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Entry-Level Job Negotiation: Negotiate the Salary You Deserve

You might think that you need to be established in your field before you can negotiate for a better salary, but you'd be wrong. It's fairly common place for recent graduates to discuss the terms of their new contract, and you shouldn't let the opportunity pass you by! Below, you can find some of the methods you can use in your negotiations.

Topics: employers, candidate sources, employment

 

Obamacare's Impact on Hiring and Recruiting

By Allison Reilly Tue, Dec 17,2013 @ AM

Under the new health care law, employers with more than 50 employees are required to provide health insurance, or face fines. The new law and its rules have started a lot of debate on how these changes will impact businesses and their hiring decisions. Some experts argue that there will be a period of uncertainty and open positions as companies, especially small and medium-sized businesses, figure out what their costs are going to be before they start hiring full time workers again. An October 2013 survey of 500 businesses found that 78% of them said Obamacare will have no impact on their hiring plans. So, what's really going on with Obamacare and hiring and recruiting?

Topics: rpo industry news, recruiting, hiring and recruiting news, employers, competitive workplace

 

What is an Employment Brand?

By Allison Reilly Thu, Aug 30,2012 @ AM
The 'brand' may seem like something only marketers would talk about, but when you think about it, recruiters and human resource managers are marketers too. They need to make the company look appealing to the potential employee, as well as find good people to fill important positions. It's called the employment brand, and it's something recruiters, hiring managers, and RPO providers ought to think about.

What is an Employment Brand?

The employment brand, is much like the normal brand for the company itself; it's the  "image of the company as a 'great place to work'" . It's the way your company is perceived by applicants, potential candidates, and current employees. Much like a customer brand, this other brand also has competitors that are competing for the best candidates with 'images' and a sense of what the employer represents. And exactly like a customer brand, a company's employment brand is determine by the presentations as well as the reality of what's happening within.

What Makes a Good Employment Brand?

Management consulting firm Gallup (the same one that does all those polls), offers these five characteristics of an  ideal employment brand :
  • credible, compelling, and connects emotionally with your organization's current employees and ideal recruits
  • marries the customer brand with the attributes of the workplace
  • uniquely differentials your organization from others
  • authentic, and aligned with the values and culture of your current and potential employees
  • speaks to targeted recruits and employees who are more likely to thrive in your culture and be aligned with your values and missions

How Do You Develop an Employment Brand?

If you've already hired your first employee, then you already have one of some sort. So, the first steps would be to assess the brand, define its identity, and to define the profiles of your top performers. In order for recruiters, hiring managers, and RPO providers to succeed in finding the best people, they need to know what constitutes "the best people" for the company as well as the position.

After this, gauge what your brand is by talking to current employees. This not only will provide a sense of what the brand is, but it also gets them involved in shaping the brand and communicating it. The components are not much different from the customer brand, as a value proposition and an engaging experience are still needed to make the brand a good one. 

Finally, once the brand has become solid and ingrained with the company, create a brand marketing strategy and a detailed marketing plan. It's one thing to advertise your open positions, but it's another thing to make those positions stick out to potential candidates. This is especially critical if hiring in competitive industries or for competitive positions. People can work as a receptionist or as an accountant at almost any type of firm. Why should they work at yours?

To hold to the ideal brand, recruiters, hiring managers, and RPO providers ought to do more than just find candidates that can do the job, but find candidates that fit and brand and will eventually become great brand ambassadors. Recruiters, hiring managers, and RPO providers are marketers too, in a sense. They're just marketing to a different set of people.

Topics: recruitment, employment brand, employers, candidate experience

 

All Work and No Play - Avoiding Employee Burnout

By Mike Mayeux Wed, Apr 18,2012 @ PM

Multitasking and long hours seem to be trending upward in the business world. Deadlines are closer together, bandwidth stretching thin, and the risk of burnout is sitting eagerly in everyone’s back pocket. Blend has become the new balance between work and life with technology as its catalyst of instant, insistent and sometimes downright intrusive need to be plugged in at all times.

Topics: employers

 
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