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Stronger! #TChat Preview #SHRM13 Edition

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(Editor’s Note: Are you looking for a full review of this week’s events and resources? Read the #TChat Recap: The Class of 2013 Goes To Work.”)

Hello Chicago: #TChat Is In The House!

Buzz is everywhere in Chicago and on social media channels, as nearly 20,000 human resources professionals descend upon the city for the annual SHRM Conference & Exposition.

And, as Kevin W. Grossman noted in his recent SHRM “save-the-dates” post, he and his TalentCulture co-founder, Meghan M. Biro will be working the aisles, leading live events and posting updates on the  #SHRM13 Twitter backchannel throughout the week.

As promised, below are details of #TChat events that talent-minded professionals don’t want to miss. So join us! Whether you’re live on the floor, or half-a-world away — the lights are always on, and you’re always welcome to contribute to our “world of work” conversation!

Bolder. Better. Stronger.

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Visit the SHRM conference community site

These three words capture the aspirations of #SHRM13 organizers. Nice choice. To those of us at TalentCulture, they represent the promise of a workforce that is empowered to redefine organizational culture and performance. It’s a fearless approach to the future. But talent-minded professionals don’t have to go it alone. Instead, we can leverage the power of a broader professional community — sharing ideas and experiences that can move us all forward, faster.

But what do these three words mean for the next wave — those who are graduating from school, and looking at the world of work from a fresh perspective? It’s estimated that by 2025, Gen Y “millennials” will represent more than 75% of the workforce. That’s a huge generational shift. No wonder Meghan Biro says in Forbes.com that it’s smart for leaders to engage tomorrow’s workforce.

Building Bench Strength: It’s A Process

It’s one thing to recognize the importance of connecting with next-generation workers. But that begs another question: What can organizations do to drive engagement? It’s time to share some credible insights. And that’s the focus of our special “Class of 2013” #TChat events this week:

Achievers Promo

Learn more about the #SHRM13 Meetup

MONDAY JUNE 17 — 3:15-4:00pm Central Time (4:15pmET/1:15pmPT)
Margarita Meet-up at Achievers Booth #2455
“Class of 2013” Panel Discussion

Not to be missed. Meghan and Kevin will multi-task — mixing margaritas while moderating a live panel of HR executives! This should be a fun and fascinating discussion. We’ll highlight key results from a recent workplace expectations survey of 10,000+ graduating students, conducted by our partners at Achievers, in association with ConnectEDU.

WEDNESDAY JUNE 19 — 6:00-7:00pm Central Time (7-8pmET/4-5pmPT)
#TChat Twitter — with Moderator, Katie Paterson, Community Manager, Achievers
“Looking Forward: The Graduating Class of 2013”

Let’s talk in more depth about why and how the next generation of leaders is influencing change across all HR functions — from recruiting, onboarding and development, to peformance management, recognition and retention. More importantly, what do these changes imply about the future of work, and the nature of employer/employee relationships?

Q1: What digital “social” tools are job seekers using today to leverage their networks and find jobs. Why?

Q2: How do orgs improve onboarding for new grads with little or no work experience? For seasoned veterans?

Q3: If performance drives business, how often should employees be evaluated and why? What about PT and contract?

Q4: Why is it important to recognize the individual in the workplace regardless of age or experience?

Q5: What can HR leaders do to improve retention for hired new grads and all talent ecosystems?

What are your thoughts? Whether you’re onsite or not, we hope you’ll weigh-in with your ideas, questions and opinions.

We’ll see you here in Chicago — and on the stream!

Image Credit: Pixabay

HR What Are You Waiting For? #TChat Recap

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HR is the only department that asks for funding and C-level approval. Why?

Launch your powerful “world of work” initiatives and help the business grow.

Ask for forgiveness later!

Cy Wakeman passionately and matter-of-factly shared this sentiment about reality-based leadership at the SHRM Talent Management Conference and Exposition this week. It’s an unapologetic challenge to business leaders — especially those in HR — to stop the company coddle. In other words:

  • SHRM LogoStop coddling unhappy employees;
  • Focus on developing those who want to work for you, and expanding their strengths;
  • Accelerate development changes;
  • Encourage differentiation by using “benefits” as a reward for results.

Stop the company coddle, indeed. HR professionals have an opportunity today to truly make a difference in the ongoing success of their organizations. It comes from lifting performance across all members of the workforce — from contingent to full-time. It comes from tapping deeply into individual and collective strengths, and elevating performance to new levels.

It’s not about gaining a “seat at the table.” HR is already there. It’s about making the most of HR’s natural ability to support business strategy. So let’s get to work!

#TChat Topic: “World-Class” Workforce

Cy’s perspectives are very timely — aligning with discussions we had in #TChat events with Elliot Clark, CEO & Chairman of SharedXpertise, publisher of HRO Today and creator of the HRO Today Forum, which is coming up soon in Philadelphia.

HRO TodayElliot echoed Cy’s call for HR to help make organizations flatter, and more agile, and to leverage data for decisions that drive better business results. In the quest for competitive advantage, today’s bravest and most business-savvy HR leaders are building organizations that that are more flexible, more engaged and more resilient. It’s about focusing on mission-critical core talent, while outsourcing other responsibilities to reliable partners who deliver highly responsive business process services and technology infrastructure.

This is what it means to have a “world-class” workforce. “World-class” may have become a buzzword in our industry. But if we don’t aim high, what are the consequences? An underutilized, unhappy workforce undermines the very essence of innovation, drive and success.

#TChat Week-in-Review: Resources

SUN 4/14

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Watch Elliot Clark discuss HR issues and trends

Google+ Hangout video:  Our community manager Tim McDonald, briefly framed the week’s issues with HRO Today Forum creator Elliot Clark.

#TChat Preview:  We outlined the week’s topic and key questions in the #TChat Preview post: “Building a World-Class Workforce”

MON 4/15

Meghan on Monday: To kick-off the week, our community CEO, Meghan M. Biro challenged use to look at “The Human Side of Self Service” — which provided context for her Forbes.com column.

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Listen to the #TChat Radio recording

Forbes.com: Meghan brought meaning to popular HR buzzwords in her post: “5 Attributes of a World-Class Workforce”

#TChat Radio: Hosts Kevin and Meghan talked with Elliot Clark about key workforce management trends, and what’s on the agenda for the HRO Today Forum.

WED 4/17

#TChat Twitter The TalentCulture community came together on the Twitter stream to talk about the realities that today’s organization’s face in developing a high-performance workforce. For insights from the stream, watch the Storify slideshow below:

#TChat Twitter Highlights Slideshow: “Building a World-Class Workforce”

[javascript src=”//storify.com/TalentCulture/tchat-insights-building-a-world-class-workforce.js?template=slideshow”]

Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to Elliot Clark for joining us to discuss workforce management trends, and the agenda for the HRO Today Forum. Meghan and I are excited to be participating in this year’s Forum, managing and judging the iTalent Competition, as well as running #TChat Twitter live from the conference. We hope #TChat-ters will save the date – and join us live in Philadelphia, or via social streams!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about “The World-Class Workforce” or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we’ll look at the role that social networks play in facilitating corporate responsibility and “social good” business initiatives. Stay tuned for “sneak peek” video and a full preview this weekend!

Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned blog/community website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.

We’ll see you on the stream!

Image credit: Stock.xchng

 

Building a World-Class Workforce #TChat Preview + Video

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(Editorial Note: Want to read the RECAP of this week’s #TChat events? See “HR: What Are You Waiting For?)

Change. We all feel it. It’s become a relentless business reality — and the pace just continues to accelerate.

Now, however, the structure of work itself is changing. This means HR processes and programs are also shifting in fundamental ways.

The evidence is all around us. HR organizations are becoming flatter, more flexible and more agile — as we discussed several weeks ago when exploring “Talent in the Cloud.” And increasingly, talent strategies are driven by insights from relevant research and data analysis.

What does this suggest for the next chapter on the human resources management front? What issues and opportunities should be foremost on HR practitioners’ minds?

These are the questions that the HRO Today Forum will tackle in Philadelphia, April 30-May 2. And that’s what we’ll also discuss throughout the coming week in the TalentCulture community.

#TChat Sneak Peek Video

Leading the #TChat conversation this week is HR trendspotter, Elliot Clark, CEO & Chairman of SharedXpertise, creator of the HRO Today Forum and publisher of HRO Today and other specialized publications for business professionals.

I spoke with Elliot in a Google+ Hangout, to learn what is foremost on his mind, and what’s on the agenda for the HRO Today conference. Interestingly, there are ties to last week’s #TChat focus on the generational stereotypes in today’s workplace. Watch the video now:

#TChat Events: Building a World-Class Workforce

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Tune into #TChat Radio – Live on Tuesday or on-demand after

Join us this week, as our TalentCulture community examines what it means to create and sustain a world-class workforce:

#TChat Radio — Tuesday, April 16 at 7:30pmET / 4:30pmPT  Elliot joins hosts Kevin W. Grossman and Meghan M. Biro to tackle key issues facing today’s HR practitioners, and how data is increasingly being used to shape talent planning, acquisition and management.

#TChat Twitter – Wednesday,  April 17 at 7pm ET / 4pm PT  Everyone is welcome to join our open, online Twitter forum, as talent-minded professionals exchange ideas in real-time about these key questions:

Q1:  What are the primary elements of today’s world-class workforce? Why?
Q2:  Can gamification really help us recruit, engage and retain employees? Why/why not?
Q3:  The contingent workforce continues to grow; how can companies truly integrate with FT employment?
Q4:  Why are manager and employee self-service technologies so important to the enterprise?
Q5:  Will mobile workforce communication/collaboration circumvent other forms? Why/why not?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Age at Work: Moving Beyond Birthdays

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“How old are you?”

What do you feel, think, and say when you hear that question in the workplace? Do you suddenly get tense, wondering how others will perceive your answer? You’re not alone.

No matter when you were born or what kind of upbringing you’ve had, you’ve likely dealt with some sort of label. And regardless of the situation, we can all agree that no one likes to be unfairly stereotyped. Despite attempts by organizational leaders and HR to reduce discrimination and adversity, it still lingers in some forms. Not surprisingly, age-related stereotyping is on the rise, now that more organizations have a multigenerational workforce.

Generational Generalizations

As recent studies illustrate, every generation is affected by damaging biases. For example, do profiles like this sound familiar?

  • Baby Boomers = materialistic, technologically illiterate micro-managers
  • Generation Xers = cynical, disloyal and skeptical of authority
  • Generation Y “Millennials” = lazy, entitled and self-serving

Although these generalizations may have emerged for a reason, why should we assume that they are widely applicable or even relevant? Perhaps some high-profile individuals have displayed these characteristics, but their actions shouldn’t be the basis for defining a whole generation.

The Price of Stereotypes

More often than not, typecasting like this comes from lack of awareness, communication or understanding. It’s important to identify this issue quickly and bridge the gap, before it destroys our talent pools. Otherwise, organizations are at risk of missing out on the strongest talent — internally or externally.

What Can Individuals Do?

As I continue to progress in my career and become more involved in networking opportunities, I make it a point to avoid conversation about my age. Quite frankly, it’s not important. And, as a Millennial, the last thing I want others to do is marginalize my capabilities upfront. I don’t want them to presume I am a lazy or cynical person — I want them to evaluate me for my skills, abilities, goals and accomplishments. Isn’t that how it should be?

The workplace is rapidly developing into a collaborative environment, where everyone is expected to step up and contribute toward common goals. To do this effectively, employees must avoid animosity toward one another that starts with preconceived notions about age. We need to let go of misplaced biases and instead focus on the thing that matters — an individual’s capacity to contribute something valuable to the team and to the organization.

I look forward to engaging the TalentCulture community in a dialogue about this topic — not just at this week’s #TChat Twitter forum, but beyond. It’s important to every one of us. So, I ask you to consider one simple question:

How are you creating a “no labels” workplace?

(Editor’s Note: Want to hear more from Ashley? She was a featured guest last night on #TChat Radio “The No Labels Workforce.” Listen on-demand, anytime. She also moderated #TChat Twitter this week. To read the full recap of this week’s events, see “The Best-of-All-Ages Workplace #TChat Recap”)

Image Credit: Pixabay

Clouding: Can it Cross the Job Chasm? #TChat Recap

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“See the lonely man on the corner.
What he’s waiting for, I don’t know.
But he waits everyday now.
He’s just waiting for something to show.” –Genesis

Contract Work Wears Many Faces

They wait on street corners and in parking lots, flanking big box home improvement stores and local hardware stores. They cluster in groups to keep one another company, hoping together for better opportunities ahead. They keep their distance from the entrances, waving their hands low or snapping their chins back in earnest as cars pull up and in to park. They smile hopefully and wait for a sign that work awaits in your front yard, around your house, at your construction site or at your business office.

We call them “day laborers.” They’re mostly men, who may also be illegal immigrants. They have low-wage skills and are willing to toil in high-risk work environments for cash on an “as needed” basis. (This assumes that they will actually be paid at the end of the day, but there are no guarantees.)

I’ve never hired one of these workers myself. However, I know others who have, and who’ve thankfully paid them for their labor.

Talent Supply Meets Demand: Old School

What does this have to do with TalentCulture? Actually, in many ways, the classic “day labor” model is starting to seem closer than ever to a professional career path.

This week in #TChat forums we’ve been talking about on-demand talent, the rise of the contingent workforce, Humans as a Service (HuaaS) and talent “clouding.” It’s been a fascinating ride; however we’ve focused primarily on how it applies to specialized skills and talent, including business services, marketing and IT — and how this approach can help companies reduce fixed costs associated with headcount. It’s considered edgy — and it’s supported by emerging technologies and innovative business practices.

But there’s another world of work that operates in parallel each day. The one defined by low-wages, high risk and physical labor. Its an on-demand labor market that has become commoditized over thousands of years. Yardwork. Household maintenance and repair. Household chores. Cash and carry.

Can you perform these tasks well? Some of us are handy with DIY projects, but don’t ask me to install a sprinkler system (found a friend to help with that one) or clean my rain gutters (my lovely wife forbids me to climb ladders). Could you fix your own plumbing or electrical systems? Not me — although I did install a dimmer switch once with great pride (and a fair share of sweat and cursing).

Talent Supply Meets Demand: A New View?

While powerful new talent software platforms and freelance online clearinghouses now help us manage today’s on-demand, fluid “professional” workforce, let’s not forget that we’ve been clouding humans for a long, long time. But if we’ve learned anything from history — especially with more recent worker protections and employment laws — we should be mindful that this new world of specialized project work could eventually be commoditized — and not for the better.

Yes, the economics will fluctuate with supply and demand, and business will find efficiency in digital pathways to just-in-time talent. Yes, many are choosing to offer their talent independently — not because they must, but because they prefer operating as free agents. But many others are not so comfortable in that zone.

For now, those who have the skills, the savvy, and the determination to package and promote themselves professionally will help drive their own opportunities, while the corporate world rethinks vendor management.

I just hope that this kind of talent clouding doesn’t arrive on my corner anytime soon.

#TChat Week-in-Review: “Cloud Talent” Guests

Because “Talent as a Service” is a new and complex concept, we invited two experts in HR innovation to inform and guide this week’s discussion:

Also, by popular demand, we’ve captured below links to the week’s various activities and resources, to help you easily find, review and share information now and in the future. We look forward to hearing from you early and often as the conversation continues to evolve within the World of Work.

#TChat “Cloud Talent” Resource Links

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See the guest videos on Tim McDonald’s post now…

SAT 3/30  “Sneak Peek” videos: In bite-sized interviews with our community manager, Tim McDonald, both Richie Etwaru and Jason Averbook weighed in with a definition of “Talent as a Service.”

SUN 3/31  “Will Leaders Embrace Talent in a Cloud?” TalentCulture CEO, Meghan M. Biro, offered her perspective and advice in her weekly Forbes.com column.

MON 4/1  #TChat Weekly Preview  “Cloud Talent: Gaining Ground?” outlined the week’s premise and core questions.

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Listen to the #TChat Radio show recording now…

TUE 4/2  #TChat Radio Show  Both Jason and Richie joined our radio hosts to clarify the business issues and opportunities associated with talent “clouding” strategies. It’s a fascinating 30-minute session for anyone interested workforce trends and their impact on global business management, as well as individual careers.

WED 4/3  #TChat Twitter  Jason and Richie returned — this time to connect directly with the TalentCulture tribe live on the Twitter — for a dynamic discussion about the realities and possibilities of “clouding” as a talent strategy. See highlights from the conversation in the slideshow below…

#TChat Twitter Highlights Slideshow: Cloud Talent: Gaining Ground?

[javascript src=”//storify.com/TalentCulture/tchat-insights-cloud-talent-gaining-ground.js?template=slideshow”]

Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to Jason Averbook, and Richie Etwaru, for contributing your time and expertise to help inform and inspire our community. We look forward to continued dialogue with you both on “talent clouding” and other World of Work topics.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about “humans as a service” or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we shift gears to consider how to understand and move beyond workplace stereotypes, with guest experts John Wilson, Founder and CEO of WilsonHCG, and Ashley Lauren Perez, a WilsonHCG Sourcing Specialist and highly regarded HR blogger.

Until then, we’ll continue the World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned blog/community website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.

We’ll see you on the stream!

Image credit: Pixabay

Cloud Talent: Gaining Ground? #TChat Preview

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(Editorial Note: Want to read the RECAP of this week’s events? See “Clouding: Can it Cross the Job Chasm? #TChat Recap”)

Over the past decade, the concept of Software as a Service (SaaS) has transformed the way we work, learn and live. Individuals and organizations, alike, have welcomed the convenience, flexibility and efficiency of on-demand applications – delivered from “the cloud” over digital networks.

Not surprisingly, business strategists now wonder how this “cloud” model can transform other aspects of business management. And in the World of Work community, we wonder — can this “on demand” model be extended effectively to human resources? How?

#TChat Focus Topic: Talent as a Service

First, let’s be sure we’re on the same page. What exactly do we mean by “Talent as a Service” (TaaS)? As I explained yesterday in a Forbes.com post, “Will Leaders Embrace Talent in a Cloud?” think of it essentially as recruiting on an as-needed basis from a cloud-based talent pool.

Of course, this already happens, as contingent workers are sourced for temporary assignments and projects via online freelance clearinghouses and similar services. But I can’t help wondering if this approach will scale effectively and efficiently for the global enterprise, as well as smaller companies and consultants? What does this mean for professional skills development and knowledge sharing? And what are the implications for  corporate cultures, everywhere?

#TChat Guests

Some of the most innovative minds in human capital management and cloud technology are now focused on these questions. And I’m thrilled to say that two of those experts are joining the TalentCulture Community this week!

As we revealed along with their “sneak peek” videos last weekend, we are welcoming two brilliant guests:

I expect a week filled with both future-thinking predictions, as well as actionable advice. And I’m sure that this is only the start of a conversation that will continue to resonate with our community for a long time to come! Join us for this week’s events, and let’s talk about the possibilities!

TChatRadio_logo_020813#TChat Radio

#TChat Radio — Tuesday, April 2 at 7:30pmET (4:30pmPT)

Both Jason and Richie will join Kevin Grossman and me to tackle key issues that come with “clouding” strategies.

#TChat Twitter

#TChat Twitter – Wednesday,  April 3 at 7pm ET / 4pm PT.

Join our weekly online forum, and share your thoughts with others about these key questions:

Q1: Do you think that “Human as a Service” models will really take hold? Why or why not?
Q2: How can the process of “clouding humans” create competitive advantage for business?
Q3: Could “clouding” humans be immoral? Unethical? Do you see HR compliance issues?
Q4: What processes should business leaders put in place to scale true on-demand talent, globally?
Q5: What kinds of HR technology requirements will facilitate on-demand talent now? In the future?

Want to see more about this week’s topic? Read Richie Etwaru’s blog post, “Go Beyond Everything as a Service.” Or see the “sneak peek” blog post from TalentCulture community manager, Tim McDonald, where both of our guests offer quick video definitions of “Humans as a Service” concept.

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Image credit: Pixabay

Is the Employment Romance Really Over? #TChat Preview

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EDITOR’S NOTE: Want to read the RECAP of this week’s events? Read “#TChat Recap: Feeling the Freelance Love in Today’s Workplace”

You know the story. Once upon a time, companies courted new talent with the promise of a lifelong relationship. “Work” meant employment and job security for years, if not decades. But the romance has died, for better or worse. According to the Bureau of Labor Statistics, an estimated 40 percent of all U.S. workers currently operate on a part-time or contract basis. And, as Bersin by Deloitte says:

The contingent workforce is now a permanent fixture, so many elements of talent management, recruiting and engagement are being extended to these mobile ‘free agents.’

Really? Just how well are companies rising to the occasion in this highly scalable new world order they’ve created? Are contractors still considered second-class citizens in most corporate settings? What’s being done by leading-edge companies to ensure that contingent workers fit into the culture and engage with the organization? Without funding from hiring companies for professional development, is the future of the contingent workforce at risk? And what does this mean for business innovation and competitiveness, overall?

Here are the questions we’re asking at TalentCulture World of Work events this week:

Q1: Do all these shifts in the employee-employer relationship mean they’ve broken up for good? Why?

Q2: Do you see a world of work where the employee & employer ever get back together, like it used to be? Why?

Q3: Contractors & part-timers are “pan-opportunists.” Is this what they want? Does it help or hinder innovation?

Q4: Social media leads employees & contractors into other orgs’ arms. How can leaders use it to foster fidelity?

Q5: What are some specific strategies for employers to rekindle the romance with their employees?

Click on the image to see the preview at #TChat Radio and, on the day of the show, to listen and participate.

Just a reminder — we do the #TChat dance twice every week now. So, join us first on Tuesday, Feb. 5, for #TChat Radio from 7:30pm ET / 4:30pm PT. Then, on Wednesday, Feb. 6 — from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) — we’ll revisit the employment romance, on #TChat Twitter.

Joining us as guests for both the chat and radio show will be Greta Roberts (@gretaroberts), CEO at Talent Analytics Corp. — a company using analytics to link raw talent with business performance — and Dawn Rasmussen (@dawnrasmussen), founder of Pathfinder Writing and Careers, a boutique resume writing and career management company.

It’s a Valentine’s Month–themed #TChat this week, so let’s check in for some World of Work relationship counseling. Is the employment romance really, truly over? Or can the employer and employee — full-time, former, part-time, contractor or other — really still be friends?

Image Credit: Stock.xchng

How to Get Ahead in the Talent War

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I’ve frequently talked not only about the necessity of creating a personal, humanized brand statement for job seekers and employees in general, but also about how a company’s employer brand becomes key in the talent acquisition and retention process.

NOTE this post is mine from 2010. I’m still here talking about this topic I’m passionate about. Why – You ask? Because we have more work to do. Our next Social Talent Show is tomorrow with the one and only Libby Sartain, former HR executive for Yahoo and Southwest, who will focus on these topics and share tips on how to align employee and company brand. One of my very favorite topics for many reasons.

Very often, leaders believe a company’s brand is just a marketing tool, and that it doesn’t have to do with the people working for the company. That’s exactly the opposite. The best talent will be attracted to your business because of its appealing brand, the image it conveys to the public, and your employees will want to stay and give their best because of your workplace culture.

The big tech companies understood that very early: The talent war is rampant in technology, and engineers are now attracted not only by financial aspects, but mostly because of a brand’s name, and when they do join these companies, the workplace culture is so strong, every little detail embodies what the company stands for –  that employees all feel part of a kind of family.

Now I’m not saying you need to build a cult or anything like that, but workplace culture and the employer’s brand go hand in hand, becoming the best ways to attract and retain talent that is slipping away.

And that leads me to my second tip: If you have both, great, but it’s incredibly important for the employer’s brand benot only to be appealing, but also to genuinely reflect “what it’s like” to work there; otherwise, after a few months or weeks, employees will feel fooled and start looking elsewhere.

In the same manner, when a company “oversells” their employer brand in the recruiting process, leaders run the risk of losing talent in the long run due to poor communication in the recruiting, hiring, and onboarding process.

So how to avoid that? As a company, build a brand that is true to you, to what the company is really about, nothing more, and then LIVE your brand. It will be that much easier if it’s genuine, and workplace culture will get reflected in everyday life at work.

It’s a little bit like the story of a pet store that wouldn’t allow employees to bring their dogs in. Not very authentic. But if the pet store’s brand promise is the love of dogs, then everybody working there should feel that love: The company can even have a dog sitting system, or employees’ dog contests, to truly live the brand.

Build a workplace culture that is consistent with the brand displayed to the public. You can win!

That’s my take. For more on these topics, join us tomorrow with Libby Sartain, HR expert and employer branding guru, at 2pm EST and 11 am PST – Register here! Share your story and join the conversation to build the future of work!

Image Credit: Pixabay