May 8, 2013 0
by Johnny Torrance-Nesbitt, MBA
I noticed while during my work in Employment Branding and Diversity over the years, that unique synergies could arise from the coupling of Diversity & Employment Branding. I think that “Diversity can improve a firm’s Employment Brand” ©
Apr 24, 2013 0
by Anne-Sophie Pasquet
Nowadays, the challenge many employers face is not only recruiting people, but it’s recruiting the right employees and the best talent. In order to do that, most companies have different strategies, strong employer brands, and values they publicize, but how can these companies make a difference and make sure to recruit and retain the best talent? The key is engaging talent and creating strong relationships. Indeed, talent management is more important than ever. Generation Y is quite a paradox: it’s an over-connected generation that also wants to return to human values and direct contact. Students love having insight of what’s happening in a company, especially if this insight is provided by employees themselves.
Apr 24, 2013 0
by Joao Araujo
Thus far, 2013 has been a year where headlines have been dominated by a world moving at two different paces. Debt-ridden advanced economies struggle to show growth, while emerging markets navigate at cruising speeds. But beyond the macro-economic figures, there is one other “2-speed world”: the world of the active organizations vs. the lingering organizations. Truth be told, there are quite a lot of organizations that have fallen prey to the headlines and, by not actively preparing for their future, are endangering their present. Why?
Organizations that do not continuously refresh the skill-set of their workforce, either through advanced training and development programs or by replacing talent, will begin to miss the pace of the dynamic economy in which we live. For the last 5 years, I have been observing employers and the impact of talent management in the overall performance of organizations, and can now draw an initial conclusion: The levels of hiring and lay-offs has a direct impact on the performance of organizations.
Apr 24, 2013 0
by Elisabet Welinder
We asked Pontus Johansson, HR specialist who works with employer branding at IKEA, about his views on talent and managing long-term relationships with employees.
How would you describe IKEA, as well as its values and identity?
IKEA is a global company whose core business is Home Furnishing. Our vision is to create a better everyday life for the many people, and we realize that vision through our business: offering a wide range of well-designed, functional home furnishing products at prices so low that as many people as possible will be able to afford them. Our values are the foundation of our work, and by living them, we form IKEA’s unique culture of team spirit and enthusiasm. Our Swedish identity is an important part of our culture as well.
What differentiates IKEA as an employer?
I would say our strong IKEA culture is what differentiates us. Our culture originates from Småland in southern Sweden. This area is associated with its hardworking people who have developed the skill to live on small means and make the best of limited resources. Thriftiness and innovative thinking are the basis of the IKEA culture. This culture, as well as all of our co-workers who live our values, differentiates us as an employer.
Apr 24, 2013 0
by Claes Peyron
Imagine that you walk up to a random stranger and say, “This may sound a bit strange, but today you and I will start a friendship that will develop over the coming 45 years. We will have our ups and downs as in any friendship, but towards the end of our friendship we will look back on the years gone by and say that we have grown, that we have learned and that it was very rewarding.”
Apr 24, 2013 0
Vladimir Kshnyakin and Andrey Kolomeets, project managers at MTS describe the “Big Game” motivational program that has engaged and challenged members of their organization.
1. What business challenge/opportunity for improvement was your organization facing?
Our organization was facing a problem of an increase in staff turnover. Additionally, our company needed to attract younger talent to ensure its sustainability in the future. The MTS brand is well known in the Russian mobile retail market, but at the same time, HR branding is a novel concept to which not many companies invest time or resources.
Apr 16, 2013 1
One of the most frequent and, at times, frustrating challenges that recruiters face is ensuring that their target schools are relevant and effective. Too often, recruiters spend limited time and money trying to woo students from top schools that are inundated with recruiters from other companies trying to do the same thing.
Recruiters and hiring managers need to take a data-driven approach to campus recruiting, and make sure they refine that approach every few years as their needs change. Recruiters frequently select schools without a true strategy: because they have always done so, because these schools are prestigious, or because key stakeholders want to establish relationships with their alma maters. In doing so, companies are spreading their already-limited resources even thinner and are missing out on opportunities at potentially fruitful schools.
Apr 12, 2013 0
by Steven Rothberg, president of CollegeRecruiter.com
Go to just about any recruiting conference these days as you won’t be able to walk five feet without hearing an attendee or presenter talk about the importance of employer brand. Many talk about it as if it has always been recognized that a key factor in the success of any organization is the strength of its employer brand. Yet ask those same people about the very phrase they’re throwing about with reckless abandon and few will truly understand its origins or even its present day meaning.
Mar 26, 2013 0
by Sanna Burman
Recently, so much focus has been dedicated to the rise of online communication channels and the “death” of everything else. Who hasn’t heard that everything nowadays happens online? We discuss the rise of web 2.0 and the impact of the social media, but what does reality actually look like? What we all are trying to find out is: What is the smartest channel for our strategic communication? The answer is – there is no simple answer!
Mar 26, 2013 0
by Elisabet Welinder
At the Swedish Universum Awards in Stockholm on March 13, representatives from Unilever gave a greatly appreciated presentation about how to create a good relationship between candidates and employees. Filip Kronhed, Talent & Learning Specialist and Paulina Ekvall, VP Human Resources, Nordics, entertained and enlightened the audience when they compared the relationship between two people in love with the relationship between employers and candidates.
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