We’re marketers. That’s what we are. Talent acquisition is about promoting opportunities. Driving brand loyalty. Evaluating customer sentiment. Participating in the conversation about our brand. Whether you like it or not, if your game is talent, your playing field is strangely similar to a marketer’s. And that because it’s all about the experience.
There are a million voices in the debate on women in the workplace. And I was reticent to add another. But there’s a perspective no one is talking about and that’s the work. Until the work changes, the ratio of women in leadership positions won’t change. My latest post in Forbes addresses just that. What if women don’t want it all? What if it’s not about promoting us but rather whether we even want it? This is an important conversation. ...
At the end of 2012, exaqueo surveyed the U.S. workforce to see what role the economy plays in job seeking. Are more employees willing to jump ship as the economy gets better? Is the down economy the main reason they’ve been staying put? What we found may surprise you. On the heels of today’s jobs numbers, you won’t want to miss this. Read, download and share: State of The Workforce.
As the economy continued to tank in 2011 and 2012, employee engagement dropped with it. Down economies often impact organizational loyalty in a negative way and Mercer’s 2012 report confirms that. According to the report, 24% of organizations are reporting lowered engagement up from 13% just two years ago. And while organizations continue to invest in employee engagement, or some form of loyalty strengthening activities, popular HR analysts and bloggers are challenging the notion of engagement score value. Companies do care about employee feedback: 96% of Fortune 100 companies and 65% of mid-sized companies use some sort of employee survey. But is fighting for increased engagement scores a good use of executive time and attention? And are increased scores really that valuable to your business?
If you could predict with a high degree of precision that investment in your employer brand strategy would deliver value wouldn’t you increase your investment?
Employer Brand International’s (EBI) 2012/2013 Global Research study found that 39% of companies plan to increase their investment in employer branding initiatives in 2013. The important consideration in this statistic is just how much of this investment will add value and how much will be wasted. For many companies it may lead to an outcome that many marketers are only too well aware of: half of their investment is wasted, they just don’t know which half!
Here at exaqueo, we take on a few career coaching clients each month. And inevitably, some cringe when they realize how much hard work is required for a successful job search. Every once in a while we have to really be clear—and sarcasm does the trick. Check out my latest post on Forbes: How Not to Get a New Job in 2013. If this doesn’t make an impression on your favorite lazy job-seeker, nothing will!
Four years ago today, I was up early, on the Metro and headed to The Ritz-Carlton, Washington, DC at 22nd and M Streets. Suit, overcoat, heels, gold nametag. I was going to be a doorman for the day: Inauguration Day. At The Ritz-Carlton, it’s something called lateral service. You help out others where needed, developing your own skill set along the way. Sometimes it’s planned, like for events like this where a particular hotel knows it’s going to be busy. ...
It’s that time of the year–THE busiest time for job searching. If you’re a job seeker, this is your Super Bowl, your Miss America, your World Cup. And just in time for your big, mecca moment, NPR and Twitter have pulled together a team of experts (including me!) to help you with your search.
It’s been a big year for me. Got engaged. Revamped my business plan. Pivoted the business. Got married. Took three weeks off for the first time in 10 years. It’s this kind of year where you realize who people really are. Really. I tried to ask for help. Sometimes it worked. More often, it didn’t. Someone said to me recently: “you’re really good at paying it forward and you’re not so good at promoting yourself.” I’ll admit, I took that ...
I’m pretty sick of the work-life balance argument. It’s not one or the other. Or sublime balance all the time. It’s flexibility how and when you want it, understanding that working less may mean earning less. But it’s your choice. Read my latest Forbes post “Forget Work-Life Balance: Give Us Choices Instead.” I’d also love if you added your comments here and/or on the Forbes site–this is such an important topic for women and men.