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“The reason why Google is such a great workplace is because the company believes that treating people well is more important than making a lot of money.”
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A company that cares about people more than money? Maybe Google is so good because of the great perks that come with the job…like being able to have free meals every day. Or maybe it’s their Global Education Leave program that allows employees to take a leave of absence to pursue further education for up to 5 years and $150,000 in reimbursement?? Or maybe it’s because of the countless other fun, exciting and out-of-the-box bennies that come with the job. There’s got to be some truth that the reason Google is so great is due to these outrageous add-on’s that come with the paycheck.
Maybe. But none of these things would matter if people didn’t feel valued or treated with respect. Corporate culture, leadership, and collaboration have been constant buzz words in 2013…and it seems like it’s just talk. But I can feel the shift in the air.
For a company to succeed in 2014 – “Employer Branding” must be their priority!
Although The Great Recession of 2008 is now behind us, our economic recovery is still in flux with many mitigating factors.
Social media has been one of the best innovations of the 21st century. But one thing is for sure – social media can tear a company down in just a few key strokes. People will no longer tolerate being bullied at work or subject themselves to daily, psychological warfare-filled environments. They’ll either quit or get fired for standing up for themselves. And, people are very willing to share information good or bad on-line!
This trend has left the workforce filled with disgruntled, disengaged employees who are losing their zest to do a job well done. Aside from the company earning a nasty reputation, their bottom line is affected as top talent is walking out the door.
Dr. John Sullivan, an internationally known HR thought-leader from the Silicon Valley, states –
“There is now a growing division between the one percent top employer brand firms in each industry (e.g. Google, Facebook, Deloitte, P&G, and McKinsey) and the remaining 99 percent of firms that simply offer “paycheck jobs”. This dramatic and perhaps insurmountable difference in brand strength and employee treatment may permanently limit the capability of the remaining 99 percent to attract any more-than-average talent.”
He goes on to say that even though your organization may be located outside the nouveau walls of the Silicon Valley, there is a lot that it could be learned from the Googles, Twitters, and the Facebooks of the world.
Get out of your, “This is the way we do it, and this is the way it’s always been done” mentality! Get rid of your antiquated practices. Try new recruiting, retention, and management approaches that are now possible because of new technologies.
Remember companies like Kodak, TWA, Polaroid, Hostess Twinkies, Oldsmobile, and the “black, corded Ma Bell telephone.”? Well, they felt like the rug got pulled out from under them because they did not keep up with the changes happening in the world.
Dr. John Sullivan’s WARNING –
“The lesson for all to learn from the Silicon Valley is that if the speed of change outside your organization exceeds the speed of change inside your organization, your end is in sight, and unfortunately insiders will probably be the last to actually see the end coming.”
There’s a rich pool of talent in the market. Find ‘em and hire ‘em! Treat them well and they’ll treat your company like it’s their own!