Posts in Talent Brand
The End of Culture Fit

The notion of hiring for culture fit was established as a foundation of many corporate recruiting processes. The term was embedded in career sites, integrated into interview processes, and touted as a competitive advantage for many organizations in the tech community. Over the years, the term has taken on more of a tribal meaning. People who think like us. People who work like us. People who live like us. Please who look like us.

A hiring process built around an undefined notion of "culture fit" is fraught with bias.  In some organizations “culture fit” has become a weaponized phrase that interviewers use as a blanket term to reject candidates that don’t match the hiring manager’s view of the ideal candidate; and as such, it has become the embodiment of unconscious bias. Most interviewers are more likely to hire people like themselves and discount those who are different. This type of thinking hinders diversity and leads to homogenous cultures.

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Is Transmedia Storytelling The Future Of Recruiting?

Transmedia storytelling is a narrative that conveys stories across multiple platforms. This medium is probably not the first thing you’d associate with recruiting - but could it be the future of how you hire?

The legacy of recruiting is transactional. A job opens. A job posts. A recruiter sifts through resumes. Interviews commence. A short list of finalists is determined. An offer is made. An offer is accepted. A new hire joins your organization. This model is based on notions of “active” and “passive” job seekers. It was built on job boards and recruiting agencies. It drives mostly reactive processes. Today’s recruiting is different. The old transactional models aren’t necessarily gone, but they’re augmented by an entirely new set of approaches and platforms borrowed from marketing. That’s right; recruiters are now marketers.

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Recruiting Great Talent Nowadays Requires Great Storytelling

Recruiting is no longer a transactional field. It’s now a creative field. This shift runs deeper than the cosmetic rebrand to “talent acquisition”. As competition for top talent continues to increase, companies have to rethink how they can stand out to draw talent. This new landscape puts increased pressure on recruiting teams to find news ways to stand out and cut through the noise – and this is mainly being accomplished through storytelling.

The change isn’t limited to industries you’d expect like technology, agency, and media. Companies in hospitality, scientific research, and beauty are all now turning to storytelling to help candidates get a more intimate view of working in their organization.

Storytelling and Social Media

The early days of social media in recruiting were a sea of the same stock photos, boilerplate text, and career sites with slogans like, “A world of opportunity”. Today’s job applicants want something more. Software engineers want to know what it’s like to write code at your company. Marketers want to understand your go to market strategy. Success in connecting with these audiences is now driven by how you can help them understand what their role in your company looks like – and get to know their future peers.

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Snapchat For Branding: What You Need To Know

Brands are increasingly migrating to Snapchat and some are finding measurable success. If you’ve researched your target audience and determined Snapchat makes sense for your branding portfolio - be aware you need to develop an entirely new approach.

Snapchat is unlike any other social platform. It's all about capturing a moment - through video and photo. You can customize these moments with filters, emojis, text, and drawing. No links, no self-promotional “thought leadership” blog posts or auto-scheduled posts - just moments. 

As Snapchat is all about the real-time sharing, metrics and analytics are not easy to come by. This presents unique challenges for branders who want to measure engagement and ROI. Here are a few things to consider:

FOLLOWERS

Followers in social are often considered a vanity metric. They don’t necessarily illustrate engagement (considering they can be bought on most platforms), but they're often one of the first metrics brands review to gauge how popular they are. Snapchat doesn’t provide follower counts. You can determine how many followers viewed your story, but that’s it. This presents some challenges when trying to measure overall channel ROI and reach.

Continue reading in the full post.

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Beginners Guide To Snapchat

The first thing you need to know about Snapchat is that it’s unlike any other social channels. Those fluent in Tweets, Instas, and Facebook assuming that experience will translate to Snapchat are in for a surprise. 

Snapchat is all about capturing a moment, through videos and photos. You can customize these moments with emojis, text, filters, and drawing - but that’s your communication method. No links, no self-promotional “thought leadership” blog posts or auto-scheduled posts - just moments. Real and true. 

The presentation below was developed by A m p l i f y (👻 ThisIsLarsSnap) with the help of Snapchat veterans - Nando Rodriguez (👻 nandoism) and Celinda Appleby (👻 cellyapp). The goal was to demystify Snapchat and help new users and brands better understand how the platform works. You can view the entire presentation below, or download it for free.

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Recruiting Meets Snapchat

Snapchat is a growing force in the world of social media. It's become the social platform of choice for millennials, and brands are taking notice. It's more than just snaps. Snapchat has grown into one of the preferred communication channels for GenY with 69% of millennial users using it daily as a chat platform. This is an important stat for HR.

The field of Recruiting, with it's focus on talent attraction and branding, is usually an early adopter of new platforms. They want to gauge whether these new platforms can be integrated into their branding portfolio, and help them attract and engage talent in new ways.

Recruiting is all about meeting candidates where they are. For some companies, that's Snapchat. Does that mean everyone needs to rush out and start snapping? No, but whether you're using Snapchat for business or personal reasons there may be reasons to invest your time there.  

HR industry veteran Jay Kuhns (👻 jrkuhns) is one of the more active Snappers in the space. He recently blogged about his experience with Snapchat, and why he feels HR professionals should start Snapping. 

I'm an admitted Snapchat newbie. I've been digging into the platform the past month to learn more about how it works, and gauge how companies might use it for branding purposes.

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