The blog will be updated monthly and will mainly focus on helping you sharpen your skills within employer branding, talent acquisition, company culture, recruitment and HR Tech.
Det finns många distraktioner att undvika och man måste lägga ner mycket mer energi för att komma i jobb-mode när man sitter hemma. För att underlätta den här transformationen och ge dig de bästa verktygen för att fortsätta vara produktiv har vi sammanställt 5 vanor som är hjälpsamma att börja med nu när hemma-jobb är den nya standarden. Är du med? Då kör vi!💥
I’m Sofia, a peanut brownie lover, and full-time digital nomad! 2 years ago, I decided that life was too short to not fully adapt to the location independent lifestyle and since then, I’ve been working all the way from the mountain tops in Georgia to the night train through Kazakhstan. This is a little something I put together for you to get a clearer idea of what is actually going on inside a digital nomad’s head, a little extra directed to you who are contemplating letting your team work remotely. Welcome to the brain of a digital nomad.
Recruiting on Snapchat might just sound like a wild idea for some, but could it be a legitimate employer branding strategy? One company to be inspired by and that has succeeded is McDonald’s. Attracting and recruiting young people today requires you to be innovative in your way of approaching them, something that McDonald’s in Australia quickly realized. Knowing that nearly half of their employees are between the age of 16 and 24, makes choosing Snapchat as a recruitment channel sound less like a naive idea and more like a well-thought-out method. And just like that, the expression “Snapplication” was born💥
Recruitment needs to be aligned with the wider business mission, vision, values, and objectives to be successful. The best way to achieve this alignment is by setting relevant goals and evaluating success based on these goals. Having the appropriate recruitment metrics in place is crucial to understand the current state of your talent acquisition process, identify wins and challenges, and continuously improve your approach to meet your objectives and achieve operational excellence
Approaching candidates through a social recruiting campaign is one of the most cost-efficient ways to find talent. It allows you to be in full control over exactly who sees your content and therefore what you’re spending our money on. On top of that, if you want to stay ahead of the game and top of mind for your dream candidates – you need to spend your money where your candidates are spending their time. But, diving into the world of social media with the aim to recruit your future talent can be confusing. Thankfully, we’re here to guide you through the 3 big mistakes to avoid in order to create a successful social recruiting campaign!
Diversity means nothing if you don’t believe in it. To truly challenge systemic barriers, we need to face the mirror and reflect on how we are currently acting to cultivate a diverse and inclusive environment and, more importantly, where we are lacking.
We live and work in a world where technology and other disruptive global forces are driving a dramatic transition, which brings new challenges and opportunities for recruiters. CEOs admit that the existing skills gap keeps them awake at nights, while research from Inclusionary Leadership Group shows that the talent shortage is expected to increase further and hit 23 million by 2020 (PwC, 2019). If you still feel unsure about the importance of recruitment in this market, keep reading.
People’s opinions spread like wildfire in a matter of seconds and experiences, whether a customer’s or a candidate’s, are most likely what are being discussed. Poor encounters with your employer brand are not only unappreciated, they are also conversation starters on Twitter or a reason for getting reviewed online. The point is, these experiences matter and can either be used as an approach to help your brand glow or, in the worst case, ruin you.
HR is currently going through a prodigious transformation where there’s no alternative but to be ahead of the game. To remain relevant, your strategies need to be aligned with how people in this world behave today, but in a fast-paced world where everything is constantly changing, it can be quite a challenge. Even so, it is important to find the time to incorporate employer branding into your recruiting strategy and to keep all your noise out to the world eye-catching and highly interesting for eventual job seekers.
Instagram is growing beyond measure and is today a beneficial part of many companies’ employer branding strategy. With 1 billion users worldwide, it is 2019’s go-to platform where only imagination can put a stop to what you can accomplish brand-wise.