Here at exaqueo, we believe strong employer brands also happen when there is alignment. Employer brand is no longer something that one team does. It’s a long-term strategic objective that brings together talent acquisition, human resources, communications, information technology, and marketing. It’s vital that there be alignment and partnership between these functions and stakeholders because employer branding affects and influences so many areas. The entire employee lifecycle—from pre-applicant to alumnus—and even corporate marketing are impacted by employer branding.
Diversity. It’s been a hot topic in the world of human resources and talent acquisition for as long as I can remember. And, while many companies are making strides and thinking more broadly about diversity and inclusion, other companies seem to be making the news for reasons they may not have intended.
There are only four more months of this year. How are your vacation days looking? If you’re like most American employees, you probably haven’t taken a vacation yet this year. You may have so much unused paid time off (PTO) you can’t possibly take enough vacation before the end of the year.
Vacation days don’t come easy in America. We are a work culture that rarely sleeps, never unplugs, and struggles to not check emails. For these reasons and more, taking time off can be challenging. But that doesn’t mean you shouldn’t.
As a woman of color, I’ll admit, I cringe whenever I hear the phrase “diversity initiative” -- and I’ve heard it a lot throughout my 20-year career in recruiting and employer branding. Whenever the topic of diversity comes up, it’s usually race or gender related. However, many of us can agree, diversity is so much more than that. Diversity is also about understanding and embracing the differences that exist, not checking off the boxes.
Traveling for work: it can be as exciting as it is tiring and frustrating. And according to the U.S. Travel Association, there will be a slight uptick in business travel over the next few months.
While some employees may travel once a year, there are others for whom business travel is nearly a way of life. At exaqueo, our team travels to support the needs of our clients. Some of our clients jet set extensively around the world to meet the needs of their companies. From the casual business traveler to the road warrior, what are the best ways organizations can support their employees?
Whether you work for a small non-for-profit or a large, multi-national organization, here are ideas to ease travel stresses, while showing your employees you care. This is especially important for organizations who say they put “employees first” as part of their employer brand.
As we return from our company's week of vacation, we are focused on the impact of PTO and vacation time on employees' productivity and health. It's worth the time to understand what PTO policy is best for your organization and how to encourage your employees to find a healthy work-life balance.
The headline (like many these days) was provocative: 'Inside Apple's New Campus: No Childcare But You Can Freeze Your Eggs.' Sure, the new campus is beautiful and innovative. But for a company like Apple to have such conflicting benefits? It seems like a bad business and bad PR move.
The overall subtext seems obvious--Apple wants employees who can work as long and hard as possible. And the campus is largely male-dominated given it's heavy, engineer-laden workforce. But is that a bad thing? If you're a parent who works (or wants to work) at Apple, or a proponent of inclusion at any level, sure.
As an Apple customer and new mom back at work today after my maternity leave I'm greatly disappointed. But as a company CEO and employer brand strategist I'm not.
With graduation and intern season upon us, we want to focus on Millennials and Generation Z and share how internship programs can be mutually beneficial for both the company and the employee. This post is written by Elizabeth Meyer, exaqueo’s Marketing and Communications associate, rising senior at the University of Richmond, and seasoned, three-time intern.
Before we jump into answering the question, “What does Elon Musk have to do with employer branding,” let’s first introduce him. Elon Musk is a multi-billion dollar businessman, engineer, and inventor. Think Tesla, SpaceX, and SolarCity. He’s super rich, forward thinking, smart, and driven. And, he is credited on sites like Reddit, Inc., and Business Insider, as saying:
“It is important to view knowledge as sort of a semantic tree -- make sure you understand the fundamental principles, i.e. the trunk and big branches, before you get into the leaves/details or there is nothing for them to hang on to.”
Understand the trunk and big branches before you get to the leaves. Musk makes such a profound point, and immediately makes me think of employer branding. How, you ask? Over the years, I’ve observed that sometimes, some companies seem to rush straight to the “leaves” of their employer brand work, before truly understanding the “trunk.”
Have you ever heard that good things come in threes? It’s not just folklore, “the rule of three” is a long-established theme woven into life, thought models and masterful storytelling shared through the ages. Its Latin roots “omne trium perfectum”, meaning “every set of three is perfect” or simply put, “complete.”
On the heels of the Employer Brand Strategies Conference (#EBrandCon) last month, I started thinking about how the rule of three both connects in employer brand and three key themes interwoven throughout the conference.
Whether your company hired summer interns or not, understanding the benefits of an intern program and the differences of Generation Z could be crucial to hiring. This month, we focused on intern engagement and Gen Z to give you insight into best practices and how these employees are transforming the recruiting pipeline.
Last month was National Physical Fitness and Sports Month. It was filled with activities like “Bike to Work Day” and “National Run a Mile Day.” Suddenly, my network was full of posts about Whole30 and after-workout selfies. It’s now the first week of June, and I can’t help but wonder if this uptick in wellness will continue—June is National Candy Month after all.
There it is, staring back at you: the company career site that hasn’t had any love since it launched. In 2007. That was 10 years ago. And a lot has changed since then. There you are: itching to tear it down, build it up, and take your career site experience to the next level.
Before you jump to photography, videos, and Twitter feeds—here is the information you need to know to ensure the career site project is expertly managed and to launch without a hitch.
Last month, we focused on finding a balance between work and personal life. This month's update is an extension of that. Working moms are especially pressured to be their best in both areas, so we curated the best content to help the moms out there understand how to put their best foot forward, at home and at the office.
This month at exaqueo, we’ve been talking a lot about work-life balance. It’s something many of us seek, yet it eludes us too. A member of #teamexaqueo recently shared an interesting story. As professionals, she said, we each have fours balls we are constantly juggling: Family, Health, Spirit and Work. The first three balls are made of glass. The last one, rubber. If you drop one of the first three, they could break. The work ball will always bounce back.
This story struck me rather profoundly. It’s not to say that work isn’t important, rather it’s points out just how fragile the other three can be if neglected.
This Thursday, April 27, 2017, is National Take Your Child to Work Day (TYCTWD) in the United States. At exaqueo, we always talk about bringing your Whole Self to work, and here’s an instance where your work life and personal life really can blend together. In our research, it’s no surprise that spending time with family is one of the most cited things people do outside of work. While the main purpose of the day is to expose children to different career opportunities, it is also a great way to engage working parents (and the rest of the office) in a meaningful way.
As a company made up primarily of women who work from home, flexible working policies are central to how we operate. It is crucial that we all set parameters to keep our work and personal lives in harmony so that we are better able to be productive employees. This month's update focuses on finding this work/life balance in each of your own lives.
At the end of February, the Internet met its latest superstar: Brad’s wife. If you haven’t heard about Brad’s wife Nanette, the story is simple. Nanette was fired from a Cracker Barrel where she worked as a server for 11 years. Neither her nor her husband understood why. So he turned to Facebook to ask the restaurant chain why she was fired. And an Internet sensation was born.
For weeks on end, people have been taking to the cause. Communicating on her behalf, they demanded answers and started an online petition. And when the company didn’t respond, they made up their own (negative) conclusions. A month later, the company still has yet to address the issue. So the internet is filling the void with continual posts to their Facebook page and Twitter asking for #justiceforbradswife.
A month? Crisis communications 101 tells us that ignorance can be the best policy sometimes. But in a world where communication knows no bounds anymore, why stay silent? It can’t be good for business, PR, employee engagement or talent acquisition. Even competitors including Chick-Fil-A and Bubba Gump have signs advertising to hire Brad’s wife.
The whole story is genuinely, laugh-out-loud funny. But it’s also such a lost opportunity. And organizations are losing the opportunity for honest communication and impact every single day. So why stay silent? It’s simple. We’re scared.
Human resources has played “scaredy cat” for as long as I’ve been in the profession (20 years) and long before that. From EEO claims to unions to lawsuits, we’re afraid to talk about—and talk to—our employees with any sense of openness, honesty and realism.
And sometimes, it makes sense. Lawyers exist for a reason. Pending lawsuits, grievances and claims mean HR professionals can’t talk. Understandable. But that doesn’t mean we have to be so shy we stay silent all the time.
It's almost impossible to talk about employer brand without referencing social and digital media in the same sentence. After all, the job search and employment landscape has completely changed since Facebook, Twitter and LinkedIn came of age.
From job seeking habits to employee communication, social media has changed the way organizations brand themselves as places to work from providing more ways to connect with future and current employers to more insight into the authentic employment experience.
While every employer brand we build is rooted in research and strategy, there's no effective execution without utilizing social and digital in a practiced, experienced way. With that in mind, I'm thrilled to welcome Emily Fritz to the exaqueo family!
Read more about Emily.
When you've been working in-house for a long time, you can't help but partner with external partners. From agencies to vendors, I worked with dozens of wonderful consultants, technologists and software companies during my in-house HR career.
And while their expertise and or products were needed and valued, these partnerships didn't come without their challenges. From turnover of account managers to technology vendors who didn't quite understand how HR or recruiting worked to consultants who weren't used to the politics of corporate America--just managing external partners can be trying.
And that's precisely why I'm so excited so add Chrystal Moore to the exaqueo team!
Because we're focused on being partners to our clients, our team has to have that insider's lens. And Chrystal has just that: an unmatched, in-house, talent acquisition and employer brand perspective. A veteran of talent acquisition strategy with brands like Philips and Aramark, she knows recruiting strategy and management inside and out.