There’s been a lot of airtime given to ‘employer branding’ in recent years. Employer branding is the promise you make to your current and future employees about how they’ll feel at work.
There’s no one-size-fits-all approach to sourcing great talent.
But what we do know is that companies who have a good balance between internal and external hiring will benefit from an empowered, loyal and diverse team.
Loosen the shoulders.
Let’s free the toes, relax the brain and shake out the fingers.
Resilience (aka the ability to bounce back quickly during stressful or challenging times) has become a desirable trait for employees today. In fact, it’s a necessity for many modern workplaces characterised by organisational change, increased workloads, reduced resources and an obsession with productivity – #busy. In these environments, success depends on how well teams can cope and adapt to stressful situations.
The term ‘culture fit’ is no longer what it once was. For decades, it was a widely accepted factor in many organisations’ hiring strategies. But in recent years, this phrase has been cancelled, with many progressive employers believing it to be discrimination in disguise.
Picture this scenario – you’ve created a strong multi-channel hiring strategy, mapped the key hires for the year ahead and gained stakeholder buy-in. But then you get busier and roles need to be filled, so you return to the old-faithfuls; job boards and agencies. Sound familiar? Well, let’s get you out of that reactive hiring loop.
Most organisations want to be more diverse and inclusive but how do you turn statements of support into meaningful results?
Initially, as many do, we thought we could leverage artificial intelligence and all the data that comes with that, to put recruitment on autopilot.