2015 is well underway, and with the new year comes new opportunity. Post-war veterans are coming home and seeking employment to support their families. Ad campaigns, news stories and social media buzz has created awareness of the benefits of veteran hiring.Due to the increased knowledge transfer, employers are hearing the message and ramping up their veteran recruitment strategy to target those entering the civilian workforce.
How can you compete with best-in-class companies for standout talent? This employer branding infographic outlines what it takes to climb your way to the top. It also reveals the Fortune 500 top 5 employer brands as ranked on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report.
As a recruitment professional who helps clients develop and execute university recruiting programs, I always take advantage of opportunities to build college partnerships. Whether it’s attending career fairs or presenting to students, I know how important it is to an employers’ university recruiting program to develop these partnerships. I’ve written about how speaking events on college campuses will add value to university recruiting programs, but this gives you first-hand information about how it has affected an employers’ talent acquisition strategy.
As an avid market researcher both professionally and personally, I’ve always been fascinated by this powerful tool. Research done correctly can help you pick the perfect hotel, see a good movie, eat at a delicious restaurant, drive the right route – and hire the ideal candidate. Market research has evolved significantly, particularly in the human resources sector, thanks in part to the overwhelming amount of information readily accessible. Now, how to leverage that research to develop proactive talent acquisition strategies.
As we embark on a new year, it’s important to reflect on 2014. The human capital and recruitment space has seen many innovations in the past year – from redefining the recruitment process to include value–added proactive solutions to the increasing importance of recruitment marketing and employer branding. To ring in the new year, we invite you to share Human Capital Connection's top 5 blog posts from 2014. Enjoy!
With 2015 right on the horizon, many HR experts are working on strategic employer branding initiatives to prepare for the new year. After evaluation of 2014’s Fortune 500 Top 100 Employment Brands report, it became clear that there was one key area of employment branding that many organizations were overlooking – awards and accolades! When preparing for next year’s internal branding strategies, keep this component in mind. Here’s why:
As many of us plan our 2015 strategies and set our sights on the new year, we tend to forget the power of looking into the past. While planning ahead is a must, this time of year provides an excellent opportunity to reconnect with those you’ve lost touch with. Whether they’re former clients, business partners, vendors, professional contacts or friends, this is the perfect time to reconnect or establish a new relationship. Here are three networking strategies to practice during the holidays.
The Hour of Code is a non-profit initiative that was established in 2013 to introduce coding, to anyone – from ages 4 to 104. This program takes place December 8-14 during Computer Science Education Week and aims at reaching millions of individuals on a global scale. One-hour tutorials are available in more than 30 languages. If you are completely new to coding, don’t be intimated; this program is actually created to be effective for those with little to no experience.
Looking for a way to give back this holiday season and truly make an impact? Save the Children works to help children all over the world in a variety of ways including:
The good news: 85 percent of the workforce wants to hear from recruiters according to LinkedIn’s Talent Trends 2014 report. The downside: As employers, 85 percent of your employees are open to jumping ship. And what happens if a company that your employees are entertaining can offer more than yours? In today’s workplace, it has become apparent that all jobseekers are “active” (even the passive ones) in the sense that should a recruiter reach out or a new opportunity present itself, people are more willing to take a chance to learn more about it.