In this blog post, we’ll explore the Jobs To Be Done theory to help solve your talent acquisition jobs to be done.
Back to Part Three – Collect and Analyze Talent Data
In Part 4 of our blog series on Talent Attraction, TalentSum’s Christopher Mengel breaks down the employer brand and helps you to think around this important issue. Use this post as a guide to help organize your thoughts and to get moving in the right direction.
In our Talent Acquisition Research Study, we’re doing a deep-dive into what it takes for companies to become great at attracting, engaging and hiring people.
A compelling employee value proposition plays a critical role in your ability to attract talented people into the organization. It’s the structural mechanism that supports all other communication materials.
An effective employer brand communicates the core value proposition and the attractiveness of the organization as a place to work and thrive for it’s employees.
It’s been said that a brand must be best in its class, have a unique set of attributes, or be the cheapest in it’s class – for a brand to be number one or two and to claim consumer “mind share”. If it doesn’t “own” one of these three perceptions, then it might be weak in the mind of the consumer.
In 2013, Chief Marketing Officers everywhere were told that “recruiting is becoming more and more like marketing every year” (Deloitte / Bersin). Here’s what they can do about it.