Maren Hogan's Posts - RecruitingBlogs2024-03-29T06:53:39ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19https://storage.ning.com/topology/rest/1.0/file/get/1526973342?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=18lcs0jrg4og3&xn_auth=no31 Interview Questions to Ask When Hiring Nice Peopletag:recruitingblogs.com,2017-02-22:502551:BlogPost:20052282017-02-22T16:23:08.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557610122?profile=original" target="_self"><img class="align-left" height="270" src="http://storage.ning.com/topology/rest/1.0/file/get/1557610122?profile=RESIZE_1024x1024" width="405"></img></a></p>
<p><a href="http://blog.redbranchmedia.com/2015/10/27/hiring-from-the-ground-up/" rel="nofollow noopener" target="_blank">Hiring people</a> with the right technical skills? That’s becoming routine, if never easy. But hiring people who are going to do right by my clients and employees? That’s even tougher. There’s no “right” way to predict whether or not you’re going to…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557610122?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557610122?profile=RESIZE_1024x1024" width="405" class="align-left" height="270"/></a></p>
<p><a href="http://blog.redbranchmedia.com/2015/10/27/hiring-from-the-ground-up/" target="_blank" rel="nofollow noopener">Hiring people</a> with the right technical skills? That’s becoming routine, if never easy. But hiring people who are going to do right by my clients and employees? That’s even tougher. There’s no “right” way to predict whether or not you’re going to hire a client dud or rockstar, but there are queries you can ask during <a href="http://blog.redbranchmedia.com/2016/04/04/5-ways-to-handle-your-shaky-nerves-during-an-interview/" target="_blank" rel="nofollow noopener">the interview process</a> that will help you understand whether or not the candidate sitting in front of you will get the job done.</p>
<p>A great question will force the candidate to think, get them out of their comfort zone and can reveal things that aren’t on their resume. While this list might seem long, you can offer it up to multiple members of your hiring team, or just ask various people to ask 1-2 questions.</p>
<p>Afraid to conduct multiple interviews? Here are some helpful tips:</p>
<p><strong>Ask open-ended questions</strong>. Instead of asking something that can be easily answered with a yes or a no, try something that elicits a story from the candidate. Encourage applicants to tell you about specific real examples of something that illustrates that story.</p>
<p><strong>Ask follow up questions.</strong> Not just to get the real scoop but to practice active listening. It’s hard to ask good follow ups if you’ve spent the last 20 minutes wondering if you left the garage door open.</p>
<p><strong>Revisit certain areas</strong>. Ever kick yourself after an interview? That’s usually because you <a href="http://www.themuse.com/advice/how-to-answer-the-31-most-common-interview-questions" target="_blank" rel="nofollow noopener">just came up with the answer to a question</a>! Save your applicant this drama and the sore shins and ask something similar throughout the interview. Give them a second shot at that perfect job-winning answer.</p>
<p><strong>Silence of the interviewers.</strong> Chatterboxing your way through an interview is a surefire way to miss clues and talk over someone who’s likely already nervous, so quit it. Also, when candidates have to talk to fill silence it gives you a chance to learn more than you otherwise might have if you’d have jumped right in.</p>
<ol>
<li>What appeals to you about this company/role?</li>
<li>What does marketing mean to you?</li>
<li>Name a time when marketing or advertising has influenced you?</li>
<li>Tell me a time when you received poor service. Describe.</li>
<li>How did you resolve this?</li>
<li>Tell me about a time when you were really <a href="http://www.glassdoor.com/blog/common-interview-questions/" target="_blank" rel="nofollow noopener">proud of your work</a>.</li>
<li>Have you ever had an unfair boss or teacher? How so? How did you resolve this?</li>
<li>Would you change how you handled it if it happened today?</li>
<li>Tell me about a time when you’ve received negative feedback. What did you learn?</li>
<li>Same question. In the past when you’ve received praise what have you done with that information?</li>
<li>Who do you most admire in this line of work?</li>
<li>Have you ever had to say “no” to a work request? Why and how did you do it?</li>
<li>What is your response when you don’t know the answer to a question?</li>
<li>How do you approach learning a new skill?</li>
<li>Have you ever had to teach a new skill? How do you teach?</li>
<li>Give me an example of a time you had to use your judgment instead of a policy book?</li>
<li>Have you ever been in a PR disaster? What was it? How did you handle it?</li>
<li>How do you handle when you’ve made a mistake?</li>
<li>Tell me about one of your <a href="http://collegegrad.com/jobsearch/mastering-the-interview/ten-tough-interview-questions-and-ten-great-answers" target="_blank" rel="nofollow noopener">biggest successes</a>.</li>
<li>How well do you adapt to change as compared to other people?</li>
<li>What is the last new skill you learned?</li>
<li>How has your education prepared you for your career?</li>
<li>Tell me about a time when you were a team player.</li>
<li>Where do you see yourself in three years?</li>
<li>Tell me about a time when you exercised leadership.</li>
<li>How would co-workers describe you?</li>
<li>What do your first 30 days look like in this role?</li>
<li>How would you fire someone?</li>
<li>What was the last book you read?</li>
<li>What gets you up in the morning?</li>
<li>What are you better at today than at this time last year?</li>
</ol>
<h3>About Maren Hogan:</h3>
<p><em>Maren Hogan is a seasoned marketer, writer and business builder in the HR and Recruiting industry. Founder and CEO of Red Branch Media, an agency offering </em><a href="http://redbranchmedia.com/" target="_blank" rel="nofollow noopener"><em>marketing strategy and outsourcing</em></a><em> and thought leadership to HR and Recruiting Technology and Services organizations internationally, Hogan is a consistent advocate of next generation marketing techniques. She has built successful online communities, deployed brand strategies and been a thought leader in the global recruitment and talent space. You can read more of her work on Forbes, Business Insider, Entrepreneur, and her blog </em><em><a href="http://www.marenated.com/" target="_blank" rel="nofollow noopener">Marenated.</a></em></p>4 Unexpected Places Where You Might Find Your Next Hiretag:recruitingblogs.com,2017-02-13:502551:BlogPost:20039572017-02-13T14:32:05.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p>When it comes to a recruiting strategy, the immediate direction companies turn to is job board advertisements, connecting with others via LinkedIn and talking to institutions like universities in the community.</p>
<p>And while that might be all your company needs to build a team, a little creativity to <a href="http://www.employmentmetrix.com/blog/2016/09/5-tips-to-refresh-your-recruiting-mindset-this-fall-.html" rel="nofollow noopener" target="_blank">spice up your recruiting game</a> is…</p>
<p>When it comes to a recruiting strategy, the immediate direction companies turn to is job board advertisements, connecting with others via LinkedIn and talking to institutions like universities in the community.</p>
<p>And while that might be all your company needs to build a team, a little creativity to <a href="http://www.employmentmetrix.com/blog/2016/09/5-tips-to-refresh-your-recruiting-mindset-this-fall-.html" target="_blank" rel="nofollow noopener">spice up your recruiting game</a> is always worth considering – especially when competition is only getting tougher. Here are some surprising places you may never have considered, but could be the key to meeting your next best hire:</p>
<h3><strong>1. At a café or restaurant</strong></h3>
<p>Great talent might still not have the experience your job description asks for, which means a candidate who fits the role and organization won’t apply or will be overlooked. Baristas, Bartenders, servers, retail workers and more are all great potential hires, especially for customer facing positions.</p>
<p>And, companies like <a href="http://www.resourcefulmanager.com/recruiting-tactics/" target="_blank" rel="nofollow noopener">Quicken Loans</a> aren't blind to the possibility that their ideal applicant may have an unconventional background, so the company asked their recruiters to observe customer service employees and offer interviews to those who made a great impression with their service skills. Industry experience deserves notice, but there’s something to be said for a go-getter with a willingness to learn skills and develop for and with your company.</p>
<h3><strong>2. Your morning reading material</strong></h3>
<p>Bloggers need paychecks too! Or maybe you still read a newspaper. Whatever the case, some of your morning routine is created by other intelligent people with families to feed and the desire to work with a company just like yours.</p>
<p>Observe whose work you admire or enjoy following and begin reaching out via their social channels or comment sections. Always click “like” on the same person’s industry shares? Feel like the email newsletter you receive was written with you in mind? Reach out!</p>
<p>You may not ever reach the “are you looking for a job” conversation, but you are building a relationship with another talented individual in the space or community. It’s possible your favorite blogger or reporter may not be looking for permanent work, but perhaps they’re open to freelancing. Hey, it’s a gig economy.</p>
<h3><strong>3. Online communities</strong></h3>
<p>Do you frequent online communities like Quora or Reddit? In this tech obsessed world, there’s a community created specifically for the professional you’re trying to hire. Seriously, open Google and type “online community for” into the search bar and you’ll be amazed at the auto fills. Here are mine:</p>
<div class="slate-resizable-image-embed slate-image-embed__resize-full-width"><img src="https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAA3kAAAAJDFmMWEwZGQ1LTZiZWEtNDNkMy1hMGVkLWFmZGJkNDg0NDBiMg.jpg"/></div>
<p>Some of these might not suit my current hiring needs, but you get the point. Reddit and Quora separate interests and expertise up fairly well, but there are multiple other communities to join when <a href="http://vectortalent.com/5-undeniable-ways-improve-recruitment-process/" target="_blank" rel="nofollow noopener">looking for a difficult to fill position</a>.</p>
<h3><strong>4. Host a networking event</strong></h3>
<p>The thing about hiring is that even a pristine resume can hide good or bad surprises, so we lean on phone/in-person interviews, pre-employment assignments and a probationary period to decide if a candidate or hire will actually fit within the organization. These are solid methods, but each create another hoop for your recruitment team to scale and equals more resources.</p>
<p>For the chance at an interview without all the other parts leading up to it, consider hosting a meet and greet night where your company can show off a little. Plan a little presentation about a topic relevant to your industry to be followed by appetizers and refreshments. The event drops some of the formality of an interview, but gives local talent the chance to mingle with your employees, see your culture first hand and drop a card for follow-up. Draw attention to the event via social media posts, traditional ads and contacting other local organizations or college campuses.</p>
<h3><strong>Final thought</strong></h3>
<p>A lot stands in the way of hiring top talent. Your hiring process can’t be too long, but shouldn’t be too short. Your employer brand has to leave the right impression. Most of <a href="http://business.linkedin.com/talent-solutions/blog/candidate-experience/2016/3-reasons-candidates-dont-accept-your-job-offer" target="_blank">the best candidates are passive</a> and not where you’re looking. Heck, some of your biggest fans might simply be too intimidated to even apply. Don’t get caught up in the mundane, traditional hiring tactics and you might be surprised who you find hiding in unexpected places.</p>
<p><em>This article originally featured on the </em><a href="http://business.linkedin.com/talent-solutions/blog/passive-candidate-recruiting/2016/4-unexpected-places-where-you-might-find-your-next-hire" target="_blank"><em>LinkedIn Talent Blog.</em></a></p>
<h3>About Maren Hogan:</h3>
<p><em>Maren Hogan is a seasoned marketer, writer and business builder in the HR and Recruiting industry. Founder and CEO of Red Branch Media, an agency offering </em><a href="http://redbranchmedia.com/" target="_blank" rel="nofollow noopener"><em>marketing strategy and outsourcing</em></a><em> and thought leadership to HR and Recruiting Technology and Services organizations internationally, Hogan is a consistent advocate of next generation marketing techniques. She has built successful online communities, deployed brand strategies and been a thought leader in the global recruitment and talent space. You can read more of her work on Forbes, Business Insider, Entrepreneur, and her blog </em><a href="http://www.marenated.com/" target="_blank" rel="nofollow noopener"><em>Marenated.</em></a></p>8 Hiring Stats That Will Change the Way You Recruittag:recruitingblogs.com,2017-02-07:502551:BlogPost:20025482017-02-07T14:03:10.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609606?profile=original" target="_self"><img class="align-left" height="192" src="http://storage.ning.com/topology/rest/1.0/file/get/1557609606?profile=RESIZE_1024x1024" width="256"></img></a> When it comes to creating recruiting processes or making hiring decisions, I like to do my research. And in my normal fact-dependent fashion, I did a little refresher research before I got I began screening and interviewing this fall’s round of interns and onboard new talent at <a href="http://www.linkedin.com/m/company/2418813/" target="_blank">Red Branch…</a></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609606?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557609606?profile=RESIZE_1024x1024" width="256" class="align-left" height="192"/></a>When it comes to creating recruiting processes or making hiring decisions, I like to do my research. And in my normal fact-dependent fashion, I did a little refresher research before I got I began screening and interviewing this fall’s round of interns and onboard new talent at <a href="http://www.linkedin.com/m/company/2418813/" target="_blank">Red Branch Media</a>.</p>
<p>What I found heavily influenced my approach to fall hiring, and I think it will influence yours too. Here’s what I mean...</p>
<h3><strong>1. Average time to hire is </strong><a href="http://dhihiringindicators.com/" target="_blank" rel="nofollow noopener"><strong>28 days</strong></a><strong>.</strong></h3>
<p>This is an all-time high for recruiters and means there very well might be an opportunity for you to beat others to the punch. You’re not under the impression that you’re the only employer being considered by a candidate, especially not one with a solid resume and knack for interviewing, so don’t hire like you are. Instead, be a little more sure of your ability to spot a good thing.</p>
<p><em><strong>What this means to me: </strong></em>If I move fast, I have an advantage that larger companies may not. This motivated me to include other managers and departments in my hiring process so I didn’t lose the advantage.</p>
<h3><strong>2. The top </strong><a href="http://www.eremedia.com/ere/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/" target="_blank" rel="nofollow noopener">10% of candidates</a> <strong>are hired within 10 days.</strong></h3>
<p>This informal metric provided by Dr. John Sullivan paints a picture for those who sit on the slower side of hiring. The best of the best are proactive and driven by the potential of career progression. That means those high potential candidates you want are busting it to be seen by amazing companies and, like I said, if that includes you, chances are, it doesn’t include <em>only</em> you.</p>
<p><em><strong>What this means to me:</strong></em> Hire slow, fire fast is tough to pull off in the Omaha market. Instead, we’ve got our hiring process down to a science with automated reminders, specific (but not tedious) applicant instructions, pre-hire assignment templates and a streamlined onboarding process.</p>
<h3><strong>3. A recruiting algorithm increases the accuracy of selecting productive employees by </strong><a href="http://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/using-data-make-better-hires.aspx" target="_blank" rel="nofollow noopener"><strong>more than 50%</strong></a><strong>.</strong></h3>
<p>Recruiting is getting a lot more mathematical, thanks to big data. As a small business, we’re not able to collect the hard hitting data that others can, but I will say that mid-sized businesses and corporations should listen up: data can improve hiring process effectiveness, determine job competencies and even measure potential performance all before extending a job offer. We’re talking predicting the future here.</p>
<p><em><strong>What this means to me:</strong></em> Erm, not a lot just yet. But we do have a series of smaller tests designed to weed out those who won’t do well here. While we only collect anecdotal data, it’s proven accurate in predicting the success of a new hire.</p>
<h3><strong>4. </strong><a href="http://business.linkedin.com/talent-solutions/blog/2015/08/new-research-reveals-the-real-reason-people-switch-jobs-and-it-isnt-money-or-their-boss" target="_blank"><strong>36% of people who changed jobs</strong></a><strong> cited being unsatisfied with the company culture as the reason they left.</strong></h3>
<p>When I’m interested in a candidate, even if I haven’t made a decision, I like to speak to them as though they are a top choice. I speak about our environment as if they were already expected to perform within it and talk about perks as though they were sharing them. It allows them to relate to our culture without ever being a part of it. Plus, it shows them I’m seriously considering extending an offer (see number 1).</p>
<p><em><strong>What this means to me:</strong></em> I’m also brutally honest about what it’s like to work here. It’s not always a party and like any job, there will be aspects new employees don’t love. Do we have a ping pong table in the office? Yes, we do. Will you get fired if you play ping pong all day? Yes, you will.</p>
<h3><strong>5. </strong><a href="http://www.officevibe.com/blog/12-recruiting-stats" target="_blank" rel="nofollow noopener"><strong>66% of candidates</strong></a><strong> believe interactions with current employees are the best way to learn about a company.</strong></h3>
<p>As a consumer, we can’t help but see this one coming. We flock to reviews before big purchases and job seekers flock to employee opinions before accepting offers. It’s just how this whole things works. So, I built employee meet and greets into my in-office interview process so candidates can rub elbows with possible coworkers and see first hand how an employee works at Red Branch.</p>
<p><em><strong>What this means to me: </strong></em>While I discourage employees from stalking potential applicants on social media (Omaha is a big little town), I do value their feedback when we get farther along in the process. Moving fast doesn’t mean we risk hiring someone who will treat one of my Branchers poorly.</p>
<h3><strong>6. </strong><a href="http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=4%2F9%2F2015&id=pr877&ed=12%2F31%2F2015" target="_blank" rel="nofollow noopener"><strong>1 in 5 employers</strong></a><strong> have asked an illegal interview question.</strong></h3>
<p>This one terrified me. In the early days, I wasn’t as consistent in my interview script as I probably should have been. While I’ve made some great hires, I couldn’t help but wrack my brain for all the questions I may have asked before I built my new and improved <a href="http://business.linkedin.com/talent-solutions/blog/candidate-experience/2016/what-your-candidate-experience-is-missing" target="_blank">structured interviewing process</a>. Reading over the list settled my nerves, but will it calm yours?</p>
<p><em><strong>What this means to me:</strong></em> I probably asked an illegal interview question. Make sure you know <a href="http://business.linkedin.com/talent-solutions/blog/interview-questions/2016/16-interview-questions-that-can-get-you-in-trouble" target="_blank">which ones can get you in trouble</a>. </p>
<h3><strong>7. 47% of </strong><a href="http://business.linkedin.com/talent-solutions/resources/job-trends/2016/global-recruiting-trends" target="_blank">talent acquisition teams</a> <strong>globally share or contribute to employer brand with their marketing team.</strong></h3>
<p>As employer branding becomes a larger priority, companies are trying new ways to communicate their company culture to potential candidates. Recruiters and HR pros are experts on happy employees and marketers have the experience in communication. Combine the two and you have the makings of an excellent employer branding initiative.</p>
<p><em><strong>What this means to me: </strong></em>Everyone is a recruiter at <a href="http://redbranchmedia.com/" target="_blank" rel="nofollow noopener">Red Branch</a>. Yes I <em>know</em> we’re small, but I do believe this can happen with larger companies as well. Just take a look at what <a href="http://www.linkedin.com/in/celindaappleby" target="_blank">Celinda Appleby is doing at Oracle.</a> What this really is is leveraging employee stories and that can be done no matter what size you are. Use LinkedIn, Facebook, Instagram, your website and IRL opportunities to brag about your team and co-workers.</p>
<h3><strong>8. 49% of respondents report their work environment and business practices are </strong><a href="http://www2.deloitte.com/content/dam/Deloitte/at/Documents/human-capital/hc-trends-2015.pdf" target="_blank" rel="nofollow noopener">“complex”</a> <strong>while an additional 25% report theirs to be “very complex.”</strong></h3>
<p>There wasn’t much to this statistic that affected my recruitment and hiring processes, but it sure made me feel a lot less alone.</p>
<p><em><strong>What this means to me:</strong></em> I cannot lie to job seekers. There is too much at stake. Half the population feels their jobs are complex, I cannot promise applicants their experience at Red Branch Media will be simple, but I can promise it will be challenging, rewarding and educational. Plus we have wine!</p>
<p>How do these stats change how you see hiring? As I went through the list, I realized there are more to these statistics and studies than an easy tweet. The purpose of these ideas is to change the way we recruit. Hopefully, for the better.</p>
<p><em><strong>This article originally featured on the </strong></em><a href="http://business.linkedin.com/talent-solutions/blog/trends-and-research/2016/8-hiring-stats-that-will-change-the-way-you-recruit-today" target="_blank"><em><strong>LinkedIn Talent Blog</strong></em></a><em><strong>.</strong></em><em><strong> </strong></em></p>
<h3>About Maren Hogan:</h3>
<p><em>Maren Hogan is a seasoned marketer, writer and business builder in the HR and Recruiting industry. Founder and CEO of Red Branch Media, an agency offering </em><a href="http://redbranchmedia.com/" target="_blank" rel="nofollow noopener"><em>marketing strategy and outsourcing</em></a><em> and thought leadership to HR and Recruiting Technology and Services organizations internationally, Hogan is a consistent advocate of next generation marketing techniques. She has built successful online communities, deployed brand strategies and been a thought leader in the global recruitment and talent space. You can read more of her work on Forbes, Business Insider, Entrepreneur, and her blog </em><a href="http://www.marenated.com/" target="_blank" rel="nofollow noopener"><em>Marenated.</em></a></p>International Recruitment: You Don’t Know What You Don’t Knowtag:recruitingblogs.com,2016-03-01:502551:BlogPost:19504462016-03-01T13:00:00.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557583550?profile=original" target="_self"><img class="align-left" height="293" src="http://storage.ning.com/topology/rest/1.0/file/get/1557583550?profile=RESIZE_1024x1024" width="440"></img></a> Tomorrow, I’ll be joining my friends at Beyond to …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557583550?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557583550?profile=RESIZE_1024x1024" width="440" class="align-left" height="293"/></a>Tomorrow, I’ll be joining my friends at Beyond to </span><a href="http://hubs.ly/H026W_y0" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">discuss the ins and outs of international recruitment</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">. We’ve already collaborated on a book called</span><a href="http://hs.beyond.com/branding-beyond-borders" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Branding Beyond Borders</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> and another called </span><a href="http://hs.beyond.com/global-recruitment-whitepaper" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Recruiting Beyond Borders</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">. But this webinar is advanced enough that I started to wonder what on earth they were doing having me join them!</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Like you probably, I get how to brand in areas different than my home country. I get there is nuanced research that goes into creating a strategy that will transcend culture (or embed itself therein). I know smart people at <a href="http://universumglobal.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">places like Universum </a>and in <a href="http://hros.co/hros/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">groups like #HROS</a> and have been influenced greatly by the <a href="http://trumunity.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">international community that is #TRU</a>. But actually sourcing, recruiting and advertising for hires in a different country is a whole other ball of wax. One that, before preparing for this webinar, I didn’t really understand.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">So, I asked <a href="http://hubs.ly/H026W_y0" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Joe Stubblebine and Angie Brooks</a> what the deal is. I asked them all the questions I didn’t understand.</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">How can you build a new talent force in a country where you don’t speak the language?</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">What legalities to talent acquisition directors have to overcome to win candidate eyeballs in new territories?</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Who do you need on your team to make your international recruitment efforts a success?</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Is global consolidation right for your recruitment efforts?</li>
</ul>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"> </strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">I got some great answers, but more importantly, they brought up questions I never even THOUGHT of. Through Beyond’s partnership with the Global Network, they understand <a href="http://hubs.ly/H026W_y0" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">global recruitment marketing ups and downs</a> better than almost anyone.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">If you want to know what they know and how to start o<a href="http://hubs.ly/H026W_y0" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">n the path of international recruitment success,</a> you really do want to be on this webinar. It’s for advanced talent acquisition directors who have already been given the mandate of international recruitment.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><a href="http://hs.beyond.com/international-recruiting-webinar?utm_campaign=International%20Webinar&utm_source=Red%20Branch" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Join me on March 2 at 1:00pm EST (that’s lunchtime here in Central!)</a></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>The Magnet to Purple Squirrel Candidatestag:recruitingblogs.com,2016-02-26:502551:BlogPost:19499802016-02-26T14:42:55.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557584072?profile=original" target="_self"><img class="align-left" height="306" src="http://storage.ning.com/topology/rest/1.0/file/get/1557584072?profile=RESIZE_1024x1024" width="459"></img></a> We’ve all read best practices about attracting top talent; there are about 4,987 blog posts dedicated to finding these coveted few. A recent Jobvite study has highlighted one major element of attraction in their “…</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557584072?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557584072?profile=RESIZE_1024x1024" width="459" class="align-left" height="306"/></a>We’ve all read best practices about attracting top talent; there are about 4,987 blog posts dedicated to finding these coveted few. A recent Jobvite study has highlighted one major element of attraction in their “</span><a href="http://web.jobvite.com/rs/jobvite/images/MobilityStudy.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Job Seeker Nation: Mobility in the Workforce Study</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">”.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">High mobility workers are defined as the portion of the labor market that has the opportunity and experience to switch jobs more frequently. They are considered the in-demand workers who have advancement opportunities within the labor market. Simply put, these are the folks you probably want working for you. Not to be confused with job-hoppers.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">What does the high mobility worker look like?</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">They make up a surprisingly small portion of the workforce. Here’s the math: 36% of job seekers have a college, or post-graduate degree. Of those job seekers, 80% are full-time employed. To get more detailed, the in-demand fields of these highly mobile job seekers are technology, manufacturing and retail. Again, the people you’re trying to attract.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The magnet part…</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Back to how “mobile is the purple squirrel magnet.” This highly mobile sector of the workforce has been proven to prefer the emerging, non-traditional methods in their job searches. In fact, twice as many of them used recruiters or social networks to find their current job. Their social site of choice is LinkedIn, while the majority of low-mobility workers (those in career fields with less advancement opportunities), turn to Facebook for their SoMe job hunt. While <a href="http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">94% of recruiters use LinkedIn</a> to scout out candidates, only 34% of job seekers are – but it looks like it’s the right 36%.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Nearly a quarter (24%) of highly mobile job seekers find the ability to apply for jobs on mobile important, and 21% find an optimized, mobile website to be important during the job search. For some, these might seem like “no-duh” statistics, but a recent LinkedIn study revealed that only 13% of employers are adequately <a href="http://talent.linkedin.com/blog/index.php/2014/02/mobile-recruiting-statistics-infographic" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">investing in mobile recruiting</a>.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">What are they looking for?</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Well we know that LinkedIn is their job search social media platform of choice, so who better to look to for the answer?! The same LI study defines exactly what job candidates are looking for when they reach your <a href="http://talent.linkedin.com/blog/index.php/2014/02/mobile-recruiting-statistics-infographic" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">mobile career site</a>.</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">94% of candidates want to see current job openings on the mobile career site.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">72% of visitors to a mobile career site expect to find a description of the company culture.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">61% of candidates want to learn about the company history.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">56% of mobile job seekers expect to find benefits information.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">45% want to explore profiles of employees.</li>
</ul>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"> </span></p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Aren’t they taken?</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><a href="http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Social job seekers</a> are wealthier, more highly educated and more likely to be employed full-time. So in all reality, these sought after, highly mobile workers are spoken for job-wise, but that doesn’t necessarily mean that they aren’t willing to consider other opportunities. In fact, the Jobvite <a href="http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Jobseeker National Study revealed</a> that 51% of employed workers are either actively seeking, or open to a new job. For highly mobile jobseekers that number is even higher at 56% and 31% of them change jobs every 1-5 years.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">I know that recruiters have preached enough about getting their efforts mobile, but the fact still remains that a mere 13% of employers are adequately investing in mobile recruiting. Yeah, I used that one again, because it’s pretty surprising. As the battle for top talent heats up, employers are going to lose out big on the opportunity to effortlessly get in front of the right audience with mobile career sites and mobile job application platforms. How does your mobile strategy look?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>Does Your Recruitment Marketing Need a Serious Overhaul?tag:recruitingblogs.com,2016-02-16:502551:BlogPost:19485952016-02-16T13:36:10.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580837?profile=original" target="_self"><img class="align-left" height="294" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580837?profile=RESIZE_1024x1024" width="375"></img></a> So …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580837?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580837?profile=RESIZE_1024x1024" width="375" class="align-left" height="294"/></a>So </span><span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">your</span><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> small business is now growing, getting closer and closer to the mid-size business status, which let’s face it, nobody really calls it that. You’re either an SMB or you’re an enterprise. But that’s not very accurate, is it? The demands of a small business are greatly different than those of a mid-size business, but nobody really differentiates that, which is frustrating.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Perhaps one of the biggest areas of change with business growth is in <a href="http://blog.redbranchmedia.com/2015/10/27/hiring-from-the-ground-up/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;"><span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment </span><span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span></a>, which is a relatively new concept in and of itself. Small businesses don’t usually have the means or choose not to spend a chunk of the budget on <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span> and why should they?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">They <a href="http://www.gartner.com/it-glossary/smbs-small-and-midsize-businesses" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">typically</a> only employ anywhere from a few to 100 employees and many small companies, if they hope to grow, are so vulnerable in these early stages of growth, they’re going to focus their budget on building a secure foundation for growth and <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span> their brand for business development.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Here at Red Branch Media, candidates are sourced a few ways: through local university career boards, employee referrals and relationships with local universities. As a fast-paced, B2B <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing </span>agency with fewer than 20 employees, having an elaborate <a href="http://blog.redbranchmedia.com/2015/06/15/4-tips-for-effective-job-ads/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;"><span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span> plan</a> is not our first priority. In fact, it would be wasteful to dedicate too much resources to it because over 50% of our staff has been with Red Branch since its inception.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">But as we grow, and as small businesses get larger and expand their employee base, there will be different <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> issues to tackle. <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Recruitment</span> may take longer and we may encounter more hurdles. And as we look around, we don’t see a lot of resources for THOSE people. We don’t see surveys trying to figure out what mid-size <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> looks like. In between the massive enterprises and the tiny agencies lies a huge swatch of <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span> ideas that simply aren’t being showcased!<a href="http://www.surveygizmo.com/s3/2532883/recruitment-marketing-survey" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;"> </a></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">When a company goes beyond a few hundred employees and inches towards mid-size business, things start to change at an increasing pace, new departments are created, the client list is growing, it’s time to buy the fancy expensive technology and like a snowball effect, the need for a structured and effective <a href="http://blog.redbranchmedia.com/2015/05/07/how-to-cut-down-time-consuming-recruitment-practices/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;"><span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span><span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span> strategy</a> is suddenly prevalent.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">At some point, even a company with the best business strategies is going to need to recruit more employees to help their business grow, and not just any employees, but the right ones. That’s where <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span> becomes the priority.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">That means dedicating more resources to <a href="http://redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">content <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span>,</a> email nurturing, social recruiting, mobile recruiting, career site, SEO, employee referrals, talent networks, job <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span>, employer branding, recruiting events, recruiting analytics, and maybe I’ve left a thing or two out, but you get the point!<span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Recruitment</span> <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span> is a huge piece of <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">your</span> current and future workforce.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">But how does a company <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">know</span> when the time has come to step up their game? That’s the million dollar question. Here are a few things companies will have to ask themselves as they get closer and closer to enterprise status:</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">How confident are you that <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">your</span> organization’s employer brand is effectively translated through its current <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span> efforts?</li>
</ul>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">As hiring demands increase, what is <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">your</span> organization’s most limited <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> resource?</li>
</ul>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">What is <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">your</span> organization’s biggest <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> challenge?</li>
</ul>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">These questions have been pulled from an upcoming research opportunity that seeks to understand what the “sweet spot” for growing mid-size companies is when it comes to <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span>. This segment of the B2B market is difficult to plan for and navigate simply because it’s right smack dab in the middle of it all. It’s time for that to change! Help us understand what it is that mid-size companies truly <a href="http://www.surveygizmo.com/s3/2532883/recruitment-marketing-survey" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">struggle within <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">recruitment</span> <span style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketing</span></a> as they continue to grow.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">If you're struggling to find that sweet spot in recruitment marketing, take the <a href="http://www.surveygizmo.com/s3/2532883/recruitment-marketing-survey" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Beyond survey</a> to help us identify the common issues! Researching these unknowns gets us one step closer to perfection.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>How to Empower the Introverts in Your Organizationtag:recruitingblogs.com,2016-02-12:502551:BlogPost:19484622016-02-12T14:59:58.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580820?profile=original" target="_self"><img class="align-left" height="262" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580820?profile=RESIZE_1024x1024" width="393"></img></a> The idea that extroverts alone should lead the workforce is slowly fading away. Susan Cain’s book …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580820?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580820?profile=RESIZE_1024x1024" width="393" class="align-left" height="262"/></a>The idea that extroverts alone should lead the workforce is slowly fading away. Susan Cain’s book </span><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><a href="https://www.google.com/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UTF-8#q=quiet%20the%20power%20of%20introverts" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Quiet: the Power of Introverts in a World That Can’t Stop Talking</a> </em><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">and a wealth of research about how introverts do best in the workplace are actively reversing the myth that introverts are not as valuable to an organization as extroverts. Both types of people are equally capable of being great assets to an organization. In fact, research shows that </span><a href="http://jenniferkahnweiler.com/introverted-leaders-are-great-for-extroverts/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">introverted bosses are actually better</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> for extroverts to work with.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">But it’s a give and take situation: you can’t simply focus all your efforts on introverts while ignoring your extroverts, and vice versa. So, how do you empower your <a href="https://www.recruiter.com/business-communication.html" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">introverted </a>employees without punishing your extroverts?</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Leave Them out of the Open Office</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Open offices are popular nowadays because they’re relatively cheap, and organizations who use them want to create friendlier environments that foster creativity between coworkers. As it turns out, open offices don’t always accomplish that goal. In fact, <a href="http://www.washingtonpost.com/blogs/on-leadership/wp/2013/09/24/the-science-of-introverts-and-the-workplace/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">open offices hinder introverts</a> at work because of the overwhelming stimulation they produce, which prevents introverts from finding the peace they need to sit down and concentrate. Even worse, open offices don’t benefit extroverts, either:</p>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;"><p style="margin-bottom: 32px; padding: 0px; border: 0px; font-style: inherit; font-size: 18px; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">“There are lots of deleterious effects of these open-plan offices. They impair people from concentrating … and then the greatest paradox of all is that they actually prevent people from forming close friendships … If you’re in a big, open office and you feel like you can be overheard, you’re less likely to have intimate relationships with people.” —<a href="http://www.washingtonpost.com/blogs/on-leadership/wp/2013/09/24/the-science-of-introverts-and-the-workplace/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Susan Cain.</a></p>
</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">If your small business is looking to save on office space, reorganizing your workplace to accommodate introverts might not be the easiest thing to do. However, you should attempt to find your introverts a more isolated place to work that is free from the constant distractions and chatter of the open office plan.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Don’t Underestimate Their Ability to Work With a Team</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Because introverts tend to do their best work when they’re alone, it’s tempting to think they should be left to their own devices, isolated from their coworkers 100 percent of the time. This is a big mistake, as introverts are better at <a href="http://amj.aom.org/content/early/2012/07/20/amj.2011.0316.full.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">teamwork in office environments</a> than their extroverted counterparts. Extroverts start strong in team projects because they tend to work better with people, but because introverts are more concerned with what others think of them, they’re more likely to focus on the work and get it done so others won’t think ill of them.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">“Introverted” does not necessarily mean “shy.” When putting a team together to knock an important task out of the park, don’t avoid putting your known introverts with other people because you don’t think it’ll work out. If introverts are engaged with and fulfilled by their work, they’ll do what’s asked of them better than anyone else.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Let Them Be Heard</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Feedback from introverts can be just as valuable as feedback from other employees. But often, introverts don’t feel like speaking out in crowded environments and keep to themselves. Some leaders have found ways to let the introverts around them speak, such as <a href="http://quickbase.intuit.com/blog/2013/09/20/how-introverts-can-succeed-and-be-leaders-in-the-workplace/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">organizing meetings</a> in ways that allow every person to have their say and preventing people from talking over each other.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You might also need to train introverts to find their own ways to speak out. Cain has stories of workers who had their own ways of speaking and relaying feedback — even at the top of the corporate ladder:</p>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;"><p style="margin-bottom: 32px; padding: 0px; border: 0px; font-style: inherit; font-size: 18px; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">“There was one CEO who had to remind himself when walking down the hallway to make eye contact and greet people, because his natural inclination would be to walk lost in thought, solving some problem. But he realized people thought he was being aloof and dismissive of them.” —<a href="http://www.washingtonpost.com/blogs/on-leadership/wp/2013/09/24/the-science-of-introverts-and-the-workplace/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Susan Cain.</a></p>
</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">There’s no easy way to identify who at your organization is or isn’t an introvert, but these tips should help everyone in the workplace. As you get to know the people you work with better, you’ll find your own ways to help your introverts make the most of their workdays. Just be sure to let them breathe every once in a while!</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>Talent Branding: What’s In a Name?tag:recruitingblogs.com,2016-02-05:502551:BlogPost:19476172016-02-05T14:54:07.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557584775?profile=original" target="_self"><img class="align-left" height="310" src="http://storage.ning.com/topology/rest/1.0/file/get/1557584775?profile=RESIZE_1024x1024" width="467"></img></a> That infamous question – …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557584775?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557584775?profile=RESIZE_1024x1024" width="467" class="align-left" height="310"/></a>That infamous question – </span><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">What’s in a name?</em><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> As we tragically found out, </span><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">a lot</em><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">. A name can carry thoughts, feelings and ideas that may or may not accurately reflect the subject. For employers, the name of their company holds a lot of weight when it comes to the attraction of quality talent. A name can either deter or entice job seekers to find out more, apply and ultimately invest in the organization with their time, dedication and talents.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">How can business owners ensure their organizations don’t meet the same terrible fate as the lovers who asked that loaded question? <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">What’s in a name?</em> Well, first they have to realize just how important their name is to job seekers. The average employer doesn’t have a realistic grasp of the bottom line impact of being an employer of choice, or transversely, being an employer with a bad reputation. So, here are a couple of eye-opening stats from LinkedIn’s masterpiece, “<a href="https://snap.licdn.com/microsites/content/dam/business/talent-solutions/global/en_US/c/pdfs/employer-brand-playbook-us-en.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">The Employer Brand Handbook</a>”:</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">A strong talent brand reduces cost-per-hire by up to 50%.</li>
</ul>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">A strong talent brand can also slash turnover rates by as much as 28%.</li>
</ul>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Yeah, I snuck in a new term. LinkedIn defines the <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">talent brand</em> as such:</p>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;">“Your talent brand is the highly social, totally public version of your employer brand that incorporates what talent thinks, feels, and shares about your company as a place to work.”</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">It’s your reputation, your impact – your name. The talent brand is where the rubber meets the road – where reality and perception meet to uncover actionable improvements to your human capital management and recruiting efforts. Creating and maintaining a talent brand isn’t just about how you would like your audience to view your organization, but infusing that ideal with the current reality of your audience’s opinion. Instead of just pushing out a message (employer branding), talent branding requires a long, hard honest look at the current state of your employee satisfaction and engagement.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Building and maintaining a talent brand</strong></p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Get back to values</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Can the company values be felt, seen or heard anywhere in the office place? Have they even been established and communicated? Probably not. The Boston Research Group surveyed thousands of US workers and found only 3% of those surveyed described their <a href="http://www.fastcompany.com/3028201/leadership-now/5-reasons-you-need-to-instill-values-in-your-organization" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">company’s values</a> as a form of “self-governance”. Again, a talent brand is about more than pushing out a message, it’s about how to get buy-in on that message. Conduct an executive overview of the organizational values, and then infuse every square inch of that workspace.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Empower through goals</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The issue most leaders have with empowering their employees lies in performance management. Leaders find that the second they loosen the reigns everything rapidly deteriorates. Leaders then quickly learn to never try that again, and become more steadfast in their micromanaging ways, which in turn stifles and devalues employees. There is a better, more strategic approach to empowerment, and it’s goal-centric.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Currently, only about 14% of organizations report their employees have a good understanding of their <a href="http://leaderchat.org/2012/05/21/only-14-of-employees-understand-their-companys-strategy-and-direction/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">company’s strategy and direction</a>. No wonder it’s like wrangling an octopus every time leaders take their hands off the controls. Focus on establishing and communicating goals on every rung of the corporate ladder.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Invest in ambassadors</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Not everyone is go to buy into your values, not everyone is going to care in the least about your organizational goals, but some will, and those are the people you need to create a cyclically supportive relationship with. It’s not difficult to find out who they are; they are engaged, they put forth discretionary effort and their connection with the organization trickles into their personal lives whether it be through employee referrals, social media support or simply saying “I love my job,” when a friend or stranger asks.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">This doesn’t go to say you should ignore your haters, but focusing on your ambassadors is simply the smarter plan of attack. Treat their referrals like gold, acknowledge and reward their extra effort and encourage their internal career development.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The message that your organization is an “awesome place to work” has never cut it, and it never will. Even those workplaces winning awards for employee satisfaction have lost the trust of their audience. Quality talent needs a little more persuading -they need a real life, honest talent brand.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</strong></p>Why Limiting Your Options Can Make You a Better Workertag:recruitingblogs.com,2016-01-29:502551:BlogPost:19466382016-01-29T15:09:16.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557582973?profile=original" target="_self"><img class="align-left" height="260" src="http://storage.ning.com/topology/rest/1.0/file/get/1557582973?profile=RESIZE_1024x1024" width="390"></img></a> Removing ourselves from boring routines is among the biggest trends in the workforce. As the millennial workforce pushes to …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557582973?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557582973?profile=RESIZE_1024x1024" width="390" class="align-left" height="260"/></a>Removing ourselves from boring routines is among the biggest trends in the workforce. As the millennial workforce pushes to </span><a href="http://www.forbes.com/sites/katetaylor/2013/08/23/why-millennials-are-ending-the-9-to-5/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">end the regular nine-to-five grind</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">, companies are responding by becoming more and more open to the idea of breaking old work-world routines. The flex-schedule mindset is also growing: the number of companies offering </span><a href="http://www.csmonitor.com/USA/Society/2014/0608/Rise-of-the-flex-economy" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">customized work arrangements</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> went from 11 percent in 2005 to 18 percent in 2013. Incoming workers value their freedom just as much as they value their income, and employers are giving them what they want.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Working where, how, and when you want is “in” right now, but in establishing this new work paradigm, we may be too quick to forget that this freedom of choice can end up hurting us. Sometimes routines are a good thing.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The Problem With Choice</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Let’s start with a cold fact: human beings aren’t the best at making decisions. We don’t always know what we’re doing when it comes to making decisions. That problem is exacerbated by the <a href="http://www.mediabistro.com/alltwitter/social-media-overload_b47316" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">amount of information we have to sift through every day</a>. We’re bombarded with over 54,000 words, 443 minutes of video, or 12 hours’ worth of information every day, leaving us to decide what, if any, of it is useful. We’re interrupted 56 times every day, on average, and spend about 2 hours recovering from those distractions. Even our laziest days are crowded with information we don’t need, and that’s affecting how much work we can do on a daily basis.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">We don’t benefit from this blitz of information — nor do we benefit from a variety of choices — as much as we might think we do. In a recent study of employee investments, researchers found that for every 10 mutual funds that were made available, <a href="http://www.mediabistro.com/alltwitter/social-media-overload_b47316" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">employee participation dropped by 2 percent</a>. Another study (found in the same infographic) discovered that, when buying cars, more ends up being less. The group that started with fewer choices and then expanded their choices felt happier with the car they ended up with than the group that started with the most options.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Settle Down, Get a Routine</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The lesson to take from this is: in the <a href="https://www.recruiter.com/workplace.html" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">workplace</a>, more choice isn’t always a good thing. Of course, it is nice to have a variety of work options available, but we shouldn’t get carried away with the number of choices we make on a regular basis. Changing our routines repeatedly can slow us down — even when it comes to something as mundane as the clothes we wear. This is why some of the most successful people in the world, including Facebook’s Mark Zuckerberg and a few NFL Coaches, <a href="http://steveboese.squarespace.com/journal/2015/1/8/more-reasons-to-wear-the-same-thing-to-work-every-day.html" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">wear the same thing every day</a>.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Some may think that establishing routines is only for the dreadfully boring — not for their fun and creative workplaces. Those people should consider that some of <a href="https://podio.com/site/creative-routines" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">the world’s most creative people</a> established routines in order to get their work done (even if they worked and slept at some odd hours). If anything, we should focus on <a href="http://greenjobinterview.com/2014/05/5-steps-can-eliminate-screening-process-video/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">cutting out the parts of a process we don’t need</a>.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">While it’s tempting to collect as much information as we can, there are benefits to repeating the same routines every day. We have to work on reducing the number of things we do each day and make way<a href="https://hbr.org/2013/09/make-time-for-the-work-that-matters" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;"> for the tasks that matter</a>. Doing so <a href="http://www.businessinsider.com/infographic-how-memory-works-2012-1" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">leads to better memory,</a> which is invaluable for creative work like writing and design, as well as <a href="http://kayin.moe/?p=2047" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">quick, reactionary tasks</a>.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The freedom to work however we want is a valuable thing, and we should take it where we can get it. Just don’t get carried away!</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>Taking a Plunge in a Big Talent Pool with a Short Timeframetag:recruitingblogs.com,2016-01-22:502551:BlogPost:19447342016-01-22T15:55:34.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557585172?profile=original" target="_self"><img class="align-left" height="271" src="http://storage.ning.com/topology/rest/1.0/file/get/1557585172?profile=RESIZE_1024x1024" width="407"></img></a> When it comes to sourcing candidates, a solid …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557585172?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557585172?profile=RESIZE_1024x1024" width="407" class="align-left" height="271"/></a>When it comes to sourcing candidates, a solid </span><a href="https://www.recruiter.com/employee-referral.html" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">employee referral program</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> (ERP) is one of the most effective places to start. </span><a href="http://theundercoverrecruiter.com/infographic-employee-referrals-hire/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Jobvite discovered</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> that implementing a strong employee referral program in its recruiting process increased employee satisfaction; it also found that 46 percent of employees hired via referral stay for more than a year, 45 percent stay beyond two years, and 47 percent stay for more than three years. With numbers like these, it makes sense for all employers to explore ERPs more thoroughly.</span></p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Shorter Recruitment Process</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Recruiting processes conducted via career sites can take up to 45 days; job boards recruit within approximately 39 days. An <a href="http://www.trinet.com/blog/2014/01/21/wait-so-your-company-doesnt-have-an-employee-referral-program/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">effective ERP</a>, on the other hand, can fill a position in roughly 29 days. Sixty-nine percent of <a href="http://www.rpoassociation.org/blog/bid/308765/Energize-your-Employee-Referral-Program" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">recruiters using employee referrals to hire candidates</a> say recruiting through this process takes less time, and an additional 51 percent say it’s more cost-effective. Referrals simply move through the system more quickly, often because hiring manager can pre-approve candidates and recruiters can bypass agency fees and/or expensive postings.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Larger Talent Pools</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">By asking a team of 75 employees for <a href="http://info.broadbean.com/blog/the-employee-referral-program-social-network" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">contacts of potential candidates</a> – assuming each employee has a handful of friends, family members, and acquaintances to refer — recruiters can quickly find 11,250 new candidates. This is specific math from specific companies, but <a href="http://www.nasrecruitment.com/uploads/files/employee-referrals-trends-in-engagement-63.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">studies show that referrals</a> expose companies to more qualified talent –and talent that’s more likely to stick around — than other, costlier methods.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Likely Positions to Recruit</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Some positions have a higher likelihood of hiring via employee referral than others. Highly skilled positions may be harder to fill using ERPs, simply because candidates for these positions are already scarce. On the other hand, positions in marketing, sales, HR, and design can be quite easy to recruit for via ERPs. Furthermore, <a href="http://www.ere.net/2014/10/13/the-top-10-actions-for-dramatically-improving-employee-referral-program-results/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">applicants referred for sales positions</a> are twice as likely to be hired than those who have been referred for engineering positions.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Proper Praise</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><a href="http://smallbiztrends.com/2014/03/employee-referral-program-tips.html" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Cash reward is the top incentive</a> for motivating employees to participate in ERPs, but it’s also important to praise employees for <a href="http://recruiterbox.com/blog/employee-referral-program-tips-that-actually-work/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">taking part in the recruitment process</a>, regardless of the outcome. Whether the candidate(s) referred by an employee successfully make it onto the team or not, employers should reward participating employees with company lunches, monetary rewards, or social praise. <a href="http://www.jobvite.com/blog/the-undervalued-resource-of-employee-referrals-and-how-to-get-more-of-them/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Employees are more likely to engage</a> in the referral process when offered cash rewards between $2,500 and $5,000 — far less than the cost of using an agency recruiter.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Employee Engagement</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Giving employees something to be proud of will increase their engagement in the process. Here are a few tips on creating an engaging work environment:</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Create a compelling site.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Make participation simple for higher sign-up rates.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Develop interesting job descriptions to grab the attention of those candidates who are being referred.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Recognize employees who engage in the process. Doing so will ensure future engagement.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Use gamification to boost participation.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Give participating employees feedback to help improve future referral results.</li>
</ul>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Additional Benefits</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">One in five <a href="http://www.trinet.com/blog/2014/01/21/wait-so-your-company-doesnt-have-an-employee-referral-program/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">candidates referred by employees</a> are hired. Referrals also offer the most productive diversity hires. Employe-referred candidates tend to be better fits for a company because these candidates have been vetted by current employees and are more likely to understand the way the company works.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Many employees tend to stay away from ERPs for fear that their candidates won’t respond to hiring managers, but implementing the above tactics can help ensure higher participation rates and high-quality referrals.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Get started with employee referrals today and <a href="http://www.careerify.net/employee-referral-best-practices/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">watch your recruiting and retention rates skyrocket</a>!</em></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>Treat Employee Cheer like King, No Matter the Size of Your Businesstag:recruitingblogs.com,2016-01-15:502551:BlogPost:19431612016-01-15T16:08:01.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557581589?profile=original" target="_self"><img class="align-left" height="276" src="http://storage.ning.com/topology/rest/1.0/file/get/1557581589?profile=RESIZE_1024x1024" width="414"></img></a> Glassdoor recently published its list of the …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557581589?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557581589?profile=RESIZE_1024x1024" width="414" class="align-left" height="276"/></a>Glassdoor recently published its list of the </span><a href="http://www.glassdoor.com/Best-Places-to-Work-LST_KQ0,19.htm" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">“Best Places to Work” in 2015</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">. The company compiled two main categories: companies with 1,000+ employees (big businesses) and those with </span><a href="http://www.glassdoor.com/Best-Small-and-Medium-Companies-to-Work-For-LST_KQ0,43.htm" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">less than a thousand employees</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> (small businesses). Looking at the lists, it’s hard to ignore the rise of the tech startup: top contenders in both categories include Facebook, Apple, tech giant F5 Networks, biblical social network Faithlife, and IT professional network Spiceworks. The variety of business on the list is impressive, and it goes to show that you can make any kind of businesses a great place to work.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">As a recruiter, you can’t exactly mimic the success of these companies to the letter, but there’s always something to learn from the best, especially when it comes to making your organization <a href="http://blog.clearcompany.com/5-traits-great-place-to-work-employers-have" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">a great place to work</a>. What makes the “Best Places to Work” so great? Let’s take a look:</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Top Big Business: Google</strong></h3>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;"><p style="margin-bottom: 32px; padding: 0px; border: 0px; font-style: inherit; font-size: 18px; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">“The benefits and care of employees is obviously world class, and compensation is almost unmatchable. But the company attracts some of the best talent and best people to work with in the world . . . It’s great to wake up in the morning and hear that the company you work for is going to try and defeat death or bring [I]nternet in balloons to rural areas.” – Anonymous employee review of Google on Glassdoor.com</p>
</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Ok, so maybe not all companies can afford to give their employees <a href="http://www.quora.com/What-is-the-best-Google-employee-perk-and-why" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">free food and ridiculous life insurance benefits</a>, but we can still learn a few things from this glowing review. Google encourages high levels of employee engagement, with over 90 percent of its <a href="http://www.fastcompany.com/3007268/where-are-they-now/not-happy-accident-how-google-deliberately-designs-workplace-satisfaction" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">employees participating in annual company surveys</a>. Everyone knows Google is motivated to make its workplace better because the company stresses its purpose so clearly and works <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">with </em>its employees to accomplish its goals. It also helps that the company allows its employees to work on their own projects for up to <a href="http://www.nytimes.com/2007/10/21/jobs/21pre.html" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">20 percent of their workweek</a> – which employees tend to use for work-related projects anyway.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">If you’re looking to make your <a href="https://www.recruiter.com/employee-motivation.html" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">employees happier</a> on a budget, start by making sure your employees know why they’re there. Emphasize the difference your organization is making in the world and why it should matter to your employees. Employees need to feel as though they’re working on something that is important to them — not something their boss is forcing them to do. A free lunch every once in a while couldn’t hurt, either.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Top Small Business: Motley Fool</strong></h3>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;"><p style="margin-bottom: 32px; padding: 0px; border: 0px; font-style: inherit; font-size: 18px; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">“You are surrounded by intelligent, down-to-earth people that make you better, every day. Your coworkers challenge you to keep improving yourself mentally, physically, and in your role. It is an ever changing job that keeps you interested for the long haul.” — Anonymous employee review of Motley Fool on Glassdoor.com</p>
</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Motley Fool is a financial services company, so it can’t stress the good it’s doing for the world as clearly as Google can — not that financial services aren’t important! What the company does offer, though, is just as important: a culture in which everyone is constantly encouraged to improve by the people they work with, not by a boss looking over their shoulder. Many <a href="http://www.glassdoor.com/Reviews/Motley-Fool-Reviews-E10051.htm" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">reviews of the company</a> also cited opportunities for upward mobility. A great culture coupled with professional advancement gives employees a great sense of purpose when working.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Both Google and Motley Fool offer us glimpses at how organizations can make the most of their resources to engage their employees. Given that <a href="http://www.officevibe.com/blog/stats-employee-engagement-infographic" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">engaged employees</a> are 87 percent less likely to leave their jobs than disengaged employees aren't, no one can take making employees happy for granted.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"></p>
<p dir="ltr" style="line-height: 2.1333333333333333; margin-top: 0pt; margin-bottom: 24pt;"><span style="font-size: 18px; font-family: Georgia; color: #232629; font-weight: bold; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">Bio: Maren Hogan</span></p>
<p dir="ltr" style="line-height: 2.1333333333333333; margin-top: 0pt; margin-bottom: 24pt;"><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">Maren Hogan is a community builder and seasoned</span> <a href="http://www.redbranchmedia.com/" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">marketer in the HR and Recruiting industry</span></a><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></p>
<p dir="ltr" style="line-height: 2.1333333333333333; margin-top: 0pt; margin-bottom: 24pt;"><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">You can read more of her work on</span> <a href="http://marenated.com/" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">Marenated.com</span></a><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter</span> <a href="https://twitter.com/marenhogan" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">@marenhogan</span></a> <span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">— she’s funnier there.</span></p>
<p><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;"> </span></p>Wise Up for Emotional Intelligence in the Workplacetag:recruitingblogs.com,2016-01-08:502551:BlogPost:19397562016-01-08T15:21:32.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557578757?profile=original" target="_self"><img class="align-left" height="367" src="http://storage.ning.com/topology/rest/1.0/file/get/1557578757?profile=RESIZE_1024x1024" width="458"></img></a> As employers we hold a certain amount of power. I don’t just mean writing the checks and providing financial stability; I mean employers and company leaders can affect each employee’s day-to-day quality of life. Whether leaders aren’t aware, or they’ve…</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557578757?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557578757?profile=RESIZE_1024x1024" width="458" class="align-left" height="367"/></a>As employers we hold a certain amount of power. I don’t just mean writing the checks and providing financial stability; I mean employers and company leaders can affect each employee’s day-to-day quality of life. Whether leaders aren’t aware, or they’ve simply forgotten in the monotony of it all, their attitude, communication and leadership styles can all have a big impact on the overall happiness of their workforce.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Very recently, we collectively lost a childhood friend and mentor, comedian and actor Robin Williams. Since the loss, I’ve seen a lot of friends urging one another to keep in mind the silent emotional struggles of those around us. This isn’t the first time we’ve had such a tragic and harsh wake-up call, and sadly, it won’t be the last. So what can be done besides a thoughtfully crafted Facebook post?</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Be aware of your own influence</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">As leaders, we often forget the influence that we can have on a day, a career, a life. The <a href="http://www.businessinsider.com/average-annual-hours-worked-for-americans-vs-the-rest-of-the-world-2013-8" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">average full-time, US worker</a> spends about 1,700 hours per year at work. It truly is up to company leaders how each of those 1,700 hours are spent.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">I have personally had a few bosses who would come into work like an emotional tornado. You were either going to have a great, uplifting and fun shift, or you were going to grow more bitter with each passing minute that you will never get back, and it would all depend on what mood the boss was in.</p>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;">“Employees have a positive relationship with supervisors who care. Just one-third of respondents believe their manager cares about their personal lives, but 54% of these are engaged. Among the two-thirds who do not believe this, only 17% are engaged. There is a dramatic opportunity to <a href="http://www.dalecarnegie.com/assets/1/7/Enhancing_Employee_Engagement-_The_Role_of_the_Immediate_Supervisor.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">boost engagement</a> by managers demonstrating a caring attitude to staff.” – <a href="http://www.dalecarnegie.com/online_training/ppc/dale_carnegie_training_courses/?keycode=Google_ppcAUG14_Branded&gclid=CjwKEAjw9qafBRCRiYrL4-fpuFkSJACvocQ1JtrfUA8TdQFcl5RbwmPa9NJVEVCUJajA5sh-wHu96hoC_vfw_wcB" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Dale Carnegie</a>, The Role of the Immediate Supervisor</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Some <a href="http://www.forbes.com/sites/stevecooper/2013/03/18/look-for-employees-with-high-eq-over-iq/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">workplace management experts</a> contend that having high levels of EI (Emotional Intelligence) is actually more important in leadership than having a high IQ. Wake up to the power of your own influence, learn your own triggers, and make an honest commitment to forging positive relationships with your workforce.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Get in-tune with your workforce</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Beyond getting in touch with one’s own emotions and triggers, the other side of emotional intelligence is the ability to monitor other people’s emotions; the skill to discriminate between different emotions, label them appropriately, and to use emotional information to guide thinking and behavior.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Emotional intelligence allows leaders to understand the emotions, triggers and feelings of those around them. This understanding helps them to manage relationships and situations more effectively. These leaders are responsive, rather than reactive. Leaders with high levels of emotional intelligence are more often successful in their roles. <a href="https://plus.google.com/u/0/114454700223197418706/posts" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Caroline Smith of MindTools</a> explains why:</p>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;">“…Because they’re the ones that others want on their team. When people with <a href="http://www.mindtools.com/pages/article/newCDV_59.htm" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">high EI</a> send an email, it gets answered. When they need help, they get it. Because they make others feel good, they go through life much more easily than people who are easily angered or upset.”</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Forbes business advice contributor, Steve Cooper reported on an international study of over 500 senior execs that revealed that <a href="http://www.forbes.com/sites/stevecooper/2013/03/18/look-for-employees-with-high-eq-over-iq/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">emotional intelligence</a> was a better predictor of success than either relevant previous experience or even a high IQ.</p>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;">“Leaders are so focused on remaining relevant for their own personal gain that they have forgotten to be more sensitive about <a href="http://www.forbes.com/sites/glennllopis/2012/09/24/5-ways-to-lead-with-emotional-intelligence-and-boost-productivity/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">how to best serve their employees</a> (the people who help give them relevancy)…Beyond the traditional leadership roles and responsibilities, today’s workplace uncertainty requires leaders to be much more sensitive about what matters most to their employees.” – <a href="http://www.forbes.com/sites/glennllopis/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Glen Llopis</a>, Workplace Leadership and Innovation Expert</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">There are assessments, courses and entire training programs dedicated to emotional intelligence in the workforce. I’m all for training and tools, but right now might be a better time to simply reflect on how we impact those around us at work, and what we can do to make each interaction just a little more genuine, and respectful.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>Employee Satisfaction is More Vital Than You Realizetag:recruitingblogs.com,2015-12-29:502551:BlogPost:19368342015-12-29T16:25:49.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #333333; font-family: Lato; font-size: 16px; line-height: 24px;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580147?profile=original" target="_self"><img class="align-left" height="216" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580147?profile=RESIZE_1024x1024" width="486"></img></a> Employee dissatisfaction is getting wildly out of hand. Right Management conducted a survey in which they gathered responses from 411 workers in the US and Canada. The survey found that a mere …</span></p>
<p><span style="color: #333333; font-family: Lato; font-size: 16px; line-height: 24px;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580147?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580147?profile=RESIZE_1024x1024" width="486" class="align-left" height="216"/></a>Employee dissatisfaction is getting wildly out of hand. Right Management conducted a survey in which they gathered responses from 411 workers in the US and Canada. The survey found that a mere </span><a href="http://www.forbes.com/sites/susanadams/2012/05/18/new-survey-majority-of-employees-dissatisfied/" target="_blank" style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box; color: #d02027; line-height: 1.5;">19% were satisfied with their jobs</a><span style="color: #333333; font-family: Lato; font-size: 16px; line-height: 24px;"> and another 16% said they were “somewhat satisfied”. The rest were either “somewhat unsatisfied” or “completely unsatisfied.” These numbers are dismal and your organization might be in the same state. So what’s going on here?</span></p>
<h3 style="max-width: 100%; xg-p: relative; margin: 1em 0px 0.5em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 1.5; text-transform: uppercase; color: #333333;"><strong style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box;">BURNOUT</strong></h3>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">Burnout, stress and frustration have gone on too long in the corporate world as the norm at work. No one complains, nothing gets done and employees and business suffer. Poor pay and increasing workload was the leading factor in why <a href="http://www.huffingtonpost.com/2013/04/10/work-stress-jobs-americans_n_3053428.html" target="_blank" style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box; color: #d02027; line-height: 1.5;">8 out of 10 US workers are stressed about their jobs</a>, revealed by a Harris Interactive Annual Workplace Stress Study of over 1,000 employed Americans.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">Burnout leads to turnover and turnover leads to monetary losses for the company. What most companies perceive they are saving in lower labor costs, they are probably paying for in turnover. A study from the Center for American Progress reveals that for all US jobs earning less than $50,000 per year (40%), the <a href="http://www.cbsnews.com/news/how-much-does-it-cost-companies-to-lose-employees/" target="_blank" style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box; color: #d02027; line-height: 1.5;">average cost of replacing an employee amounts to 20%</a> of the person’s annual salary.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">While it would be fantastic to simply pay more, those decisions are quite often out of direct leadership’s hands. Forbes contributor, Nicole Marie Richardson, defines <a href="http://www.inc.com/guides/2010/04/reduce-office-stress.html" target="_blank" style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box; color: #d02027; line-height: 1.5;">10 ways to reduce office stress</a>. Among them: encourage frequent breaks, smile often and don’t sweat the small stuff.</p>
<h3 style="max-width: 100%; xg-p: relative; margin: 1em 0px 0.5em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 1.5; text-transform: uppercase; color: #333333;"><strong style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box;">BOSS PROBLEMS</strong></h3>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">We’ve all had at least one bad boss. Employer/employee relationship issues are the number one reason that employees voluntarily leave a position. Seventy-five percent of people voluntarily leaving their job are doing so because of their boss, not their position. It’s old news that employees quit bosses, not jobs. There’s nothing new here, except for the solution.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">Smart leaders are doing away with traditional yearly employee feedback surveys. They are now switching to a more targeted and frequent way of soliciting and implementing feedback. These companies are collecting feedback on a monthly basis, but it works both ways; a Towers Watson study shows that 43% of engaged employees receive feedback at least once a week. This strategy makes the process far less painstaking. Instead of a huge yearly process, it is broken down into multiple surveys that are quick to take, organize and implement. Additionally, this method allows the information gathered to be acted upon in a timely manner. Yearly surveys are so ineffective because nothing is acted upon when the issue actually occurs.</p>
<h3 style="max-width: 100%; xg-p: relative; margin: 1em 0px 0.5em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 1.5; text-transform: uppercase; color: #333333;"><strong style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box;">DISENGAGEMENT</strong></h3>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">A Gallup poll uncovered that <a href="http://dailyinfographic.com/10-shocking-statistics-about-employee-engagement-infographic" target="_blank" style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box; color: #d02027; line-height: 1.5;">70% of US workers are not engaged</a> at work. Disengaged workers are less productive, less creative and they affect those engaged workers around them negatively. It also affects the bottom line; companies with engaged employees outperform those without by 202%.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">Dale Carnegie, a leader in employee engagement, offers <a href="http://www.dalecarnegie.com/employee-engagement/engaged-employees-infographic/" target="_blank" style="max-width: 100%; xg-p: relative; margin: 0px; padding: 0px; word-wrap: break-word; box-sizing: border-box; color: #d02027; line-height: 1.5;">5 tips to get your workforce engaged</a>:</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">• Senior leadership must articulate a clear vision to all employees.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">• Employees should be encouraged to communicate openly and influence the company’s vision through their input.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">• Direct managers should foster healthy relationships with their employees.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">• Senior Leadership should continuously demonstrate that employees have an impact on their work environment.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">• Managers should show employees that they are valued as true contributors, giving them a sense of empowerment.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;">Whether it’s burnout, boss problems or disengagement, the numbers are saying that a majority of employees are having these issues. Just one of these workplace dissatisfiers could be enough to kill a career. Do your company numbers match the statistics found in this post? If so, you’re in the majority and this is one time that you don’t want to be.</p>
<p style="max-width: 100%; xg-p: relative; margin-top: 1em; padding: 0px; word-wrap: break-word; box-sizing: border-box; font-family: Lato; line-height: 24px; color: #333333; font-size: 16px;"></p>
<p dir="ltr" style="line-height: 2.1333333333333333; margin-top: 0pt; margin-bottom: 24pt;"><span style="font-size: 18px; font-family: Georgia; color: #232629; font-weight: bold; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">Bio: Maren Hogan</span></p>
<p dir="ltr" style="line-height: 2.1333333333333333; margin-top: 0pt; margin-bottom: 24pt;"><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">Maren Hogan is a community builder and seasoned</span> <a href="http://www.redbranchmedia.com/" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">marketer in the HR and Recruiting industry</span></a><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></p>
<p><span id="docs-internal-guid-8bcbc544-ee8f-17c7-7875-b9cbd6785dbf"><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">You can read more of her work on</span> <a href="http://marenated.com/" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">Marenated.com</span></a><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter</span> <a href="https://twitter.com/marenhogan" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">@marenhogan</span></a> <span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">— she’s funnier there.</span></span></p>The Best of Best Practices in 2015tag:recruitingblogs.com,2015-12-18:502551:BlogPost:19357692015-12-18T15:30:00.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580374?profile=original" target="_self"><img class="align-left" height="264" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580374?profile=RESIZE_1024x1024" width="426"></img></a> There are a ridiculous amount of blog posts, conferences, training programs and experts out there with opinions that run the gamut when it comes to the best management styles. One camp is behind responsibility and …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580374?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580374?profile=RESIZE_1024x1024" width="426" class="align-left" height="264"/></a>There are a ridiculous amount of blog posts, conferences, training programs and experts out there with opinions that run the gamut when it comes to the best management styles. One camp is behind responsibility and </span><a href="http://drivingresultsthroughculture.com/build-a-culture-of-accountability/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">accountability culture</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">, and another believes in the </span><a href="http://www.tlnt.com/2012/08/22/continuous-feedback-it-may-be-a-better-approach-than-the-annual-review/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">continuous feedback</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> and constant goal-tracking style. There are a ton of different best practices out there, but if they’re conflicting, how can they really all be “best practice”?</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">So how are leaders supposed to find that sweet spot in leadership that makes room for both empowerment and getting the job done? Well a pretty large-scale, brand new <a href="http://www.leadershipiq.com/wp-content/uploads/2014/06/Leadership-IQ-Optimal-Hours-with-the-Boss-Study-2014.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Leadership IQ study</a> might just help with that age-old question. This 2014 study of 32,410 North American executives, managers and employees asked these two very important questions (among many others) to get the answer:</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">“How many hours per week DO people spend interacting with their direct leader?”</em></li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">“How many hours per week SHOULD people spend interacting with their direct leader?”</em></li>
</ul>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The median amount of time that workers spend interacting with their direct leader is 3 hours</strong>.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Does that sound about right? It shouldn’t, because the study concluded that this was not a sufficient amount of time for employees to spend with their direct leaders. Just about half of those surveyed spend 3 hours or less per week interacting with their direct leaders. They also found that 20% of people spend as little as 1 hour per week. If 3 hours isn’t cutting it, what is the magic number reported by these survey participants?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The survey reported that the optimal amount of time for workers to spend interacting with their direct leader is 6 hours.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The study revealed that less than 30% of workers spend 6 or more hours per week with their direct leader. The other 70% of employees are not getting a sufficient amount of <a href="http://blogs.wsj.com/atwork/2014/06/19/are-you-spending-enough-time-with-your-boss/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">time with their leaders</a>, and it is causing a myriad of completely avoidable issues in the workforce. Those workers who receive the adequate amount of interaction from their leaders are more inspired, engaged, innovative, and more <a href="http://iveybusinessjournal.com/topics/the-workplace/the-four-intrinsic-rewards-that-drive-employee-engagement#.U86wp4BdVC8" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">intrinsically motivated</a>. As attraction and retention continue to top the list of concerns that business owners are facing today, the solution to these common business issues could be as simple as more time spent.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Sometimes, you can have too much of a good thing</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">That being said, the study also revealed that there is such a thing as “too much time”. In the same manner that traits like inspiration, engagement, motivation etc., shot up with more time spent with a direct leader, these traits also took a hit when the 6-hour mark was surpassed. I’m telling you, they literally found the sweet spot.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">In other words, there seem to be negative returns from employees when they interact with their direct leaders for more than 6 hours per week. Surprised? I know I was. Engagement was the most strongly affected trait, increasing 30% from those employees who only spend an hour per week with their direct leader, to those who spend 6. You would think that such dramatic increases would continue to climb for each of the traits mentioned, but they all level off, or decline.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Face-to-face time wins</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The study also revealed that this 6-hour sweet spot of time is most optimally spent <a href="http://sloanreview.mit.edu/article/why-showing-your-face-at-work-matters/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">face-to-face</a>. While email is an unavoidable part of communication today, remember to work in some one-on-one time to get the most out of your 6 hours.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The moral of the story is that most leaders aren’t spending enough time with their employees. Is that really something we didn’t know? No, but most of us probably had no clue that the optimal amount of time to spend with workers was so attainable! 6 hours isn’t asking too much, especially when you consider the kinds of returns in motivation, innovation and engagement that this study revealed.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">I’d like to end on a friendly note reminding leaders to enjoy this time with their workers, and keep in mind the successes that can come of a more employee-centric culture. Please do not cram this time into <a href="http://www.cbsnews.com/news/how-much-do-useless-meetings-cost/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">another useless meeting</a>. Nice try, but it doesn’t count.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</strong></p>The Future of Mobile JobSeekingtag:recruitingblogs.com,2015-12-11:502551:BlogPost:19347812015-12-11T14:53:36.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #666666; font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; font-size: 14px; line-height: 19.6px;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557576412?profile=original" target="_self"><img class="align-left" height="234" src="http://storage.ning.com/topology/rest/1.0/file/get/1557576412?profile=RESIZE_1024x1024" width="351"></img></a> We’ve talked about mobile jobseekers in the past and every time we have the conversation, executives get frustrated at the speed at which job seekers are going. The sheer velocity of mobile adoption has those in the recruiting and HR…</span></p>
<p><span style="color: #666666; font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; font-size: 14px; line-height: 19.6px;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557576412?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557576412?profile=RESIZE_1024x1024" width="351" class="align-left" height="234"/></a>We’ve talked about mobile jobseekers in the past and every time we have the conversation, executives get frustrated at the speed at which job seekers are going. The sheer velocity of mobile adoption has those in the recruiting and HR Technology fields scratching their heads and worried about their wallets.</span></p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;">In fact, a full 75% of jobseekers find themselves searching for a job via mobile, although only 44% apply via mobile, according to a <a href="http://www.glassdoor.com/blog/9-10-job-seekers-search-jobs-mobile-glassdoor-state-mobile-job-search-survey/" style="padding: 0px; margin: 0px; font-family: inherit; line-height: 1.4em; border: 0px; font-style: inherit; font-variant: inherit; font-stretch: inherit; vertical-align: baseline; color: #2c84cc; text-decoration: none; cursor: pointer; outline: none; box-sizing: border-box;">Glassdoor mobile survey</a>, opting instead to send the information to themselves on a desktop and finishing the application process online that way. But with tools emerging that will allow more than just job search on a mobile device and even various job boards getting in on the smartphone jobseeker universe, it’s only a matter of time before true application online via a mobile device becomes a reality.</p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;">Here is what’s standing in our way:</p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;"><strong style="padding: 0px; margin: 0px; font-family: inherit; line-height: inherit; border: 0px; font-style: inherit; font-variant: inherit; font-stretch: inherit; vertical-align: baseline; box-sizing: border-box;">The Big Guys</strong></p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;">For some reason, despite not being the massive job creators we all thought they were, the Fortune 500 still holds some cache in the recruiting space. We look to them for best practices and case studies as though their recruiting experience reflected what most of deal with on a day-in, day-out level. In fact, less 95% of the Fortune 500 companies have a mobile-optimized application process, according to the Corporate Mobile Readiness Report. Needless to say, this makes searching for information on a career at these companies very difficult from a smart device. Because these companies usually have significant brand recognition, it feels like a wasted opportunity.</p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;"><strong style="padding: 0px; margin: 0px; font-family: inherit; line-height: inherit; border: 0px; font-style: inherit; font-variant: inherit; font-stretch: inherit; vertical-align: baseline; box-sizing: border-box;">The Perception</strong></p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;">I’ve heard recruiters say they were likely to take a candidate less seriously if they knew they applied from a mobile device, which is fairly ludicrous. After all, if one can apply via mobile and upload a resume from an iPad, while sending a link to their portfolio via smartphone, that shows a range of technical skills that we used to be willing to pay more for. However, for some professional hiring specialists, this ability (by applicants) to multi-task and use technology for the job hunt translates somehow into a laissez fiare attitude about the job in question.</p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;"><strong>The Fear:</strong></p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;">Lots of candidates are terrified of making a grammatical or spelling mistake (thanks autocorrect!) on a mobile application. It’s a relatively healthy fear, based on what we’ve discussed above, as recruiters who see thousands of applications over the course of their career tend to get tired of seeing mistakes. Smartphones are making strides in being more usable, but only on June 2 did Apple release third-party keyboard apps into their iOS as an option. Since the iPhone is fairly ubiquitous among the job seeking public, it’s fair to say that maybe the editing features will become less of a hurdle in the coming months.</p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;">The Sisyphean length of job applications: For the love of everything holy, you don’t need someone’s social security number to allow them the privilege of applying for a job. Front loading applications is something marketers have been doing for years. Name, job, email, link to online profile. It COULD be that easy but it’s rare the company that wants to chase down the additional information. But imagine for a moment (since the job cycle is still up to 45 days anyway) that the applicant could provide a minimum amount of info, just enough for the reported 6 seconds recruiters spend looking at a resume /profile anyway and then be prompted to add another “chunk” of data if they were suitable to proceed? Wouldn’t that make mobile easier for the recruiter and the jobseeker to swallow?</p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;">Of course there are additional hurdles to keep mobile at the back of the proverbial school lunch line when it comes to online applications, but these are the ones that keep it from becoming an early adopter paradise and slow down the pipeline of what COULD be the biggest thing to hit jobseeking in a good long while. But still isn’t.</p>
<p style="padding: 0px; margin-top: calc(14px - 0.2em); margin-bottom: calc(14px - 0.2em); font-family: 'Helvetica Neue', HelveticaNeue, Helvetica, Arial, sans-serif; line-height: 19.6px; border: 0px; font-stretch: inherit; font-size: 14px; vertical-align: baseline; color: #666666; box-sizing: border-box;"></p>
<p dir="ltr" style="line-height: 2.1333333333333333; margin-top: 0pt; margin-bottom: 24pt;"><span style="font-size: 18px; font-family: Georgia; color: #232629; font-weight: bold; font-style: italic; vertical-align: baseline; white-space: pre-wrap;">Bio: Maren Hogan</span></p>
<p dir="ltr" style="line-height: 2.1333333333333333; margin-top: 0pt; margin-bottom: 24pt;"><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">Maren Hogan is a community builder and seasoned</span> <a href="http://www.redbranchmedia.com/" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">marketer in the HR and Recruiting industry</span></a><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></p>
<p dir="ltr" style="line-height: 2.1333333333333333; margin-top: 0pt; margin-bottom: 24pt;"><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">You can read more of her work on</span> <a href="http://marenated.com/" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">Marenated.com</span></a><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter</span> <a href="https://twitter.com/marenhogan" style="text-decoration: none;"><span style="font-size: 18px; font-family: Georgia; color: #8c68cb; vertical-align: baseline; white-space: pre-wrap;">@marenhogan</span></a> <span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;">— she’s funnier there.</span></p>
<p><span style="font-size: 18px; font-family: Georgia; color: #232629; vertical-align: baseline; white-space: pre-wrap;"> </span></p>10 Reasons You Want to Provide a More Flexible Workplacetag:recruitingblogs.com,2015-12-04:502551:BlogPost:19331622015-12-04T15:00:00.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557577726?profile=original" target="_self"><img class="align-left" height="244" src="http://storage.ning.com/topology/rest/1.0/file/get/1557577726?profile=RESIZE_1024x1024" width="366"></img></a> Flexible workplaces sound great, but what’s the value of actually offering this? Software Company …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557577726?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557577726?profile=RESIZE_1024x1024" width="366" class="align-left" height="244"/></a>Flexible workplaces sound great, but what’s the value of actually offering this? Software Company </span><a href="http://www.glassdoor.com/Overview/Working-at-Intuit-EI_IE2293.11,17.htm" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Intuit</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> predicts that by 2020, 40% of the American workforce will be freelancers, contractors or temp workers. The freedom of this type of work is what the vast majority of us want –setting your own hours, no one constantly looking over your shoulder, experiencing autonomy and having a strong sense of accountability. Flex work and telecommuting have also become wildly popular, for the same reasons.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><a href="http://employers.glassdoor.com/blog/tag/employees/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Employees</a> are looking for this kind of freedom, and employers have some pretty powerful reasons to grant their wish…</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">39% of temp workers transition into new jobs.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Temp workers or contractors present a great opportunity to “test drive” prospective employees. The same goes for the worker, they are able to get a feel for the organization, and gauge their fit before anyone signs on the dotted line.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">80% of employees said they would be happier with more flexible work options.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">While it’s vital that leaders make the distinction between <a href="http://employers.glassdoor.com/blog/tag/employee-engagement/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">employee engagement </a>and employee happiness, what the heck is wrong with making them happy too?!</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Flexible working makes employees 39% more productive.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You don’t have to be a financial analyst to realize that that significant of an increase in productivity is going to translate into increased profits. While the benefits that flex time or remote working lend employees are helpful, the bottom line is what is going to drive most organizational changes, and this one seems worthwhile.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">2/3 of employees who were offered flex work opportunities reported greater job satisfaction.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Preventable turnover has become a $750 million dollar issue in the US. In a society full of disengaged, unsatisfied and underemployed workers, doesn’t it make sense to offer something that you know will increase the majority of your workforce’s satisfaction?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Flex work programs reduce unscheduled absences by 63%.</strong><br style="box-sizing: border-box;"/>When I first read this, I thought, “Big whoop”. That is probably what a lot of new-to-management folks like me are thinking as well, until they learn this issue carries an average cost per year, per employee of $1,800. That is in fact kind of a big whoop!</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Stress is 2x higher for workers who don’t have flex work options.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">A Tower Watson study revealed that stress/overload is the #2 reason that employees leave their jobs. As employers turn their focus to attraction and retention, offering flex time or remote working options seems to be a viable route.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">60% of flex work employees would likely leave their jobs if they lost their ability to work flexibly</strong>.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Again, we’re seeing that flex work options are a strong combatant of turnover, one of the leading issues for employers today. Employees are starting to see flex work options as a leading perk in attraction and retention.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">72% of job candidates will choose an employer who offers flex work options, over one who doesn’t.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><a href="http://employers.glassdoor.com/blog/tag/recruiting/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Recruiters</a> call it the “war for talent” for good reason –it’s tough out there to source, attract and hire quality <a href="http://employers.glassdoor.com/blog/tag/top-talent/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">talent</a>. Flex work options are ideal for those candidates who de well with accountability, autonomy and responsibility.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">80% of organizations that offer mobile work styles have already seen cost-related benefits.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Again, at the end of the day, it all comes down to the bottom line in business. It can be tough for employers to find benefits for employees that are cost effective and impact productivity positively; flex work seems to cover all the bases.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Employees who work remotely save an average of $4,500 per year.</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Recruiters should have that statistic in a framed cross-stitch, hanging behind their desk. This is a huge incentive to offer quality candidates that doesn’t cost the organization very much at all. In fact, it will often yield returns that far exceed the cost of setting remote workers up with the right tools and technology.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Remote and flex time work options aren’t just perks that workers are looking for, they are exactly the perks that <a href="https://www.glassdoor.com/employer-branding/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">employers</a> should be offering, highlighting and incentivizing for their own benefit as well. The numbers make it clear; a flexible workforce is a successful workforce.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</strong></p>How to be a Mentor in the Workplacetag:recruitingblogs.com,2015-11-13:502551:BlogPost:19303192015-11-13T16:04:09.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557579517?profile=original" target="_self"><img class="align-left" height="259" src="http://storage.ning.com/topology/rest/1.0/file/get/1557579517?profile=RESIZE_1024x1024" width="401"></img></a> Once you have gained some experience in a specific career field, you are going to be asked to play a bigger role with junior employees. Words like manager, mentor, coach, leader, and others may be thrown your way. So of these titles must be awarded to…</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557579517?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557579517?profile=RESIZE_1024x1024" width="401" class="align-left" height="259"/></a>Once you have gained some experience in a specific career field, you are going to be asked to play a bigger role with junior employees. Words like manager, mentor, coach, leader, and others may be thrown your way. So of these titles must be awarded to you, but no matter where you end up your experience can always make you a good mentor. Investing in another employee has amazing benefits for your team, the employee in question, and your career.</span></p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Against your Fight or Flight Instinct</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">As an older experienced employee, you may feel threatened by new hires with different skills, or just a younger generation becoming more prevalent. Before you start <a href="https://hbr.org/2014/12/how-to-prevent-experts-from-hoarding-knowledge" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">hoarding knowledge</a> or looking for a new job, consider taking the mentor role and helping them be more productive. There is a good chance that if you help them now, they will be more likely to stand-up for you later.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Be open to <a href="http://blog.redbranchmedia.com/2015/04/27/6-worst-practices-for-employee-engagement/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">employees asking you questions</a> about your skills and your experience, you might actually enjoy being able to share your experience. In fact, managers may benefit from a mentorship role in another department. Mentoring promotes higher performance, and a high-performing workforce leads directly to increased achievement of company goals. <a href="http://www.mentorcloud.com/blog/2015/6/7/7-trends-in-employee-engagement-and-what-role-mentoring-plays" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">On a managerial level, statistics show that mentoring</a> can increase managerial productivity by 88% when managers are involved in a corporate mentorship program, as compared to only a 24% increase when managers received only training but no mentorship.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">A Mentor is Not a Manager...or a momager</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Manager is a term that is just as misunderstood as a late-night-after-party-half-asleep-poor-judgement text. A manager is an given title to those who have the obligation to <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">manage</em> something. These individuals can be, but many times are not, great leaders, coaches or mentors. If you are a manager it may be difficult to take the role as a mentor.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">If you are not sure whether you are a <a href="http://www.theglobeandmail.com/report-on-business/small-business/sb-managing/leadership/are-you-a-manager-or-a-mentor-five-ways-to-find-out/article18845830/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">manager or mentor</a>, it might be best to make that determination before you confuse your fellow employees even more. Trying to balance the two is possible, but why be marginally good at both when you will benefit colleagues more by being great at one. If your boss calls you a manager, be a manager, if your co-workers call you the gray-haired “mature” one then consider embracing the mentor role. There’s good reason to. In 2006, Sun Microsystems revealed that corporate mentors were promoted six times more often than those not in the corporate mentorship program, while mentees were promoted five times more than their non-mentored counterparts (<a href="http://knowledge.wharton.upenn.edu/article/workplace-loyalties-change-but-the-value-of-mentoring-doesnt/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">source</a>).</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Speak Less and Listen More</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Unlike the previously mentioned manager, <a href="https://blog.redbranchmedia.com/2013/08/06/90-of-mentors-are-fantastic/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">as a mentor</a> you don’t always have to say something. You might be surprised what can happen when you serve as a sounding board for workplace growing pains, or just a safe place to verbally process through a tough task. You may have a ton of advice, but choose which pieces you share and when. You may be sought out for advice, but remember they already have a manager <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">telling</em> them what to do. By remembering to listen to those who seek you out, it is possible learn something that you will find beneficial. Your mentee could even be secretly a part of your company’s <a href="http://www.wsj.com/articles/SB10001424052970203764804577060051461094004%20" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">reverse mentoring program</a>!</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Avoid the “CLM”</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Mentoring sounds like an easy, relaxed and safe role within your company, but always remember never to commit a “<a href="http://www.theglobeandmail.com/report-on-business/small-business/sb-managing/leadership/are-you-a-manager-or-a-mentor-five-ways-to-find-out/article18845830/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Career Limiting Move.</a>” For a mentee a CLM may be not accepting the offer to have lunch or a happy hour beer with an experienced employee. A CLM for a mentor might include: sharing too much, forgetting to focus on your own growth and challenges, or just giving bad advice that could come back on you. While navigating this two-lane road don’t forget what happens if you cross the line.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: Helvetica, Arial, sans-serif; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The Greater Good</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Mentoring can be formal or informal, but it may no longer be solely voluntary. “Corporate mentoring is on the rise and in fact, <a href="http://chronus.com/how-to-use-mentoring-in-your-workplace" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">71% of Fortune 500 companies </a>offer mentoring programs to their employees.” These programs will continue to help the advancement of your employees and your company. The best mentoring can come from your current employees if they are open and engaged with the process. Implementation and <a href="https://www.recruiter.com/i/how-to-build-a-successful-mentoring-program/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">participating in all types of mentoring programs </a>can result in the cultivation of skills, insights, collaboration and inevitability employee retention.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">If you can’t see how <a href="https://soundcloud.com/redbranchmedia/red-branch-midia-episode-7-mentoring-mixdown" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">being a mentor</a> can not only be advantageous for you and your co-workers, remember it might actually be enjoyable too. After receiving mentoring from teachers, business leaders, local leaders and of course my incredibly talented parents, I have learned that sharing your experiences is a part of being productive in the workforce. TalentCulture posted a great How To article from practitioner Gareth Cartman, which delineates best practices for <a href="http://www.talentculture.com/talent-management/make-the-most-of-employee-mentoring/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">setting up an informal mentoring program</a> within your workforce.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>Workplace Transparency: The Future of Teamworktag:recruitingblogs.com,2015-10-30:502551:BlogPost:19232102015-10-30T14:44:20.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557571328?profile=original" target="_self"><img class="align-left" height="246" src="http://storage.ning.com/topology/rest/1.0/file/get/1557571328?profile=RESIZE_1024x1024" width="368"></img></a> The future of teamwork is all about workplace …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557571328?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557571328?profile=RESIZE_1024x1024" width="368" class="align-left" height="246"/></a>The future of teamwork is all about workplace </span><a href="http://employers.glassdoor.com/search/transparency" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">transparency</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">. Teamwork is no longer hidden behind vertical blinds or within conference room B; today’s teamwork is out in the open, at least in theory. Many new software platforms include features that put goals, accountability and even </span><a href="http://www.glassdoor.com/Salaries/index.htm" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">salaries</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> out in the open. And just in time too! A full three-quarters of workers would rather be on their own. Why? Because 70% of respondents in a study by the University of Phoenix cite being part of a dysfunctional team. In order for teamwork to continue being the bedrock of productivity, transparency is key.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The future of teamwork is also technology enabled. Technologies like Skype, Yammer, Dropbox and Remote Check in apps are making remote teamwork more possible than many of us believed. Global Workplace Analytics reports an 80% increase in the number of remote workers since 2005, meaning this couldn’t have come at a more opportune time. Analysts have no reason to believe the numbers will not continue to grow. Finding tools that support this growth (and training users on the platforms) is in part, fueling the growth of consumer based apps.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The future of teamwork is ROWE. Can you believe I am dragging ROWE right back out of the trash? I am. Results-based work, while not the productivity panacea we thought it would be, is proving to be the work-type of future collaboration. Why? Because accountability is tied into both the aforementioned qualities. It is nearly impossible to have a fully functional and productive team without comprehensive (but brief) check-ins based on goals, and many of the tools that support these progressive results based teams were created to support the remote (and in-office) teams.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The future of teamwork is engaged. With talent management pros across the globe trying to “solve” the issue of <a href="http://employers.glassdoor.com/tag/employee-engagement/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">employee engagement</a>, more attention will (and should!) be paid to the correlation between strong, functional teams and the profile of the engaged worker. The engaged among us (13%) are “aligned with company values” and “have a friend or best friend at work” and lest you think this only holds true for cubicle dwellers, in fact, multiple studies have shown the opposite.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">According to a Gallup poll on the engagement of remote workers, working remotely less than 20% of the time is very good for engagement. We also know that working remotely frees up time for the worker and saves the company resources.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The future of teamwork is less about open office plans and more about the characteristics that will make workers more engaged, less frustrated and free to continue to innovate within the enterprise. What does your future team look like?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: none; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</strong></p>Employers Be Like, FML…Atag:recruitingblogs.com,2015-09-25:502551:BlogPost:19176412015-09-25T14:10:42.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557570969?profile=original" target="_self"><img class="align-left" height="222" src="http://storage.ning.com/topology/rest/1.0/file/get/1557570969?profile=RESIZE_1024x1024" width="324"></img></a> Let me begin by saying, the Family and Medical Leave Act is vital in protecting employees’ rights and obligations outside of work. The workplace isn’t a vacuum in which the outside world has no effect. It is quite the opposite; most of the time, life…</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557570969?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557570969?profile=RESIZE_1024x1024" width="324" class="align-left" height="222"/></a>Let me begin by saying, the Family and Medical Leave Act is vital in protecting employees’ rights and obligations outside of work. The workplace isn’t a vacuum in which the outside world has no effect. It is quite the opposite; most of the time, life trumps work, and so we have the FMLA.</span></p>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;">“The <strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">FMLA (</strong> <a href="http://www.dol.gov/whd/regs/compliance/whdfs77b.htm" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Family and Medical Leave Act</strong></a> <strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">)</strong> entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.”</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">While this protection for workers is essential, that doesn’t change the fact that unforeseen leave can be a nightmare for business, especially when the employee is desperately needed. So what’s a manager to do when a key employee has to take leave?</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The sitch</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The situation looks something like this: Kelly is, and has been one of your star employees. As such, she is playing a vital role in an upcoming system integration that needs to happen seamlessly and quickly. No worries though, because Kelly’s got it.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Oh but wait, Kelly does not have it. She has had to unexpectedly take leave to help take care of an immediate family member facing medical hardship.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The reaction</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The system integration is now in jeopardy, and there really isn’t anyone who can step up to the plate in Kelly’s absence, in this situation. Do you ask Kelly to do all she can from home? Do you redefine expectations while she’s on leave? Do you demand that the integration take precedence?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Any employee qualifying for FMLA leave has to be given the leave without being asked to do more than a minimum amount of work without negative employment repercussions. While you as the employer might end up stuck between a rock and a hard place, Kelly is entitled to take her leave without interference.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The reality</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Popular belief is that employees simply can’t be asked to do a <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">substantial</em> amount of work while on FMLA leave. Due to a recent court ruling, the boundaries are much more solid that “substantial work”. The ruling defined the following as <a href="http://www.hrmorning.com/court-outlines-work-fmla-leave/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">acceptable requests of an employee while on leave</a>, according to HRMorning:</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Pass along institutional knowledge to new staff</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Provide computer passwords</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Seek closure on completed assignments, and</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">Identify other employees to fill voids.</li>
</ul>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">As the instance of employment practices lawsuits increases, it is vital for human resource professionals and employers to keep up on new FMLA legislations and rulings. Ignorance of the law doesn’t exactly stand up too well in court.</p>
<blockquote style="margin: 50px 0px; padding: 0px 80px; border: 0px; font-size: 24px; font-family: Georgia; vertical-align: baseline; quotes: none; font-stretch: normal; line-height: 38px; outline: 0px; color: rgba(0, 0, 0, 0.85098); xg-p: relative; text-align: center; box-sizing: border-box; background: transparent;">“Family and Medical Leave Act lawsuits tripled from 2012 to 2013, a surge lawyers attributed to factors including workers’ increased awareness of their rights and an improving job market. And though businesses are becoming more savvy about their obligations, lawyers say the upward trajectory of FMLA claims isn’t likely to level off in the near future.” – 2014 Law360 Press Release</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The bottom line is that when even an irreplaceable employee needs to use their FMLA time, you as an employer need to know what the legal boundaries are. Asking a worker who is out on FLMA leave to work outside of the newly defined, acceptable scope or amount of work can put the organization in serious jeopardy.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Even a legal battle in which the employer is found innocent of wrong-doing, can be extremely costly. The average cost of <a href="http://ebn.benefitnews.com/eletter/profile/15/2045.html" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">defending an FMLA lawsuit</a> – regardless of the outcome – is $78,000, according to the Wage and Hour Division of the U.S. Department of Labor. That is enough to put some small businesses under, and put a big dent in the reputation of any organization.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Employers are very often trapped between the reality of potential abuses if their FMLA policy is too lax, and the fear of costly legal penalties if they fail to seamlessly adhere to changing and complex requirements. Employers are constantly, inadvertently running the risk of violating employee’s FMLA rights. Be sure that you and your HR team won’t be left saying FML…A.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</strong></em></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a community builder and seasoned <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">marketer in the HR and Recruiting industry</a>. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">You can read more of her work on <a href="http://marenated.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Marenated.com</a>, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">@marenhogan</a> — she’s funnier there.</p>Mobile is the Purple Squirrel Magnettag:recruitingblogs.com,2015-09-14:502551:BlogPost:19162002015-09-14T15:50:03.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557569063?profile=original" target="_self"><img class="align-left" height="280" src="http://storage.ning.com/topology/rest/1.0/file/get/1557569063?profile=RESIZE_1024x1024" width="420"></img></a> We’ve all read best practices about attracting top talent; there are about 4,987 blog posts dedicated to finding these coveted few. A recent Jobvite study has highlighted one major element of attraction in their “…</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557569063?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557569063?profile=RESIZE_1024x1024" width="420" class="align-left" height="280"/></a>We’ve all read best practices about attracting top talent; there are about 4,987 blog posts dedicated to finding these coveted few. A recent Jobvite study has highlighted one major element of attraction in their “</span><a href="http://web.jobvite.com/rs/jobvite/images/MobilityStudy.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Job Seeker Nation: Mobility in the Workforce Study</a><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">”.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">High mobility workers are defined as the portion of the labor market that has the opportunity and experience to switch jobs more frequently. They are considered the in-demand workers who have advancement opportunities within the labor market. Simply put, these are the folks you probably want working for you. Not to be confused with job-hoppers.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">What does the high mobility worker look like?</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">They make up a surprisingly small portion of the workforce. Here’s the math: 36% of job seekers have a college, or post-graduate degree. Of those job seekers, 80% are full-time employed. To get more detailed, the in-demand fields of these highly mobile job seekers are technology, manufacturing and retail. Again, the people you’re trying to attract.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The magnet part…</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Back to how “mobile is the purple squirrel magnet”. This highly mobile sector of the workforce has been proven to prefer the emerging, non-traditional methods in their job searches. In fact, twice as many of them used recruiters or social networks to find their current job. Their social site of choice is LinkedIn, while the majority of low-mobility workers (those in career fields with less advancement opportunities), turn to Facebook for their SoMe job hunt. While <a href="http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">94% of recruiters use LinkedIn</a> to scout out candidates, only 34% of job seekers are – but it looks like it’s the right 36%.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Nearly a quarter (24%) of highly mobile job seekers find the ability to apply for jobs on mobile important, and 21% find an optimized, mobile website to be important during the job search. For some, these might seem like “no-duh” statistics, but a recent LinkedIn study revealed that only 13% of employers are adequately <a href="http://talent.linkedin.com/blog/index.php/2014/02/mobile-recruiting-statistics-infographic" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">investing in mobile recruiting</a>.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">What are they looking for?</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Well we know that LinkedIn is their job search social media platform of choice, so who better to look to for the answer?! The same LI study defines exactly what job candidates are looking for when they reach your <a href="http://talent.linkedin.com/blog/index.php/2014/02/mobile-recruiting-statistics-infographic" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">mobile career site</a>.</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">94% of candidates want to see current job openings on the mobile career site.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">72% of visitors to a mobile career site expect to find a description of the company culture.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">61% of candidates want to learn about the company history.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">56% of mobile job seekers expect to find benefits information.</li>
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">45% want to explore profiles of employees.</li>
</ul>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Aren’t they taken?</strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><a href="http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Social job seekers</a> are wealthier, more highly educated and more likely to be employed full-time. So in all reality, these sought after, highly mobile workers are spoken for job-wise, but that doesn’t necessarily mean that they aren’t willing to consider other opportunities. In fact, the Jobvite <a href="http://web.jobvite.com/rs/jobvite/images/2014%20Job%20Seeker%20Survey.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Jobseeker National Study revealed</a> that 51% of employed workers are either actively seeking, or open to a new job. For highly mobile jobseekers that number is even higher at 56% and 31% of them change jobs every 1-5 years.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">I know that recruiters have preached enough about getting their efforts mobile, but the fact still remains that a mere 13% of employers are adequately investing in mobile recruiting. Yeah, I used that one again, because it’s pretty surprising. As the battle for top talent heats up, employers are going to lose out big on the opportunity to effortlessly get in front of the right audience with mobile career sites and mobile job application platforms. How does your mobile strategy look?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><span style="background-color: transparent;">You can read more of her work on Marenated.com, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter</span><span style="background-color: transparent;"> </span><a href="https://twitter.com/marenhogan" target="_blank" rel="nofollow" style="font-family: inherit; line-height: inherit; margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; outline: 0px; box-sizing: border-box; background: transparent;">@marenhogan</a><span style="background-color: transparent;"> </span><span style="background-color: transparent;">- she's funnier there.</span></p>A Simple Workplace Perk That Can Strengthen Your Culturetag:recruitingblogs.com,2015-09-08:502551:BlogPost:19154412015-09-08T14:59:55.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557566723?profile=original" target="_self"><img class="align-left" height="240" src="http://storage.ning.com/topology/rest/1.0/file/get/1557566723?profile=RESIZE_1024x1024" width="360"></img></a> As a startup, my company (and my team) have had our ups and downs in more ways than I can count. From the basement to the urban chic office, from college interns to young professionals, we’ve all grown; myself included. Because we’ve been on this road…</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557566723?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557566723?profile=RESIZE_1024x1024" width="360" class="align-left" height="240"/></a>As a startup, my company (and my team) have had our ups and downs in more ways than I can count. From the basement to the urban chic office, from college interns to young professionals, we’ve all grown; myself included. Because we’ve been on this road together for the past few years, our culture has evolved as well. This has been one turbulent journey: the Red Branch Media culture is unique. It’s intense, but it’s the heart of the company.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Possibly one of the best things I have done to grow my team is our weekly “Eatin’ Meetin’.” It started as a reward for a great week, but I quickly found out it had benefits outside of sharing a good cabernet.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Learn From Weekly Successes and Failures</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Sometimes we have great weeks and sometimes we have horrible ones, but we always take the chance to learn from our own (and our coworkers’) mistakes. I’m in the business of learning, and as a leader, I’m constantly learning from other thought leaders in the field and even from my team.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">This is our chance to talk about what we’ve accomplished throughout the week. It’s where I say “great job” or “do it this way next time,” and it’s where my employees congratulate each other on a job well done. In doing so, they not only get a better insight into the work of other departments, but they also glean thought-provoking methods they wouldn’t have otherwise tried. Not to mention, I get insights into the strengths and weaknesses of each Brancher (a nickname for the team at Red Branch Media). As KT Bernhagen, co-founder and vice president of Percoa, Inc., writes: “Just be patient. As you <a href="https://www.themuse.com/advice/6-tips-for-delegating-success" rel="nofollow" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">learn how your team works best</a>, and as they learn your expectations, things will get easier.”</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">It has been a difficult, yet necessary, task for myself.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Make It More Than Just a Recap</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><a href="http://info.theladders.com/career-advice/secrets-to-running-effective-meetings" rel="nofollow" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Career publication</a> The Ladders suggests leaders keep meetings to 30 minutes or fewer, and we adhere to that — mostly. After we’ve spent the first 30 minutes or more covering the best and worst of the past five days, we chat. If there is one thing I have learned from my (chatterbox) team, it’s that employees need this outlet. On Monday, we hit the ground running and typically don’t stop until 3:30 p.m. on Friday afternoon. Eatin’ Meetin’ has become our time to unwind and bond with teammates.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Walk the Line</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Even during Eatin’ Meetin’, I have to remember that I am my team’s leader — I am not their friend, nor am I their mother. It’s an important time to bond with my employees and for them to bond with each other, but there are boundaries I can’t cross as a leader. Michael Holland explains: “Truly effective, <a href="http://www.bishophouse.com/new-leader/draw-the-line-youre-the-boss-not-their-best-friend/" rel="nofollow" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">wise leaders have learned</a> that the tough decisions and conversations are best handled from an objective vantage point. A leader who is biased in decision-making or in disciplinary action over concern for how he will be perceived will make weak decisions. Weak decisions breed low respect from employees.”</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Our weekly Eatin’ Meetin’ walks that line successfully. It has taken a couple of years to find that balance, but after trial and error, I’ve finally found the mixture of leader and friend that fits the Red Branch Media culture. They might get wine, cheese and crackers on Friday afternoons, but at the end of the workweek my team still respects me as a leader.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The weekly get-together is ingrained in our culture. It’s a chance for us to learn from each other, for me to give some leadership insights and for my employees to connect with each other on a professional (and personal) level. However, with every small team, it’s important to walk the very fine line between leader or mentor and friend. With Eatin’ Meetin’, my team has grown to respect me, my knowledge and my decisions. They trust me as a leader. What have you done to create a culture that’s distinctively yours?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></strong></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">You can read more of her work on Marenated.com, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter @marenhogan - she's funnier there.</strong></p>Top 5 Headaches Today's Employers Face (And How You Can Address Them)tag:recruitingblogs.com,2015-08-31:502551:BlogPost:19144242015-08-31T14:53:55.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557568567?profile=original" target="_self"><img class="align-left" height="269" src="http://storage.ning.com/topology/rest/1.0/file/get/1557568567?profile=RESIZE_1024x1024" width="336"></img></a> Employers (like myself) juggle hundreds of problems at any given time, and having a crowded head makes it much more difficult to accomplish the tasks at hand efficiently. While I've spent a great deal of time writing and speaking about hiring, I've…</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557568567?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557568567?profile=RESIZE_1024x1024" width="336" class="align-left" height="269"/></a>Employers (like myself) juggle hundreds of problems at any given time, and having a crowded head makes it much more difficult to accomplish the tasks at hand efficiently. While I've spent a great deal of time writing and speaking about hiring, I've never had to do it as quickly as I have in the past year. A high-growth company may be fun, but it makes hiring top talent that much more pertinent, and time-consuming.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Here are my tips for combating the biggest five headaches hiring managers face.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Nabbing Good Talent</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">This is most likely the <a href="https://hbr.org/2014/08/employers-arent-just-whining-the-skills-gap-is-real/" rel="nofollow" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">top concern for any hiring manager</a>: you get a bunch of impressive applicants when you post your jobs, but after you interview them, most of them turn out to be duds. By the time you have your job matching figured out and realize who your best candidate is, they've already found another job. And when 38 percent of employers report having the same problem, you know it's a trend.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">At Red Branch, we know it can be a big problem and move as fast as we can to respond to applicants (we get at least two per day, which isn't bad for an agency of our size). In the fight to find the best talent, speed is everything. Get to candidates faster with the help of an <a href="http://recruiterbox.com/blog/10-ways-an-ats-can-save-your-sanity/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">applicant tracking system</a>, and you'll be the first to recruit them.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Getting the Most Out of Employees</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">We're constantly working to increase productivity among our current employees, and I can admit that I've had more than my fair share of trouble with job matching. The thing that I've learned, though, is that sometimes <a href="http://www.eremedia.com/tlnt/finding-top-talent-6-critical-stats-every-employer-needs-to-know-now/" rel="nofollow" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">employers hire people</a> with the right soft skills, but the wrong hard skills, which leads to a pivot. Some 40 percent of HR reps are re-skilling employees, teaching them new skills and placing them into newer jobs.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">While<strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;"> </strong>this is a pretty good fix, a better solution would be to match employees with the right job the first time around. In order to do so, we have a hard skill test for every new employee and attempt to assess culture via in-person interviews. It's not perfect, but along with regular reviews that ask the employee what more they could do in their role, make sure your employees are doing everything they can for your company.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Keeping the Good Ones Around</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Next to hiring, retention might be the other biggest hassle to deal with. It's frustrating to know that 46 percent of your <a href="http://humancapitalist.com/these-employee-turnover-stats-should-scare-you-to-death/" rel="nofollow" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">new hires could leave </a>in as few as 18 months. Most often, this is because you made a hire on short notice. But the second-biggest reason (which happens about 34 percent of the time) is that companies make bad hires is because the employee simply "wasn't a good fit."</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">At our agency, we spend a lot of time up front trying to scare new hires out of the job. Why? Because I don't have the time for a cultural mismatch. I don't make my company something it's not to make the hire, even if I desperately need it. It's a waste of time and money. It may take longer to recruit, but trust me -- you won't scare the <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">right</em> candidate out of the job.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Improving Employee Morale</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Morale is a tricky subject: it sneaks up on you, and it takes most employers a while to catch onto the effect of bad employee morale. It may not be the flashiest problem to have, but trust me: it's a real problem because it leads to just about every other issue on this list. Increased turnover? Check. Reduced revenue? Yep. Bad reputation? Eventually.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Morale is one of those things that you put on the back burner because it doesn't seen like that big of a problem at the time, and then it becomes a huge one. Whether it's because of bad job matching, a rotten apple getting to the rest of the company, or a bad reaction to stressful times, you need to check on morale as often as possible. We've "dipped" in morale a couple of times and while never catastrophic, we've had to let go of people who were poisoning the company mindset.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">If we'd known during their interview just how much the bad hire affected those around them, we would have started screening a little better. More important, however, is making sure you don't unload too much of their work onto current employees, dipping their morale even further. Accept that you're going to be less productive with fewer people, and stick to the most key projects until you find someone new.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Keeping Everyone Honest</strong></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Micromanaging makes for bad bosses. I think everyone knows this, but they're just too afraid of what might happen if they <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">don't</em> keep tabs on what everyone's doing. They may also be fearful of what activities are taking place outside of their watchful eye.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Last year, 25 percent of companies suspected they would have to run an investigation on one of their employees' activities, especially those in the extractives, defense and pharmaceutical industries. When you suspect an employee of wrongdoing, you have to swiftly fire said employee, and find a new one.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">How on earth do you <a href="http://www.theguardian.com/sustainable-business/corruption-bribery-cost-serious-challenge-business" rel="nofollow" target="_blank" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">screen for integrity</a>? It's a problem I've yet to solve. Nearly everyone I've ever interviewed has talked a great game, but it's no guarantee they won't fudge their hours, steal a client or spend work time doing non-work related activities. Perhaps the best way to keep candidates honest would be to be more thorough about references, past work history, etc. And if you're hiring for a position where exploiting power could be a problem, don't let someone through the initial process unless they have solid references.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">I'm hoping that by bringing these issues to light and sharing my experiences, I've inspired you to find your own solutions and maybe get through your next hire much more smoothly. There are many more problems in recruiting (trust me, there are), but these are the biggest issues I believe to be plaguing the job market as a whole. What are yours?</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Author Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads <a href="http://www.redbranchmedia.com/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Red Branch Media</a>, an agency offering marketing strategy and content development. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the global recruitment and talent space.</p>Talent Branding: What's In a Name?tag:recruitingblogs.com,2015-08-17:502551:BlogPost:19121222015-08-17T14:39:44.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557566410?profile=original" target="_self"><img class="align-left" height="294" src="http://storage.ning.com/topology/rest/1.0/file/get/1557566410?profile=RESIZE_1024x1024" width="374"></img></a> That infamous question – …</span></p>
<p><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557566410?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557566410?profile=RESIZE_1024x1024" width="374" class="align-left" height="294"/></a>That infamous question – </span><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">What’s in a name?</em><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;"> As we tragically found out, </span><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">a lot</em><span style="color: #232629; font-family: Georgia, serif; font-size: 18px; line-height: 32px; background-color: transparent;">. A name can carry thoughts, feelings and ideas that may or may not accurately reflect the subject. For employers, the name of their company holds a lot of weight when it comes to the attraction of quality talent. A name can either deter or entice job seekers to find out more, apply and ultimately invest in the organization with their time, dedication and talents.</span></p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">How can business owners ensure their organizations don’t meet the same terrible fate as the lovers who asked that loaded question? <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">What’s in a name?</em> Well, first they have to realize just how important their name is to job seekers. The average employer doesn’t have a realistic grasp of the bottom line impact of being an employer of choice, or transversely, being an employer with a bad reputation. So, here are a couple of eye-opening stats from LinkedIn’s masterpiece, “<a href="https://snap.licdn.com/microsites/content/dam/business/talent-solutions/global/en_US/c/pdfs/employer-brand-playbook-us-en.pdf" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">The Employer Brand Handbook</a>”:</p>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">A strong talent brand reduces cost-per-hire by up to 50%.</li>
</ul>
<ul style="margin: 0px 0px 15px; padding: 0px 0px 0px 35px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 27px; outline: 0px; box-sizing: border-box; color: rgba(0, 0, 0, 0.701961); background: transparent;">
<li style="margin: 0px 0px 15px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: 32px; outline: 0px; box-sizing: border-box; background: transparent;">A strong talent brand can also slash turnover rates by as much as 28%.</li>
</ul>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Yeah, I snuck in a new term. LinkedIn defines the <em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">talent brand</em> as such:</p>
<blockquote><p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">“Your talent brand is the highly social, totally public version of your employer brand that incorporates what talent thinks, feels, and shares about your company as a place to work.”</p>
</blockquote>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">It’s your reputation, your impact – your name. The talent brand is where the rubber meets the road – where reality and perception meet to uncover actionable improvements to your human capital management and recruiting efforts. Creating and maintaining a talent brand isn’t just about how you would like your audience to view your organization, but infusing that ideal with the current reality of your audience’s opinion. Instead of just pushing out a message (employer branding), talent branding requires a long, hard honest look at the current state of your employee satisfaction and engagement.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Building and maintaining a talent brand</strong></p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;">Get back to values</h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Can the company values be felt, seen or heard anywhere in the office place? Have they even been established and communicated? Probably not. The Boston Research Group surveyed thousands of US workers and found only 3% of those surveyed described their <a href="http://www.fastcompany.com/3028201/leadership-now/5-reasons-you-need-to-instill-values-in-your-organization" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">company’s values</a> as a form of “self-governance.” Again, a talent brand is about more than pushing out a message, it’s about how to get buy-in on that message. Conduct an executive overview of the organizational values, and then infuse every square inch of that workspace.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;">Empower through goals</h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The issue most leaders have with empowering their employees lies in performance management. Leaders find that the second they loosen the reigns everything rapidly deteriorates. Leaders then quickly learn to never try that again, and become more steadfast in their micromanaging ways, which in turn stifles and devalues employees. There is a better, more strategic approach to empowerment, and it’s goal-centric.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Currently, only about 14% of organizations report their employees have a good understanding of their <a href="http://leaderchat.org/2012/05/21/only-14-of-employees-understand-their-companys-strategy-and-direction/" target="_blank" rel="nofollow" style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-style: inherit; font-family: inherit; vertical-align: baseline; text-decoration: none; color: #8c68cb; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">company’s strategy and direction</a>. No wonder it’s like wrangling an octopus every time leaders take their hands off the controls. Focus on establishing and communicating goals on every rung of the corporate ladder.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;">Invest in ambassadors</h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Not everyone is going to buy into your values, not everyone is going to care in the least about your organizational goals, but some will, and those are the people you need to create a cyclically supportive relationship with. It’s not difficult to find out who they are; they are engaged, they put forth discretionary effort and their connection with the organization trickles into their personal lives whether it be through employee referrals, social media support or simply saying “I love my job”, when a friend or stranger asks.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">This doesn’t go to say you should ignore your haters, but focusing on your ambassadors is simply the smarter plan of attack. Treat their referrals like gold, acknowledge and reward their extra effort and encourage their internal career development.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">The message that your organization is an “awesome place to work” has never cut it, and it never will. Even those workplaces winning awards for employee satisfaction have lost the trust of their audience. Quality talent needs a little more persuading -they need a real life, honest talent brand.</p>
<h3 style="margin: 0px 0px 8px; padding: 0px; border: 0px; font-weight: 400; font-size: 20px; font-family: 'Helvetica Neue'; vertical-align: baseline; font-stretch: inherit; line-height: 1.2; outline: 0px; color: rgba(0, 0, 0, 0.85098); box-sizing: border-box; background: transparent;"><em style="margin: 0px; padding: 0px; border: 0px; font-weight: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">Bio: Maren Hogan</em></h3>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;">Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads Red Branch Media, a full-service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</p>
<p style="margin-bottom: 32px; padding: 0px; border: 0px; font-size: 18px; font-family: Georgia, serif; vertical-align: baseline; font-stretch: inherit; line-height: 32px; outline: 0px; color: #232629; box-sizing: border-box; background: transparent;"><strong style="margin: 0px; padding: 0px; border: 0px; font-style: inherit; font-family: inherit; vertical-align: baseline; font-variant: inherit; font-stretch: inherit; line-height: inherit; outline: 0px; box-sizing: border-box; background: transparent;">You can read more of her work on Marenated.com, HRExaminer.com, Recruiter.com, Inc.com, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter @marenhogan - she's funnier there.</strong></p>The Economic Impact on the Future of Recruitingtag:recruitingblogs.com,2015-05-13:502551:BlogPost:18853982015-05-13T13:30:00.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557565223?profile=original" target="_self"><img class="align-left" height="220" src="http://storage.ning.com/topology/rest/1.0/file/get/1557565223?profile=RESIZE_1024x1024" width="330"></img></a> The current state of employment needs a change. While this might seem like a drastic phrase to use, it’s true and here’s why: the problems lay in changes to the way people find jobs. Baby Boomers are beginning to reach the age of retirement, and their children and grandchildren are now taking the driver’s seat in the office space. Recruiters can’t target candidates the same…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557565223?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557565223?profile=RESIZE_1024x1024" width="330" class="align-left" height="220"/></a>The current state of employment needs a change. While this might seem like a drastic phrase to use, it’s true and here’s why: the problems lay in changes to the way people find jobs. Baby Boomers are beginning to reach the age of retirement, and their children and grandchildren are now taking the driver’s seat in the office space. Recruiters can’t target candidates the same way they used to, not just because Millennials are different than Baby Boomers, but because the economy is different. Here’s what you need to understand about the economic impact on the future of recruitment.</p>
<p><b>The Problems</b></p>
<p><b>1. </b><b>Economic recovery and the decline in the unemployment rate still leave job seekers wary.</b></p>
<p>This period of American economic recovery is the slowest in the last 70 years. As a result of growing up in the Great Recession, many new graduates remain leery of employment in the traditional sense. There is an increasing number of available positions in the job marketplace, but the <a href="https://hbr.org/2014/05/unemployment-is-about-to-fall-a-lot-faster-than-predicted/">unemployment rate</a> is still nearly 2 points higher than it was before the Great Recession. Due to the instability of the last several years, job seekers are not sure about the idea of quitting their jobs or changing positions.</p>
<p>Ruth Mantell (<a href="https://twitter.com/RuthMantell">@RuthMantell</a>), Economic Reporter for MarketWatch, said:</p>
<blockquote><p><i>“Over the year through November, </i><a href="http://www.marketwatch.com/story/workers-not-buying-labor-markets-recovery-2015-01-13"><i>the number of job openings rose</i></a><i> 21%, fast outpacing quits, which gre 7%, the U.S. Labor Department reported. And while the monthly tally of openings has pushed past the level seen at the start of the Great Recession, there are still fewer monthly quits.</i></p>
<p><i>When more workers voluntarily leave their jobs, economists see that as a signal of individuals being willing to trade some stability for career opportunities.”</i></p>
</blockquote>
<p>That number, while slowly increasing, is still indicative of mass public economic uncertainty. About one-third of job seekers have been looking for new opportunities in employment for the last year or so and, as Mantell continued, the number of monthly hires has remained below those during the beginning of the Great Recession at the end of 2007.</p>
<p><b><i>Recruiters need to understand the job seeker’s trepidation to find a new job, and assure the security of the position and the company.</i></b></p>
<p> </p>
<p><b><i>2. </i></b><b>Baby Boomers are trading in their suburban homes for a house on the beach.</b></p>
<p>Currently, 17% of Baby Boomers say they are retired, up from 10% just 5 years ago. This is a mass exodus from the employment arena, so recruiters need to know how to efficiently market and fill job openings.</p>
<p>Typical retirement lingo aside, the graying population was an economic force in both employment and consumerism. Between 1946 and 1964, 76.4 million Boomers were born in the United States alone, and are the <a href="http://www.history.com/topics/baby-boomers">largest generation to date</a>. Since the 1990s, when the generation was at their peak employment, there has been a decline in the workforce. The primary cause: the aging Baby Boomers and the<a href="http://i2.cdn.turner.com/money/2011/08/11/pf/recession_birth_rate/chart-birth-rate-2.top.gif">smaller Millennial population</a> unable to take either place. There are half as many Millennials as there are Baby Boomers. It then stands to reason there will be more jobs available for fewer workers.</p>
<p>Ben Casselman (@bencasselman), Chief Economics Writer for FiveThirtyEight, said:</p>
<blockquote><p><i>“All else equal, </i><a href="http://fivethirtyeight.com/features/what-baby-boomers-retirement-means-for-the-u-s-economy/"><i>fewer workers means less economic growth</i></a><i>. One way to measure this is a figure known as the “dependency ratio,” or the number of people outside of working age (under 18 or over 64) per 100 adults between age 18 and 64. The higher the ratio, the worse the news: If more of the population is young or other that leaves fewer working-age people to support them and contribute to the economy.”</i></p>
</blockquote>
<p>The growing number of immigrants however, has projected the <a href="http://www.pewresearch.org/fact-tank/2015/01/16/this-year-millennials-will-overtake-baby-boomers/">Millennial population</a> to grow to surpass the Baby Boomer generation by nearly half a million.</p>
<p><b><i>Recruiters have to understand the Millennial generation in order to effectively fill positions with fit candidates.</i></b></p>
<p> </p>
<p>Despite the economic recovery, recruiters still have much to worry about. Job seekers are cautious about leaving their current jobs for new opportunities. That fear, as well as the desire for stability in response to the Great Recession have left job seekers content with stability over a new opportunity. Not to mention the aging Baby Boomers have begun the process of retiring. The biggest concern with the aging generation is that their successors won’t have the numbers to fill the jobs they leave behind. Recruiters, subsequently, must understand the new working generation and the fears incited by the Great Recession in order to fill open positions.</p>
<p></p>
<p>This post originally appeared on the Marenated <a href="http://blog.redbranchmedia.com/2015/05/11/the-economic-impact-on-the-future-of-recruiting/" target="_blank">blog</a>.</p>
<p></p>What Gravity Payments' $70,000 Salary Increase Really Meanstag:recruitingblogs.com,2015-04-17:502551:BlogPost:18783402015-04-17T11:30:00.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><em><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557553289?profile=original" target="_self"><img class="align-left" height="238" src="http://storage.ning.com/topology/rest/1.0/file/get/1557553289?profile=RESIZE_1024x1024" width="357"></img></a> By Maren Hogan and Kerry Pivovar</em></p>
<p>By now, we have all heard about <a href="http://i2.cdn.turner.com/money/dam/assets/150414163017-gravity-payments-dan-price-780x439.jpg">Gravity Payments’ CEO, Dan Price</a>. His minimum wage pay bump to even his lowest-level of employees leaves us all too curious. Is this a PR stunt, a strategic employer branding move, a social…</p>
<p><em><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557553289?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557553289?profile=RESIZE_1024x1024" width="357" class="align-left" height="238"/></a>By Maren Hogan and Kerry Pivovar</em></p>
<p>By now, we have all heard about <a href="http://i2.cdn.turner.com/money/dam/assets/150414163017-gravity-payments-dan-price-780x439.jpg">Gravity Payments’ CEO, Dan Price</a>. His minimum wage pay bump to even his lowest-level of employees leaves us all too curious. Is this a PR stunt, a strategic employer branding move, a social experiment or is he just a really nice guy? If something sounds too good to be true, it usually is...right?</p>
<p>The employment world in the U.S. is already hovering on the cusp of <a href="http://minutemennews.wpengine.netdna-cdn.com/wp-content/uploads/2013/08/FastFoodStrike_web.jpg">minimum wage strikes</a>, payment inequality debates and a frustrated working class. Some say the announcement is well-intentioned but a long-term disaster, others applaud the move as a step in the right direction and still more wonder how this will ultimately affect Gravity Payments and its SMB counterparts.</p>
<h3><b>Happiness</b></h3>
<p>The dumbfounded look on Gravity Payments team members’ faces is enough to understand how big of deal this really is. Employees who walked into work with their coffee cups walked out of work with the gift of an extremely fattened paycheck. Over the course of Price’s three year plan, all salaries will increase, with lower-end salaries doubling, in order to fulfill Price’s overall plan.</p>
<p>Price sourced <a href="http://www.inc.com/uploaded_files/image/money_happiness_DanielKahneman_pop_5214.jpg">a study from Angus Deaton and Daniel Kahneman</a>, a Nobel Prize-winning psychologist as the method to his madness:</p>
<blockquote><p>“The emotional quality of an individual’s everyday experience, the frequency and intensity of experiences of joy, stress, sadness, anger, and affection that make one’s life pleasant or unpleasant —<a href="http://www.nytimes.com/2015/04/14/business/owner-of-gravity-payments-a-credit-card-processor-is-setting-a-new-minimum-wage-70000-a-year.html"> rises with income</a>”</p>
</blockquote>
<p>...which turns out to be about $75,000 a year. Unless of course you screen for age and earning potential, which are all around this same area. As SM Headhunter, Jim Durbin said:</p>
<blockquote><p>“But there's a huge problem with the study. People who make $75,000 are self-selected for happiness both by age and by aptitude.</p>
<p>You could easily say that by the time someone is making $75,000, on average, they're at their happiest. It's no coincidence that men are happiest the year before their peak earning age, which is 37, and unhappy just four years later at 41, when their earning has stalled.”<strong> </strong></p>
</blockquote>
<p>90% of Americans admitted the<a href="http://money.cnn.com/2015/02/04/pf/money-stress/"> stress they feel about money</a> has either remained the same or gotten worse in the last year. A gross increase in take home pay undoubtedly has a positive effect on the Gravity Payments’ employees. Not having to worry that you can make ends meet the next month definitely will reduce stress threat levels. On the other hand though, handing that high of a salary to a 22-year old may be destructive, particularly if they haven’t done anything to earn it. In addition, jumping salary tiers this quickly can leave employees unprepared for their new tax bracket.</p>
<p><b>Performance</b></p>
<p>University of Warwick Economists carried out a number of experiments to test the idea that happy employees work harder. In the laboratory, they found<a href="http://www2.warwick.ac.uk/newsandevents/pressreleases/new_study_shows/"> happiness made people around 12% more productive</a>. But let’s not get carried away here thinking money encompasses 100% of happiness, motivation and engagement.</p>
<p>Frederick Herzberg, Distinguished Professor of Management at the University of Utah’s Graduate School of Management, has argued just because too little money can irritate and de-motivate does not mean that more and<a href="https://hbr.org/1993/09/why-incentive-plans-cannot-work"> more money will bring about increased satisfaction</a>, much less increased motivation.</p>
<p>"External rewards, in general, are very weak motivators, and, in fact, they often<a href="http://www.businessnewsdaily.com/5326-workplace-stress-solution.html"> hurt performance</a> or discourage us from wanting to do something at all."Dr. Greg Willard, PhD., a Harvard University professor and Cangrade senior vice president of scientific research.</p>
<h3><b>Employer Brand</b><strong style="font-size: 13px;"> </strong></h3>
<blockquote><p><i>"And so when I look at Gravity’s success, it comes from the fact that we are out there serving others.</i><a href="http://www.geekwire.com/2015/this-seattle-startup-ceo-is-increasing-pay-for-every-employee-to-a-minimum-of-70k/"> <i>That’s our ethos</i></a><i>. That’s who we are…What’s being cool is being happy, and serving others and caring about others and all of these things that go along with true success.” </i>Dan Price<strong> </strong></p>
</blockquote>
<p>Whatever Price’s motives were, an output from his unexpected announcement is a bright and favorable light cast on his company. A company and leadership that cares enough about every employee to raise salary by a considerable amount immediately becomes more favorable to a future employee. While some gripe about the filmed announcement or point out he was a millionaire before executing this decision, for the most part, he’s the CEO and can do what he pleases.</p>
<p>What is yet to be determined is how blanket this policy really is. For every new employee, will the same levels be hit? One or two additional salaries might easily be absorbed into the <a href="http://www.nytimes.com/2015/04/14/business/owner-of-gravity-payments-a-credit-card-processor-is-setting-a-new-minimum-wage-70000-a-year.html?_r=0">current compensation structure</a>, but what after ten…or twenty? Does Price want to keep his company at the same size or grow it?</p>
<p>A strong employer brand can only take you so far when it comes to meeting customer’s needs...and price points. What happens when price hikes start to trickle down to consumers in order to keep up with payroll? Can Gravity Payments stay competitive when their competitors spend significantly less on salary? Will Price continue to “share the wealth?”</p>
<h3><b>Turnover </b></h3>
<p>New employee search, transition and training can seem like an unnecessary cost, but <a href="http://www.inc.com/suzanne-lucas/are-you-paying-your-employees-too-much.html">you want the mediocre and bad employees to leave</a>! With some employees making much more than their market value, not many will voluntarily walk out the door. The CEO of GE viewed the bottom 10% as underperforming and should be let go, across the board. Dan Price seems to care a lot about his employees and their happiness. Is he going to fire the bottom 10%? More accurately, do the standards of GE, a global energy conglomerate really compare to those of a small credit card processor? Probably not. It was just one year ago that Price was selected entrepreneur of the year and 7 years ago that he nearly went out of business.</p>
<p>Reasons employees leave range from outside opportunities, pay and interest; among other factors. Even if people aren’t happy with their work, and dare I say disengaged, they will be a lot less motivated to quit because they will not be able to parallel the same benefits package somewhere else. Meaning more low performers will keep putting in the $35,000 basic level of value and collect their $70,000. For an entrepreneur who started his company at 19, when will a pay increase start looking like a waste of money? Will employees with five years of experience begin to resent their counterparts making the same amount without “putting in the time”?</p>
<p>And if, for some reason, these employees do leave, who will value their particular skill set this highly? Who will hire a 25 year old at this salary when they can get someone with similar skills and experience for far less?</p>
<h3><b>Raises</b></h3>
<p>What happens when it comes time for raises. If raises don’t correlate with inflation, or none are given at all, will employees stay motivated? Will a one-time bump make up for not earning a raise every year? Why will employees work harder when they know they can do the same thing they always do and make their paycheck?</p>
<p>About 30 employees, including<a href="http://www.foxnews.com/us/2015/04/15/seattle-boss-raises-entire-company-minimum-wage-to-70000/"> the lowest-paid clerk</a>, will see their salaries increase to the $70,000 threshold. Yay for Billy! What about Carol who doesn’t get the raise she deserves because all of the funds were allocated to the employees who only add $35,000 of value to the company? Carol feels she should be making even more than she already does, but that money is already spent to pay someone else “minimum wage.”</p>
<h3><b>What is the Price of the CEO?</b></h3>
<p>Will Dan Price always be tied to making the same as his employees? What if he thinks he deserves a raise because the company is doing exactly what he wanted it to do? Will his employees feel just as entitled? Will they envy him for not giving raises across the board? What will it say if he starts earning more himself again but doesn’t show the same treatment to his employees? Is he supposed to be viewed as “one of them?” Price himself pointed out that his salary wasn’t reflective of his value but of what it would cost to replace him.</p>
<blockquote><p>"<a href="http://www.inc.com/suzanne-lucas/are-you-paying-your-employees-too-much.html">When salaries are too high</a>, people start to believe that this is what they are entitled to. And since they know they couldn't do better elsewhere (or even equally elsewhere), they assume that, for whatever reason, you owe it to them. And it actually discourages hard work, because they're already getting the reward."</p>
</blockquote>
<p>Price is right about one thing; executive pay IS out of whack. But overall compensation for CEOs is rarely just about the salary. Chances are, Price has an excellent accountant who can assist with disbursements of profit and write-offs that will make up for, at least partially, the cut in pay.</p>
<p>Price will have to play with plenty “what if” scenarios on the road ahead. His actions set the tone for a very exciting but unpredictable future. Time will tell how much of a win-win situation this really turns out to be. While criticism and praise are high now, few people have solutions or ideas to <a href="http://www.nbcnews.com/nightly-news/seattle-business-owner-raises-minimum-pay-70-000-n341546">create wage equality across executive rank and file employees</a> than this one, although some recruiters and HR pros pointed out a more gradual increase plan may have worked, as well as more work-life balance.</p>
<p>What do you think of the announcement? Would you do the same if money allowed? Leave your answer in the comments!</p>
<p><em><strong>Bio: Maren Hogan</strong></em></p>
<p><font><span>Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads </span><a rel="nofollow" href="http://www.redbranchmedia.com/" target="_blank">Red Branch Media</a><span>, a full service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></font></p>
<div><div><span>You can read more of her work on <a rel="nofollow" href="http://marenated.com/" target="_blank">Marenated.com</a>, <a rel="nofollow" href="http://hrexaminer.com/">HRExaminer.com</a>, <a rel="nofollow" href="http://recruiter.com/">Recruiter.com</a>, <a rel="nofollow" href="http://inc.com/">Inc.com</a>, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a rel="nofollow" href="http://www.twitter.com/marenhogan" target="_blank">@marenhogan</a> - she's funnier there.</span></div>
</div>
<p></p>14 Things You Need to be a Great Co-Workertag:recruitingblogs.com,2015-03-31:502551:BlogPost:18754162015-03-31T15:52:06.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p>I have been studying up on <a href="http://vimeo.com/52249663" target="_blank">being a great leader and just how, precisely that is done</a>. While I don’t have any tried and true battle theories (yet) I did think I would tackle some things that help make a great leader…being a great co-worker. Here are 14 things you NEED to be a great co-worker (which I sincerely hope begets great leadership skills cuz…you know):</p>
<h4>SELF-AWARENESS</h4>
<p>If you don’t have a handle on who you are as a…</p>
<p>I have been studying up on <a href="http://vimeo.com/52249663" target="_blank">being a great leader and just how, precisely that is done</a>. While I don’t have any tried and true battle theories (yet) I did think I would tackle some things that help make a great leader…being a great co-worker. Here are 14 things you NEED to be a great co-worker (which I sincerely hope begets great leadership skills cuz…you know):</p>
<h4>SELF-AWARENESS</h4>
<p>If you don’t have a handle on who you are as a worker, you aren’t going to be much help to your team. Self-awareness is a crucial skill that allows people to work within their strengths and be honest about their weaknesses.</p>
<h4>HUMILITY</h4>
<p>Urgh this one is the worst, but you should have it anyway. No man (or woman) is an island and you are no special snowflake. It’s okay to brag sometimes but thank and defer as much as you brag or everyone (including your coworkers) will hate you.</p>
<h4>ORGANIZATION</h4>
<p>Notice that I did not say neatness. Neatness is for other people. Not this snowflake. Being organized means that you can find something immediately and that you have a system wherein other people can find things easily when you are sick/gone/hungover.</p>
<h4>PUNCTUALITY</h4>
<p>Yeah, I said it. Being late is rude and makes everyone wait for you. Stop it and make yourself a 10% better coworker immediately.</p>
<h4>ATTENTION</h4>
<p>If you are <a href="http://psychcentral.com/blog/archives/2013/08/23/a-few-simple-ways-to-become-a-great-office-co-worker/" target="_blank">paying attention to someone</a>, you are looking at them, taking in their words and using your brain to process them. You are NOT looking at your phone, or typing or watching something or even most times, taking notes unless you tell them that is what you are doing. If you are remote, then walk while you are the phone and record your calls for notes later.</p>
<h4>BOLDNESS</h4>
<p>I hate how <a href="http://www.thedailymuse.com/careeradvice/how-to-deal-with-the-5-most-negative-types-of-co-workers/" target="_blank">passive-aggressive we are in this society.</a> For the most part, no one wants to say anything confrontational and we’ve replaced solid (helpful!) criticism with being nice (not generally helpful because many times you are a big fat liar). Be willing to help someone get better by letting them know what they can improve.</p>
<h4>DISCERNMENT</h4>
<p>But also sometimes, shut up. <a href="http://fresh1025.cbslocal.com/2014/01/02/the-ultimate-how-to-be-a-good-co-worker-checklist/" target="_blank">If you are discerning</a>, you have both the ability to be bold and humble. Essentially, you’ll know that if someone nailed the writing of an article but misspelled a couple of words, then simply proof their articles and be done with it.</p>
<h4>HONESTY</h4>
<p>Being honest is a shockingly hard habit for many to form. Lying (even little white lies) pervades the workplace. By being honest with your team you help them (and you, ya liar). Instead of: “I sent you that proposal on Thursday, it’s SOOOO weird you didn’t get it,” try it: “I am so sorry, it looks like I left that draft in email and forgot to hit send/didn’t realize it was due the 7th and not the 17th/got sick and forgot about it completely.”</p>
<h4>ACCOUNTABILITY</h4>
<p>Along with the above, sometimes you screw up and the best thing for everyone is to just grow up and own it. True, this might result in disciplinary action, or even co-workers that are angry with you for awhile but at least you will be owning your work, which is really <a href="http://www.careerbliss.com/advice/8-ways-to-be-a-great-coworker-everyday/" target="_blank">the first step to being a great leader</a>.</p>
<h4>A SENSE OF HUMOR</h4>
<p>Sometimes we laugh at people. Sometimes people laugh at us. Sometimes we all laugh together at cat GIFs. Either way, while work is important, it’s ALSO important to relax and enjoy a funny joke.</p>
<h4>ADAPTABILITY</h4>
<p>This is especially important on smaller teams. I know in the past I have been guilty of stonewalling a new product or system simply because I didn’t want to deal with it. That’s not okay. It made things harder for bosses, co-workers and eventually me, since the only option when you won’t fish, is to cut bait. <a href="http://www.techrepublic.com/blog/10-things/10-ways-to-build-good-coworker-relationships/" target="_blank">Learn to adapt</a> to new tools, team members, bosses and finally Salesforce (barf).</p>
<h4>OWNERSHIP</h4>
<p>It’s difficult in a larger company to really own your work, but it’s the stuff that great entrepreneurs and employees are made of. Even when you are working with others on a project, treat every aspect of it as if it were your own (without the pissing contest). If it’s not work you would sign off on, DON’T.</p>
<h4>PRIDE</h4>
<p>It’s weird right? That you would need both pride and humility. But the thing is, you need personal humility and pride on behalf of your team. If you can’t boast about everything that your team has accomplished or your company does, chances are…you’re a major bummer. Don’t be a bummer.</p>
<h4>THE SKILLS</h4>
<p>I’m sorry. I know you thought I was gonna say some Deepak Chopra stuff about culture (which is important) but even if you don’t have the skills when you’re hired, you need to learn them…fast. The problem with co-workers is that eventually they’ll notice when they are picking up all the slack, over explaining the most basic of systems and covering for you when the boss asks for month end deliverables. <a href="http://www.forbes.com/sites/jacquelynsmith/2013/09/24/how-much-coworker-socializing-is-good-for-your-career/" target="_blank">And even the best sense of humor doesn’t cover for that.</a></p>
<p></p>
<p><em><strong>Bio: Maren Hogan</strong></em></p>
<p><font><span>Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads </span><a rel="nofollow" href="http://www.redbranchmedia.com/" target="_blank">Red Branch Media</a><span>, a full service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></font></p>
<div><div><span>You can read more of her work on <a rel="nofollow" href="http://marenated.com/" target="_blank">Marenated.com</a>, <a rel="nofollow" href="http://hrexaminer.com/">HRExaminer.com</a>, <a rel="nofollow" href="http://recruiter.com/">Recruiter.com</a>, <a rel="nofollow" href="http://inc.com/">Inc.com</a>, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a rel="nofollow" href="http://www.twitter.com/marenhogan" target="_blank">@marenhogan</a> - she's funnier there.</span></div>
</div>Tom Petty, Blogging Copycats, and YOUtag:recruitingblogs.com,2015-03-25:502551:BlogPost:18741392015-03-25T10:30:00.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<div><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557558070?profile=original" target="_self"><img class="align-left" height="227" src="http://storage.ning.com/topology/rest/1.0/file/get/1557558070?profile=original" width="360"></img></a> Recently, Sam Smith, a young UK crooner had to pay royalties from his hit “Stay with Me” to Tom Petty, due to similarities in the chorus to “Won’t Back Down”. This isn’t the first instance where Tom Petty, his lawyers or his fans have insisted that the rock legend was being copied by a younger musician or band. And while when listening to the songs in question, you can’t…</div>
<div><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557558070?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557558070?profile=original" width="360" class="align-left" height="227"/></a>Recently, Sam Smith, a young UK crooner had to pay royalties from his hit “Stay with Me” to Tom Petty, due to similarities in the chorus to “Won’t Back Down”. This isn’t the first instance where Tom Petty, his lawyers or his fans have insisted that the rock legend was being copied by a younger musician or band. And while when listening to the songs in question, you can’t help but hear the similarities, it’s hard to find many songs <a href="http://www.slate.com/blogs/browbeat/2015/01/27/tom_petty_s_copyright_settlement_why_sam_smith_didn_t_really_plagiarize.html?wpsrc=fol_fb">that don’t copy the simplistic melodies</a> and fairly predictable progressions.</div>
<p> </p>
<div>What does this have to do with blogging? Just this.</div>
<p><em><strong>No one is copying you, Tom Petty, emphasis on the Petty.</strong></em></p>
<div>Tom Petty is a great musician. I cannot deny it. I love his songs, his lyrics and his crusty, worn-in voice. And I am sure you are a great blogger! Or marketer, or content marketer, or analyst or whatever. I see many of my friends and colleagues, whose writing I respect and read and whose advice I seek, complaining about being copied, new bloggers stealing their ideas and changing a few words around. And while in SOME cases this might be true, chances are you are not being copied. Here’s why:</div>
<h2><b>1) YOU ARE NOT A SPECIAL SNOWFLAKE.</b></h2>
<div>If you once upon a time realized that recruiting and marketing are similar or got struck in the face with the idea that ATS are broken or suddenly ascertained that it’s the candidate experience that’s truly important, that is GREAT. Those are all important observations. They are also face-smackingly obvious and everyone under the sun has written about them. If you’re a marketer, you might think that your words about video interviewing, big data, social recruiting et al are unique and compelling. They probably ARE but also there are only so many ways to write about those things. The same goes double for analysts, who must stick to a much tighter set of parameters when describing new products and services (even when those bear a striking resemblance to products and services that already exist). If you thought of it, chances are someone thought of it before and tried to put those thoughts into words. Someone may also come along and get those same realizations after you do and try to put THOSE into words but <a href="http://blog.hubspot.com/marketing/internet-content-theft">it doesn’t mean they are copying you</a>. It means it’s time to dig deeper. See the quote from Adam Raguesa below (emphasis mine):<p></p>
<blockquote><div>“I think <a href="http://www.slate.com/blogs/browbeat/2015/01/27/tom_petty_s_copyright_settlement_why_sam_smith_didn_t_really_plagiarize.html?wpsrc=fol_fb">there’s a reason this keeps happening to Petty in particular</a>: His music is so simple that a song can hardly play with the building blocks of rock ‘n’ roll without evoking a Petty hit.</div>
<p> </p>
<div>To be clear, I am a lifelong Petty fan, and <i><b>I think the virtues of simplicity in any art form far outweigh the downsides</b></i>. My dispute is with artists who claim ownership over the very paints that everyone else has on their own palettes. You can’t use Prussian blue man, that’s Bob Ross’ jam!”</div>
</blockquote>
<p> </p>
<h2><b>2) YOUR WRITING IS “MELODICALLY SIMPLE”</b></h2>
<div>Look, I am pretty sure we all went to the same blogging school. Use bulleted lists! Bold your subheads! 700-1250 words is the ideal length! Write in a conversational tone! Use verbs instead of adverbs! These are the tenets of good, informational, easily read blog posts. In the case of Tom Petty, if you’ve ever sung solfege, which breaks musical scales down into components, you will understand why it’s slightly laughable that Petty’s song sound-alikes are considered copyright infringement. Then chord/note progression in question is <a href="http://www.writersdigest.com/writing-articles/by-writing-goal/get-published-sell-my-work/stop-theif">simple enough to be a building block</a>, as are many of the blogging components and ideas I’ve discussed here. It’s okay to have simplicity in your writing, in fact, it’s something to aspire to, but don’t assume you’re being copied outright when another writer finally steps up to that plane.</div>
<p> </p>
<h2><b>3) NO MASTERPIECE IS COMPLETELY ORIGINAL</b></h2>
<div>Let’s pretend that you cringe when I say marketer, shudder at the word analyst and consider the term blogger to be an insult. You, are an artist, a writer, pure and simple. Just because you happen to get paid for the distinction makes no difference, you….are an artiste! <i>It’s the principle of the thing Maren! People cannot simply take the work of others, change a few sentences and slap their names on it. </i></div>
<p> </p>
<div>You’re right. If we are talking about similarities that a college professor could spot while grading freshman papers, you are right. On the other hand, <a href="http://thewritepractice.com/why-you-should-copy-other-writers/">real writers copy all the time. </a></div>
<p> </p>
<blockquote><div>“Steven Pressfield, when he was first starting out, typed out pages and pages of Hemingway just to get a sense of his pacing, his storytelling, and his voice. He copied Hemingway to get into his head and understand how he constructed sentences, and how each sentence related to the ones around it.”</div>
</blockquote>
<p> </p>
<div>Shakespeare, the ultimate copycat was even rumored to have copied Romeo and Juliet from another author. Stephen King did it, Picasso did it, Gary Halbert, “<a href="http://boostblogtraffic.com/better-writer/">arguably the greatest copywriter of all time</a>” did it. You can’t write well without reading. You can’t play well without practicing. If you believe that writing is a craft, this is a necessary phase of that craft. (I know it gets your pants in a bunch that you’re being copied potentially for profit).</div>
<p> </p>
<div>Still annoyed? Don’t think any of these things apply to you? Then try writing exactly what you think, without “good blogging” parameters, editing of curse words, linking to other bloggers to prove your point, or stats. Write something completely and utterly infused with YOU without caring if it will be retweeted or read at all.</div>
<p> </p>
<div><i>And see if anyone copies it.</i></div>
<p> </p>
<div>They won’t because it will be too hard to edit the personality out of it. The downside is that you likely won’t be able to sell it either. At least not for awhile. In the meantime, chill out Petty.</div>
<p> </p>
<div><i>Ed note: I have been blogging since 2006-7 specifically in the HR and Recruiting Technology Space. I have edited 20-30 posts daily. I have ghostwritten for CEOs, I have written daily emails to communities of hundreds of thousands of people. My firm produces 40-60 pieces of content a month on every conceivable HCM product, service, vertical there is. I work with startups and Fortune 500 companies and write for them too. I have trained a team of writers (amazing ones) who do the same here in Omaha, Nebraska for companies ALL over the globe. I have written marketing copy, blog posts, white papers, articles, web copy, sales and presentation scripts, ebooks, analyst articles, technical manuals, user experience prompts for software, SEO guides, employee manuals and conference descriptions. You name it, I’ve written it in this space. This sounds arrogant but what I am trying to say, is that if I haven’t been copied, chances are, neither have you. On the other hand, I HAVE seen people repost entire blog posts elsewhere and slap another name (or no name at all) on it, that blows. <a href="https://blog.kissmetrics.com/find-remove-stolen-content/">You can get mad at that. </a></i></div>
</div>
<p><span> </span></p>
<p><em><strong>Bio: Maren Hogan</strong></em></p>
<p><font face="arial, helvetica, sans-serif"><span>Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads </span><a href="http://www.redbranchmedia.com/" target="_blank">Red Branch Media</a><span>, a full service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></font></p>
<div><div><span><font face="arial, helvetica, sans-serif">You can read more of her work on <a href="http://marenated.com/" target="_blank">Marenated.com</a>, <a href="http://HRExaminer.com">HRExaminer.com</a>, <a href="http://Recruiter.com">Recruiter.com</a>, <a href="http://Inc.com">Inc.com</a>, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a href="http://www.twitter.com/marenhogan" target="_blank">@marenhogan</a> - she's funnier there.</font></span></div>
</div>Hey Business Owners, You're Doing Social Media All Wrongtag:recruitingblogs.com,2015-03-24:502551:BlogPost:18736532015-03-24T10:30:00.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p><em><br></br> <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557557655?profile=original" target="_self"><img class="align-left" height="184" src="http://storage.ning.com/topology/rest/1.0/file/get/1557557655?profile=RESIZE_1024x1024" width="276"></img></a> By Eric Foutch</em></p>
<p>Even with all the information out there in support of social media for businesses, many are still convinced it isn’t worth their time or energy. They’re wrong, and if you’re not participating in social media, then so are you! Here are some major social media mistakes you’re making:</p>
<h1><strong>OPTING OUT </strong></h1>
<p>We are in the…</p>
<p><em><br/> <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557557655?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557557655?profile=RESIZE_1024x1024" width="276" class="align-left" height="184"/></a>By Eric Foutch</em></p>
<p>Even with all the information out there in support of social media for businesses, many are still convinced it isn’t worth their time or energy. They’re wrong, and if you’re not participating in social media, then so are you! Here are some major social media mistakes you’re making:</p>
<h1><strong>OPTING OUT </strong></h1>
<p>We are in the 21st CENTURY people. If you’re still fighting the good fight against SoMe, well, it’s time to admit the battle is over. Get off that little, lonely island and join the world. Did you know that nearly <a href="https://www.spredfast.com/social-media-news/mass-relevance-releases-new-research-social-integration-drives-consumer-engagement">two-thirds of those</a> who use social media to find information or share feedback about brands have purchased a product based on social media content? You can’t afford to ignore 67% of your audience.</p>
<p>I suggest what are known as the “big three” in social media: Facebook, Twitter, and Linkedin, but it all depends on the business. Think about where your target audience is, and then decide what platforms you should choose. If you are a boutique, wedding venue, or restaurant, you should consider platforms that you can post images and videos on like <a href="http://business.instagram.com/">Instagram</a> or <a href="https://www.facebook.com/business">Facebook.</a> Most B2B companies are taking Linkedin seriously. <a href="http://contentmarketinginstitute.com/2014/01/planning-b2b-marketing-approach-social-media/">LinkedIn reigns supreme over the pack</a>, with over 90% of B2B marketing professionals distributing content on their site. You have the ability to show off your products with their new <a href="http://business.linkedin.com/marketing-solutions/company-pages/showcase-pages.html">showcase page</a> option, which helps your audience connect with your products or services.</p>
<h1><strong>FAILING TO SHOWCASE YOUR BRAND</strong></h1>
<p>Social media creates an easy way to improve brand awareness, and build your brand’s identity. You can establish your brand’s personality and <a href="http://www.inc.com/abigail-tracy/amy-jo-martin-how-to-humanize-your-brand.html">give your business a human voice that people can relate to </a>– this is achieved by first internally establishing both an esthetic brand, and your brand messaging.</p>
<p>This is going to build trust in your organization! It’s been proven that <a href="https://www.spredfast.com/social-media-news/mass-relevance-releases-new-research-social-integration-drives-consumer-engagement" target="_blank">59% of respondents are more likely to trust brands</a> that integrate social media because they feel personally connected to it. Connecting on an emotional level, or showing some personality are both effective ways of building trust in your brand.</p>
<h1><strong>YOU’RE NOT UPDATING ENOUGH</strong></h1>
<p>One of the biggest mistakes that social media marketers make is not updating their accounts on a regular basis. If your followers see that your account has been inactive for a few days – or worse –months, they are going to fall out of the habit of checking in with your business.</p>
<p>Experts present differing opinions on <a href="http://blogs.constantcontact.com/product-blogs/social-media-marketing/how-often-post-social-media/">how often you should post</a>, and it really depends on what content you are sharing with them. If you are showing off your company culture by adding pictures from the team lunch, then add a couple of those. However, if you are posting blog posts, titles, sales pitches, new products, or anything that isn’t highly visual or engaging, then limit it to 2-3 times per week.</p>
<p><strong><em>Caution: If you are only providing boring sales-y content, be prepared to lose your followers fast. Come up with new interesting content that will engage your users. Ask yourself, “Would I click on this?” Make it useful, educational and interesting or pass on posting.</em></strong></p>
<div class="tm-click-to-tweet"><div class="tm-ctt-tip"></div>
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<h1><strong>NEGLECTING TO INVEST IN DIGITAL ADVERTISING</strong></h1>
<p>Let’s say you have started a Facebook page and you are excited to start sharing your visually appealing pictures, interesting statistics, and the recent comic that had you laughing, but you don’t have a large enough following to get any engagement, and it really bums you out. You are missing the final piece – digital advertising!</p>
<p>Boosting or promoting a post is extremely easy and cheap, especially on Facebook. Facebook ads can take the form of display ads, sponsored stories, promoted posts or sponsored apps. As a company, you can target ads by geography, age, gender, interests, or even job titles and education. Just think about the reach you could obtain with Facebook ads! <a href="http://www.leadformix.com/short-takes/which-social-channels-are-effective-for-b2b-advertising.html" target="_blank">Facebook has 1.11 billion users, 50% of whom log in at least once a day</a>, with that many users logging in a day B2B marketers are <a href="http://searchenginewatch.com/article/2295566/How-B2B-Advertisers-Can-Win-on-Facebook-Just-Like-Salesforce" target="_blank">learning how to turn leads into opportunities </a>quick.</p>
<blockquote><p><strong><em>“Facebook’s ad platform is a low-cost opportunity for B2B companies to advertise their brand and products.”</em></strong></p>
</blockquote>
<h1><strong>NOT ASKING FOR HELP</strong></h1>
<p>If you aren’t tech savvy, or don’t know what the best social platforms, don’t worry! <a href="http://www.redbranchmedia.com/" target="_blank">There are people out there that want to help you.</a> Not every company should have 10 different social platforms that they are trying to consistently update, especially when they are doing it themselves. For instance, at Red Branch Media we currently use, <a href="http://www.sproutsocial.com/" target="_blank">Sprout Social</a>, <a href="http://www.bufferapp.com/">Buffer</a>, <a href="http://www.yammer.com/" target="_blank">Yammer</a>, <a href="http://dlvr.it/" target="_blank">Dlvr.it</a> and <a href="http://app.swayy.co/" target="_blank">Swayy</a>.</p>
<p>Get out there, find out where your target audience is, create your accounts, update them on a regular basis, spend a little money on advertising, and you will be on your way to being a social media rockstar. If not, reach out to social media experts for help!</p>
<p><a href="http://www.business2community.com/b2b-marketing/b2b-social-media-marketing-stats-2014-0863602" target="_blank">45% of B2B marketers have gained a customer through Linkedin</a>. On average B2B marketers who use Twitter will generate twice as many leads as those who don’t.</p>
<p><em><strong>Bio: Maren Hogan</strong></em></p>
<p><font><span>Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads </span><a rel="nofollow" href="http://www.redbranchmedia.com/" target="_blank">Red Branch Media</a><span>, a full service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></font></p>
<div><div><span>You can read more of her work on <a rel="nofollow" href="http://marenated.com/" target="_blank">Marenated.com</a>, <a rel="nofollow" href="http://hrexaminer.com/">HRExaminer.com</a>, <a rel="nofollow" href="http://recruiter.com/">Recruiter.com</a>, <a rel="nofollow" href="http://inc.com/">Inc.com</a>, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a rel="nofollow" href="http://www.twitter.com/marenhogan" target="_blank">@marenhogan</a> - she's funnier there.</span></div>
</div>7 Design Must-Haves For a Great Office Spacetag:recruitingblogs.com,2015-03-19:502551:BlogPost:18732102015-03-19T14:30:00.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<h2><em><strong><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557555231?profile=original" target="_self"><img class="align-left" height="217" src="http://storage.ning.com/topology/rest/1.0/file/get/1557555231?profile=RESIZE_1024x1024" width="326"></img></a> LOTS OF NATURAL LIGHT.</strong></em></h2>
<p>I’m not sure what it’s like where you live, but in Omaha, it can get gray for MONTHS on end. That affects people, especially me. <a href="http://mashable.com/2014/01/09/playful-workspaces/" rel="nofollow" target="_blank">So I like to have offices with lots of windows</a>, tons of overhead light and lamps. Mirrors also…</p>
<h2><em><strong><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557555231?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557555231?profile=RESIZE_1024x1024" width="326" class="align-left" height="217"/></a>LOTS OF NATURAL LIGHT.</strong></em></h2>
<p>I’m not sure what it’s like where you live, but in Omaha, it can get gray for MONTHS on end. That affects people, especially me. <a href="http://mashable.com/2014/01/09/playful-workspaces/" target="_blank" rel="nofollow">So I like to have offices with lots of windows</a>, tons of overhead light and lamps. Mirrors also help. For whatever reason, I feel that having a well-lit, sunny environment for work makes the day more productive.</p>
<h2><em><strong>SPACE FOR PRIVACY.</strong></em></h2>
<p>Don’t get me wrong, I don’t want some great space chopped up into little windowless rooms for the sake of privacy but having <a href="http://consumerist.com/2014/01/09/the-reason-you-hate-your-open-plan-office-is-because-it-sucks/" target="_blank" rel="nofollow">a few areas where privacy is possible</a> is wonderful. Our current office doesn’t really have a place for people to take private calls or relax during lunch and we’re looking for that in our next office. Things like performance reviews, brainstorming or just having meetings that don’t include the whole team are necessary in every work environment.</p>
<h2><em><strong>LEVELS.</strong></em></h2>
<p>I think that great offices have <a href="http://www.lifehack.org/articles/lifestyle/why-sitting-is-killing-you.html" target="_blank" rel="nofollow">standing desks, sitting desks, couches for lounging</a>and even spaces where your body can move around or pace (which I do on every phone call). Some people like exercise balls, others prefer bean bags or treadmill desks. Having different types of working spaces for different activities helps me get in the mood for whatever I am doing that day (writing, strategy session, conference calls, video editing…whatever).</p>
<h2><em><strong>INSPIRATION.</strong></em></h2>
<p>Since I’ve been looking, I decided to tidy up our current office and the one thing I can never bring myself to toss is inspirational guidance. Whether it’s a great brochure we got a conference or a template we downloaded from an online mentoring site, I love having “ideas” floating around. I decided to file these in easy to find locations and hang up those that can be viewed at a glance!</p>
<h2><em><strong>ORGANIZATION.</strong></em></h2>
<p>I can hear the sounds of employee laughter echoing through the interwebs. My desk(s) are usually so covered with paper, seaweed chip dust and used coffee cups that no one can set down their computer to show me their latest work. But organization and cleanliness does help start the week off right. We’ve been working on getting the office transitioned fully to Evernote (I’m working on it too) to at least deal with the paper issue. No word on what I’m going to do about my seaweed chip addiction.</p>
<h2><em><strong>FLEXIBILITY.</strong></em></h2>
<p>While people have claimed their workspaces for the most part, we do have built-in flexibility in our current office (and will in future iterations). When we have an active web development projects, three people create a command central in the front office and abandon normal seating arrangements and the office adapts. Or recently when we began implementing a new marketing automation system, we rearranged seating so that the two people working most closely on that project could be closer for more back and forth, iterative learning.</p>
<h2><em><strong>BEAUTY.</strong></em></h2>
<p>I used to own an interior decorating firm and I loved it. I spend a lot of time painting and decorating my own home so it is essential for me to have a beautiful office. I also think that it’s essential for people who don’t give a flying fig about decoration to have attractive offices too. Clean surfaces, interesting eye-catching prints, a nice view, lovely kitchen setup. All these things do matter to the way one goes about one’s day.</p>
<p><em>What are your office must-haves? If you were searching for a new workspace, what would you include?</em></p>
<p><em><strong>Bio: Maren Hogan</strong></em></p>
<p><font><span>Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads </span><a rel="nofollow" href="http://www.redbranchmedia.com/" target="_blank">Red Branch Media</a><span>, a full service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></font></p>
<div><div><span>You can read more of her work on <a rel="nofollow" href="http://marenated.com/" target="_blank">Marenated.com</a>, <a rel="nofollow" href="http://hrexaminer.com/">HRExaminer.com</a>, <a rel="nofollow" href="http://recruiter.com/">Recruiter.com</a>, <a rel="nofollow" href="http://inc.com/">Inc.com</a>, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a rel="nofollow" href="http://www.twitter.com/marenhogan" target="_blank">@marenhogan</a> - she's funnier there.</span></div>
</div>
<p><span> </span></p>5 Marketing Tactics for Recruiterstag:recruitingblogs.com,2015-03-16:502551:BlogPost:18722992015-03-16T14:33:39.000ZMaren Hoganhttps://recruitingblogs.com/profile/MarenHogan19
<p dir="ltr"><em><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557556759?profile=original" target="_self"><img class="align-left" height="192" src="http://storage.ning.com/topology/rest/1.0/file/get/1557556759?profile=RESIZE_1024x1024" width="264"></img></a> Automation. Branding. Target. Messaging. Nurturing. Social.</em></p>
<p dir="ltr">Do all these words sound familiar? If you’re a recruiter they probably do, but until pretty recently, these words were more familiar to the folks over in your marketing department. In fact, over the last few years, recruiters have increasingly been encouraged to take up the…</p>
<p dir="ltr"><em><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557556759?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557556759?profile=RESIZE_1024x1024" width="264" class="align-left" height="192"/></a>Automation. Branding. Target. Messaging. Nurturing. Social.</em></p>
<p dir="ltr">Do all these words sound familiar? If you’re a recruiter they probably do, but until pretty recently, these words were more familiar to the folks over in your marketing department. In fact, over the last few years, recruiters have increasingly been encouraged to take up the marketing mantle and use it within their own strategies.</p>
<p dir="ltr">The problem is, marketing is also shifting and changing, so much so that even marketers are overwhelmed. Research shows that this is because of three main reasons:</p>
<ul>
<li>Lack of expertise and training.</li>
<li>Misaligned structures and processes.</li>
<li>Ingrained legacy practices.</li>
</ul>
<p dir="ltr">As the need for tech talent continues to grow, recruiters are facing the same issues, except without the basic foundation of <a href="http://resources.entelo.com/webinar-the-3-step-marketing-formula-for-better-recruiting-registration" target="_blank">marketing expertise</a>, which makes the insistence from vendors, consultants and branding experts that recruiting and marketing team up, all the harder. Here are three easy ways to start shifting your team in the right direction:</p>
<h3 dir="ltr">METRICS AS RESEARCH:</h3>
<p dir="ltr">Finally, we start with something that recruiters can relate to! You may already be familiar with things like time to hire, quality of hire, candidate to hire ratio, but marketers use different metrics: time on site,<a href="http://resources.entelo.com/webinar-candidate-outreach-download" target="_blank">optimal time of day to share messaging</a>, length of messaging, click rate, open rate, etc. Get familiar with these terms and use them to evaluate the way in which you are communicating with candidates. For example, try using your website metrics to see how your career portal is doing (and where it might be ineffective). Using free or inexpensive tools to build landing pages for campaigns can help you alter your careers portal without having to call IT (try Strikingly and <a href="http://www.instapage.com/" target="_blank">Instapage</a>).</p>
<h3 dir="ltr">EMPLOYEE RECORDS AS TARGET PROFILES:</h3>
<p dir="ltr">Hopefully, you know your ATS pretty well. Countless sourcing gurus have advocated sourcing from your database but there are other revolutionary secrets hiding in there. Discovering who is likely to stay and be a success within your organization can not only help with source of hire, <a href="http://resources.entelo.com/ebook-how-to-build-an-effective-employee-referral-program" target="_blank">it can assist with type of hire</a>. Creating a target profile based on this information is an old marketing trope, and it makes perfect sense for recruiting. Not only can you search through data, you can ask your successful team members just what helped them make the switch to your company. Smart recruiters are using tools like SurveyMonkey and micropulse tools to round out target profiles by identifying employee and candidate trends and sentiment, not to mention commonalities toward which to recruit.</p>
<h3 dir="ltr">JOB DESCRIPTIONS AND MESSAGING AS MARKETING COPY:</h3>
<p dir="ltr">This one should be a touch familiar. Job descriptions are one of the most overlooked ways to attract people, which is a shame because it’s one of the simplest things for recruiters to change – changing your job site takes assistance from IT, starting a social recruiting program can take buy-in from marketing and legal – but changing job descriptions is usually something that recruiting can do all on its own. When talent acquisition pros start taking the time to shift their thinking from job requirements to recruitment messaging, it affects all facets of the way the open positions are promoted, online and offline. One idea: Use blog post generators, email writing workshops and headline writing tips to create more attractive and dynamic messaging.</p>
<h3 dir="ltr">SOCIAL RECRUITING AS SOCIAL SELLING:</h3>
<p dir="ltr">Any good marketer will tell you that the reason for social is conversation and engagement, but if your social efforts never result in a sale, you are doing it wrong. The same holds true for recruitment, if you can’t tie actual closed candidates to the medium, then it’s maybe not where you should be spending your time. Unfortunately, when recruiters started using social, it was way more difficult to track exactly which avenue was bringing candidates into the pipeline.</p>
<h3 dir="ltr">CANDIDATE EXPERIENCE AS MARKETING AUTOMATION:</h3>
<p dir="ltr">Marketing automation systems have made it easier for marketers to nurture sales and business development. As technology becomes more abundant, less expensive and increasingly drag-and-drop, nurturing has become simpler and more accessible for even smaller companies. This accessibility can work in recruiters’ favor as well, allowing even the busiest recruiter to set up nurturing campaigns for candidates, track interested applicants and use simple CRM techniques to stay in touch with jobseekers on a tight schedule. For instance, tools like <a href="http://www.sharpspring.com/" target="_blank">SharpSring</a>, Hubspot and HatchBuck will allow you to sort applicants, set up simple or complex campaigns, and create targeted social messaging.</p>
<p><em><strong>Bio: Maren Hogan</strong></em></p>
<p><font><span>Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. She leads </span><a rel="nofollow" href="http://www.redbranchmedia.com/" target="_blank">Red Branch Media</a><span>, a full service marketing and advertising agency serving the HR and Recruiting sectors. A consistent advocate of next generation marketing techniques, Hogan has built successful online communities, deployed brand strategies in both the B2B and B2C sectors, and been a prolific contributor of thought leadership in the recruitment and talent space.</span></font></p>
<div><div><span>You can read more of her work on <a rel="nofollow" href="http://marenated.com/" target="_blank">Marenated.com</a>, <a rel="nofollow" href="http://hrexaminer.com/">HRExaminer.com</a>, <a rel="nofollow" href="http://recruiter.com/">Recruiter.com</a>, <a rel="nofollow" href="http://inc.com/">Inc.com</a>, Forbes, Entrepreneur and the Glassdoor and Peoplefluent blogs. Follow her on twitter <a rel="nofollow" href="http://www.twitter.com/marenhogan" target="_blank">@marenhogan</a> - she's funnier there.</span></div>
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<p></p>