There is a power balance in the branding and recruiting game. When marketers, recruiters and managers forget this, things tend to turn sour.
“And as a department, as a profession and as individuals – HR is trying to chase both rabbits.” -Paul Hebert
“…commit yourself to building an HR team that spends more time with non-HR employees than HR employees.” -Dr. Todd Dewett
“For more than 30 years I labored under the misapprehension that hard work, competence, and honesty were all I needed to be a model employee.”
The data on whether employees are engaged says that the answers are Yes, No and Sometimes.
Question: How does your language, terminology used in recruiting, reflect the driving culture, industry focus of your company?
Homer Simpson, Paul Hebert and Fermat’s Last Theorem. Hmmm. What could go wrong with this Employee Engagement scenario?
Far too many hiring managers fail to recognize passion when they see it in the hiring process.
Going to a tech conference and coming away feeling like part of a family of complete strangers and unrelated people is something I have never experienced.
Not many get there. Those 500 CEOs are an elite group of people who have the magic combination of luck, training, pedigree, and connections. Then, they had to work hard and really want to deal with the power, politics, and fierce competition to get there.
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