exaqueo's employer brand blog featuring insight from our team, industry news and trends, our research, client work, and lessons learned.
Like many in the industry, our client Montage International, a luxury hotel management company, has been severely impacted during these times.This environment for hospitality is challenging to say the least.
After a month of rising unemployment numbers and dealing with business that is far from usual, we revisited the careers websites from our original list of 50 U.S. employers.
Whether you’re new to overseeing virtual teams or you find yourself working from home for the first time, it’s important to understand how to manage time, communicate effectively, and feel connected to others.
In the coming weeks, we’ll be putting organizations and leaders in the spotlight who are going above and beyond with their candidates and employees during these challenging times. First up is Lacey Stenson, Partner and Chief People Officer, at NorthRock Partners.
COVID-19 took us by surprise, leaving millions and millions of people unemployed – including several of my own family members.
Communicating during a crisis is hard. While none of us have experienced COVID-19 before, many of us in HR and employer branding have gone through other crises and we know one thing is for sure—what you do now and how you communicate it, will have a lasting impact on your brand.
The CEO of FORNASH, a fashion accessory company, Stephanie Fornash's business has all but dried up right now. When I checked in to see how she was faring, turns out she's helping with the crisis. When you've already had your career obliterated by the economy before, you have some great advice.
A crisis is a true test of loyalty, confidence, and the human spirit. Will your brand be positively or negatively remembered for how you treated employees during COVID-19?
Are organizations communicating about COVID-19’s impact on hiring and the candidate experience? The exaqueo team reviewed 50 career websites of some of the largest employers in the United States to find out.
Coronavirus will become a defining moment for many of us. As an employer branding professional or talent acquisition leader, how you handle your role during this time will have a lasting effect. Whether it’s positive or negative, is yet to be determined.
We do know that employer brand can’t be about a bandwagon approach, jumping from something shiny to the next. To be successful, we have to be data driven, strategic, and consistent.
Here at exaqueo, we have been a fully-remote team since 2011 and some of our team members have been remote for decades. Getting comfortable with working from home and shifting to this kind-of-policy isn’t a quick change. It requires thought and purpose, even if the decision has to be made quickly.
Every organization should have a true understanding of the candidate experience journey from the candidate's perspective, and a strategic plan to bring the best experience to life.
Working in the employer brand industry has come a long way since Simon Barrow first coined the term “employer brand” in 1996. Today’s employer brand professionals are adept strategists and communicators dedicated to helping people understand the meaning of work.
Time for another LIST! Here at exaqueo, we are always looking for ways to be inspired. We’ve pulled together a list of what we’re reading (or listening to) now and hope you’ll find inspiration as well.
Buns and bees aside, when I started working at exaqueo, I knew it was something special. Three years later and I want the world to know just how amazing this team is. A former colleague once called #teamexaqueo the “hardest working team in HR.”
We had so much fun partnering with the Talent Board and talking all things #candidateexperience during the first-ever #CandExperienceDay2020 Twitter chat. In case you missed it, here are the top themes discussed during the chat.
In partnership with industry leaders at the Talent Board, CareerXRoads, and others, exaqueo has stewarded the development of a candidate experience model for the future. It includes a full employment lifecycle and strategy map for candidate experience with a measurement methodology anyone can use.
Essentially, alignment is our “inner applause.” It’s the moment we know that the work we do is pointed to something bigger and greater than ourselves. We achieve alignment when our work fits within our core personal values
Today’s candidates evaluate organizations as employers by what they hear, read, see, and experience. And they want the candidate experience to feel a lot more like the consumer experiences they are now accustomed to.
From purchasing a home to renovating it, this past year has been full of lessons learned. Looking back, I've realized there are many parallels between renovating a house and building an employer brand.
I share my story because our exodus from the big city is not unique. Millennials are moving out of metropolises and heading to the suburbs and smaller cities at increasing rates.
“When we think about what lies ahead for our industry, we’re not focused on tactics and technologies. The real value in the future of employer brand is strategic and holistic—branding and marketing the entirety of the employment experience.”