Kaynağım İnsan Haber, Türk ve yabancı kaynaklarda dikkatimi çeken İnsan Kaynakları ile ilgili haber, köşe/blog yazısı, video ve görsellerden derlenmektedir. www.kaynagiminsan.com
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In 2011, I had the good fortune to travel to 11 countries to chair events on employer branding. During this time, I was able to speak with business leaders about global trends affecting their employer brand strategy and how they were addressing these challenges and opportunities.
Based on their feedback and my experiences, I have compiled an action list of 12 key areas for companies to focus on in 2012 when developing or evolving their employer brand strategy.
I’ve compiled a list below I wanted to share with you. The list includes 11 areas for leaders to focus their employer branding efforts on in 2011 based on some of the workforce changes we have encountered by the introduction of new technologies, global economic instability and the requirements of a modern workforce - one that is agile, adaptable and responsive to a constantly changing and highly competitive landscape.
It’s great to see many more companies appointing employer brand leaders in 2010 to drive their organisation’s employer brand strategy. I expect this trend to continue in 2011.
It is only with this focus will we see the continued evolution of the employer brand concept and employment offerings which on the whole, works towards achieving a much better match of the needs of employees with those of business.
Imagine a man named Jim. He’s applying for a job at Google. Jim knows that the odds are stacked against him. Google receives a million job applications a year. It’s estimated that only about 1 in 130 applications results in a job. By comparison, about 1 in 14 high-school students applying to Harvard gets accepted.
Jim’s first interviewer is late and sweaty: He’s biked to work. He starts with some polite questions about Jim’s work history. Jim eagerly explains his short career. The interviewer doesn’t look at him. He’s tapping away at his laptop, taking notes. “The next question I’m going to ask,” he says, “is a little unusual.”
You are shrunk to the height of a nickel and thrown into a blender. Your mass is reduced so that your density is the same as usual. The blades start moving in 60 seconds. What do you do?
When sitting down for a job interview at a top U.S. tech company, you’d typically expect the interviewer to hammer you with questions testing your abilities, past history and knowledge of the company. You wouldn’t think it was the time or the place to start exploring solutions to world hunger, but that’s exactly what happened to one candidate looking to be a software developer at Amazon.
In Glassdoor‘s annual review of the top 25 oddball questions asked in job interviews in 2011, tech companies feature highly. Although there’s just one question from Google on the list, the Wall Street Journal recently profiled the search giant’s interview process, highlighting the trademark strangeness of some of the questions.
In my article on the Ten Most Hated Jobs, there were some surprises. There are also some surprises in the ten happiest jobs, as reported a General Social Survey by the National Organization for Research at the University of Chicago. (I am indebted to Lew Perelman for drawing my attention to the Christian Science Monitor article.)
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Whether it’s a high-profile tech company like Yahoo!, or a more established conglomerate like GE or Home Depot, large companies have a hard time keeping their best and brightest in house. Recently, GigaOM discussed the troubles at Yahoo! with a flat stock price, vested options for some of their best people, and the apparent free flow of VC dollars luring away some of their best people to do the start-up thing again.
Yet, Yahoo!, GE, Home Depot, and other large established companies have a tremendous advantage in retaining their top talent and don’t. I’ve seen the good and the bad things that large companies do in relation to talent management. Here’s my Top Ten list of what large companies do to lose their top talent :
Equipped with over 200 billion dollars in buyer power per year, Gen Y is the next generation that marketing professionals must focus on to sustain business. This birth of Gen Y creates a new form of marketing that no longer aims towards Baby Boomers or Gen X’ers. Supercilious marketing gimmicks no longer engage us. We want real time, convenient, simple, and reliable customer service. No longer is it feasible for a company to limit its marketing strategy to the normal 8-5 schedule.
So who are theses Gen Y’ers that are forcing companies to take on new strategies, funnel millions into new ideas, and market to a generation that no longer rely (or trust) on simple advertisements. It’s up in the air what age range commits to the tech-savvy Gen Y’ers. The general consensus is that anyone born anywhere from 1983 – 1997 can be considered Gen Y, give or take a few years.
Since last week when I shared my story about how my personal brand, namely my blog was causing tension between me and my former company, a number of social media and blogging savvy professions have connected with me sharing their personal stories and frustrations with social media both in and outside of the workplace. It’s funny how sometimes the truth isn’t really what sets you free. It’s your truth that sets others free.
Blogging like many social media tools provides you a channel in which to share your voice, and in 2001 I, as well as an employee learned that sometimes that voice can get you in a little bit of trouble. As the HR professional I was responsible for my facility’s employee newsletter. And from time to time we had employees contribute recipes, pictures, and short stories. One employee, in particular was quite adept at creative writing and over a period of 4 months had a very popular short story series that was featured in our newsletter. He was a great writer and had an amazing imagination. I wasn’t surprised when he shared with our management team as well as many employees a while later that he had launched a website as well as a blog to continue his conversations.
I utilize several resources to keep on top of what’s new and who’s saying what in the worlds of recruiting, social recruiting and human resources – and one of my favorite resources is Slideshare.net. (You can follow me on Slideshare.net HERE to see presentations I’ve uploaded as well as my favorites, etc.)
Lately, there have been several informative and helpful presentations uploaded related to using social media in HR and using social media for recruiting. Below are 10 of my favorites:
HR departments are often maligned as glorified paper pushers, but a good human resource manager is an invaluable resource, advising you on your people, management techniques, hiring and developing programs that will help you succeed.
What–you say your HR manager isn’t doing that? Then it may be the time to show him, or her, the door.
Here are 9 red flags that your HR manager is doing a terrible job. Ignore them at your own risk.
