential employer. While most interviewees are understandably nervous, it’s important to give off an upbeat vibe. When asked about a negative situation or something that may have not played out in your favor, try putting a positive spin on it. People like positive attitudes, and are more likely to give a positive candidate an offer. At the end of the day, people like working with positive people.

Many candidates will boast that they think out of the box, but can you name an example? Employers are looking for those jobseekers who demonstrate past situations in where their creativity was put to use. Many situation-based questions asked are looking to uncover your creativity level in a given setting.

Work pride
Did you help put together a fantastic presentation that won over a client? Or makes a sales pitch that helped seal the deal? Now’s your time to shine. Employers want to hear about your accomplishments and that you take pride in your past projects. They want to know past indicators that will help predict your future success.

Being honest about your shortcomings or weaknesses in a past position without saying anything negative or critical about your past employer is critical. Employers are looking for candid responses that demonstrate loyalty. The ability to be able to recognize your own strengths and weaknesses speaks volumes.


5 Reasons Companies Choose RPO


Recruitment Process Outsourcing, or RPO, is one of the most in-demand services available on the market today.  Besides the obvious benefit—getting talent—are you aware of the other potential value that engaging an RPO solution can offer?

Here are the top five reasons why more companies are turning to RPO:

Cost savings – Every company is looking for cost savings. Cost savings are readily achieved through nearly any RPO program, as placements are generally discounted based on volume.  Want to rapidly hire 100 people? It might cost you less in the long-term than hiring one.

Centralized process – Oftentimes, a company has multiple business divisions, each requiring several hires.  In an RPO solution, the provider can serve to centralize the hiring process, adding uniformity and a holistic approach to sourcing for your company.

Top quality talent (not just external) – Generally, when you think of top quality talent, you think of the external talent your company is seeking to hire. But what about your internal recruiters and HR department? “Recruiting a recruiter” can be just as challenging as finding the right candidate for an open position. You want a top caliber recruiter—and what better way than to hire an existing recruiter to source your open positions?

Access to technology and leading recruitment tools – RPO providers dedicate 100% of their time to finding qualified candidates for companies. They use—and have—the latest technologies and newest job search tools for finding active and passive jobseekers. Instead of investing time, money and resources into getting these tools—when you may only need to source 10 people this year—why not outsource to a company who already has the latest recruiting tools mastered?

Accountability – With any program, SLAs and KPIs need to be established up front.  It is common for customers to engage in a “gain-sharing model”—that is, if an RPO program is performing well and delivering cost savings, frequently, the RPO provider will share these cost savings directly with the customer, in a form of a rebate or increased discount.  It’s a win for everyone, and you can potentially make money on the service you’re seeking.

Learn more about RPO


The Top 10 HR and Recruiting Blogs You Need to Follow


10 Recruiting and HR Resources You Should Be Reading

Everything today is at your fingertips, but sometimes that amount of information in one place can create a vacuum devoid of the quality content that you seek.

That’s why we’ve assembled a starting point to help you build from. Below is a collection of sites we have bookmarked for ourselves.


With roots as a platform for recruiters to connect and share information, ERE has become one of the best sites to keep up on trends and insights from other recruiters in the industry.

Not only is it a great peer-to-peer site, but it is also one of the best places on the web that covers survey data released in the industry. And their analysis isn’t run-of-the-mill. They are going to tell you how it affects you directly, and how you can step up to the challenge.

Fistful of Talent

Fistful of talented is helmed by Kris Dunn, and focuses on the parts of HR and recruitment that aren’t filled with jargon and yawns. The ensemble cast of bloggers and guests provide a break from the norm, and use wit to analyze HR and recruitment practices.

Harvard Business Review

If the name Harvard is involved, it generally has the quality element covered, and the HBR is no exception. This blog should top any manager’s list of must-reads.

With national and international contributors ranging from HBR editors to business leaders to university professors, the blog covers a wide variety of topics every month…organizational trends and advice, and the bigger picture elements that focus on leadership and strategy.

Snark Attack AKA Matt Charney

The title says it all. Charney is an unabashed user of snide remarks, witticisms, and stories of the HR industry. Charney’s commentary tackles a broad range of issues from employer branding and culture to compliance and legal issues.

LinkedIn Pulse

If you’re a recruiter, or anyone in the business world, you’re on LinkedIn. LinkedIn knows you, and therefore knows what you want to read based on your profession and what is trending within that microcosm. Take advantage of it, as some of the biggest thought influencers post quality content in your space frequently.

Undercover Recruiter

This blog has less of a pure recruiting and HR focus, and blends jobseeker-specific content with tips for recruiters and hiring managers. Overall, it gives a good perspective into both sides of the current employer/employee market.

Indeed Blog

As home to the biggest database of jobseeker information, Indeed’s blog comes packed with data-driven pieces that are chock-full of useful tips for recruiters and hiring managers. From dissecting the perfect job posting to talent attraction, this site has some of the best educational and actionable content available to the world of recruitment.

Another blog with a title that says it all. If you’re a recruiter, this is a no-brainer blog to read and to follow. They cover day-to-day tips from prescreening and onboarding to candidate experience.

Staffing Talk

Staffing Talk is a good place to get a daily dose of staffing information. This site delves into some of the finer niches of recruitment and staffing, while also lending service to the legal and regulatory considerations. Although their articles are a little one-sided, Staffing Talk provides a good content funnel for your daily needs.

The Evil HR Lady

This blog features a solid and likeable approach to its writing.  The Evil HR Lady shares stories from the trenches in a fun and easy-to-read manner.