Search Results - distinction

Blog Post: Temp to perm fees. Are we absolutely stark raving mad?: Here is a prediction. As the market recovers the first impact on our industry will be a revival of the temp and contract market.

Employers will see increased work volumes as the economy…; Added by Greg Savage at 6:54am on July 2, 2009

Blog Post: Shouldn’t HR be able to recruit their own people?: A couple of days ago a Twitter acquaintance of mine Ellison Bloomfield posted in her blog the rhetorical question;…; Added by Aaron Dodd at 5:34pm on May 10, 2010

Blog Post: Top 4 Reasons Talented Employees Choose to Stay with a Company or Leave

One major key to a successful business is a steady workforce. It is…

Added by Anica Oaks at 6:22pm on October 28, 2016

Blog Post: Are IT Certifications Worth it?

It’s become an age-old question for IT professionals across…

Added by Smart Resources at 10:00am on April 28, 2017

Comment on: Topic 'Employment Branding? HA!': believe it's a mistake to write off employer branding as a fad or a joke: 1. From a brand standpoint, the distinction between "the company brand" and "the employer brand" is a misnomer. There's one master brand--call it the company brand, whatever, it doesn't matter. The employer brand is simply an extension of that brand into the employment space. I agree with Maren: "Company culture is the fulfillment of the employer brand." So where, to use Jerry's example, we may think of Starbucks as a place to get good coffee--the company brand--the role of the employer "brand" is to extend our perception of Starbucks from a place you get coffee to a place where someone like you might enjoy working. Same brand, but the extension means instead of a focus on the differentiating product elements that brings you in for a "coffee transaction," like a good place to fire up your laptop, the focus is on the differentiating elements of the employment offer--like benefits at 20 hours and a pound of coffee every week. 2. Employer brand and employer branding are different. The brand--or brand extension--is a clear, relevant, resonant, differentiating and energetic statement of shared value. It's the unique give and the get that underlies the employment experience. It's the articulation of what makes a place like this right for a person like you. Rayanne, you confuse this with branding. And I agree, it's confusing. Moreover, that confusion is completely unnecessary. It's a byproduct of the fact that in recruitment advertising, most employer brand work is done by the same recruitment ad agencies that develop the creative. And sometimes, what's passed off as an "employer brand" is nothing more than a creative brief. But there really is a difference. The Nike brand is "everyone's an athlete." We may not know that, but so long as Nike does, and so long as they maintain their respect for the athlete within all of us as core to their business strategy, it doesn't matter. The point of the brand--or the employer brand--is to keep the company attuned to delivering on the key business differentiators they need to win. Employer branding the way you describe it is more like recruitment advertising. And as Jerry says, that's often not memorable. But Jerry, be fair: that's also a function of budget. Let's face it: if they threw as much money at, say, the Coca Cola employer brand as they throw at the master brand, we'd all know it, wouldn't we? Then again, what would be the point? Coca Cola only employs tens of thousands of employees--and that's if you throw bottling in. But they market product to billions. So they're putting their money where they need the transactions to happen. Want examples of strong employer brands? Consider the armed forces. Wal Mart. Even Google. 3. The employer brand doesn't exist because we say it does: we simply name what exists already. If you're prepared to accept that a company can differentiate itself in the marketplace, you must accept that differentiation can also exist in the workplace. (Microsoft and Google are different. And they're different places to work.) Developing an employer brand is just the process of (1) documenting those differences; (2) determining which of them are important (they drive productivity in ways that drives the business, they make people decide to work here or stay here, they inspire people to shop here, etc.); (3) determining which of these are ownable by the business (as opposed to intrinsic to the employee; (4) distilling this all down to brand elements. Of these steps, the only voodoo is in the last step. Everything else is research. And while we might not agree that this or that phrase is the best expression of "what it means to work here," it's pointless to argue that the experience we're "naming"--the unique, business-driving elements of the experience of working here--aren't real. As Shakespeare's Juliet observed: What's in a name? that which we call a rose By any other name would smell as sweet; So Romeo would, were he not Romeo call'd, Retain that dear perfection which he owes Without that title. Your employer brand: same sweet smell, no matter the title.…; Added by David Kippen at 3:51am on December 19, 2009

Blog Post: The Myth of Client and Candidate Control – Eliminating One of the Most Damaging Business Practices of Our Industry: On April 20, 1999, Cassie Bernall, a 17-year-old student at Columbine High School, faced a life and death choice — tell the boy with the gun what he wanted to hear or tell him the truth. Being…; Added by Scott Wintrip at 9:09am on January 21, 2011

Blog Post: Recruitment - maybe it deserves a bad name.: The recruitment industry gets a bad rap and whilst a lot of it is unjustified, the saying that there is no smoke without fire has some truth here. I am proud of being a recruiter and truly believe…; Added by Luke Collard at 7:35pm on October 18, 2011

Blog Post: When great candidates make bad hires

We have all been there:

You have spent too long trying to fill a key position. At long last, someone emerges who appears to be an ideal fit. You are certain that she meets all of the…

Added by Mark Nelson at 10:59am on April 10, 2012

Blog Post: Could using big data for recruiting hide your purple squirrels?: Last night, I attended Moneyball for Talent Acquisition, a great presentation by LinkedIn’s James Raybould on how to…; Added by Kerry Skemp at 1:47pm on November 30, 2012

Blog Post: STATE OF THE RESUME: STATE OF THE RESUME

Among the most common topics candidates seek my advice is about resume preparation. Most often I am asked for feedback regarding content or construction yet some…; Added by Alisa Tazioli at 9:54pm on January 21, 2010