Posts in IN THE MEDIA
The Power Of Purpose

I frequently meet with HR and talent acquisition leaders across a spectrum of company sizes and industries. What I am observing in the job market is the realization of a multi-generational workforce. It is a fascinating study in sociology that validates much of the science of generational studies and the differences between generations.

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Organizational Resilience – Buzzword or Competitive Strategy? 

Building Resilient Organizations: A Conversation with Lamya Alaoui

Organizational resilience is about more than just surviving during hard times, it's about flourishing in the face of adversity, transforming challenges into opportunities and carving out a path to enduring success. This perspective, shared by Lamya Alaoui, a multifaceted executive with extensive experience leading organizational transformation, was the inspiration for lively conversation with Brenan German of Bright Talent. Together they explored perspectives on how organizations can build resilience and how HR leaders can make the business case to C-level execs for investing in organizational resilience as a competitive strategy.    

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Pay transparency – for better or for worse?

How to build a pay transparency foundation and integrate it into your culture. 

While we’d be excused for thinking terms like “gender-wage gap”, “pay gap”, “equal pay” and “glass ceiling” are modern concepts – focused on the disparate treatment women and historically under-represented groups experience in the workplace – political activism focused on addressing these inequities date back to at least the 1860’s.

Read the Q&A with Michael Kestenbaum, Managing Director with Gallagher’s Executive Compensation practice to learn some best practices for developing, implementing and managing pay transparency in an organization.     

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Challenged to Get HR Budget Approved? Let’s talk to the CFO

Budgeting. For HR leaders it’s a time of hope and, too often, frustration. Learning to speak the right language and building an ongoing relationship with your organization’s finance leaders can pave the way to HR budgeting success. We sat down with a veteran CFO to find out more. 

Read the Q&A with Michael Rodriguez, Clinical Assistant Professor of Accounting at Baylor University, Business Advisor, and former CFO for organizations such as Magnolia and Clarient (a GE Healthcare company) to learn some best practices. 

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Want To Win The Fierce Competition For Talent? Live Up To Your Marketing

Highlighting company values in candidate marketing is a great strategy, but candidate experience must live up to them.
Employees are changing jobs at a greater clip than ever before. In an effort to stand out in recruiting, it’s smart to lean into your company values when marketing job openings. But if candidate experiences – and subsequent employee experiences – don’t live up to those values, you’ll lose the best candidates and your employer brand will suffer.

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IN THE MEDIABrenan German
What Do You Need To Become A Recruiter?

Part 3 of a 3-part Series

Talent acquisition professionals share their personal career stories, revealing how common it is for recruiters to come into the profession as a 2nd or 3rd career. Many were drawn to recruiting through serendipity or by seeking to expand their own careers in new and interesting ways.

In the culmination of this three-part series, top talent acquisition professionals share what additional advice they have for would-be recruiters.

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Got Talent? How 3 High Performing Recruiters Found A Second Career In TA

Part 2 of a 3-part Series

Is there something about having work experiences in other domains that helps people become top recruiters?  And what transferrable skills did they bring to the job that have helped them be so successful? Three top talent acquisition professionals who made the switch from completely different careers to ask three questions. How did you fall into recruiting? What capabilities are most important for someone considering a career in talent acquisition? Do you have any more advice for would-be recruiters? 

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How I Fell Into Recruiting

Part 1 of a 3-part Series

Why are so many successful recruiters come from completely different career areas? Is there something about having work experiences in other domains that helps people become top recruiters? And what transferrable skills did they bring to the job that have helped them be so successful?

Hear from three top talent acquisition professionals—including our own Brenan German—who made the switch from completely different careers.

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5 Strategies for HR to Successfully Manage Rapid Change

Change management is nothing new. But rapid change management is. HR’s success in these endeavors has set high expectations. And today, major workplace and practice changes that used to take months or even years to do in a programmatic and organized way are now expected to be done at warp speed.

Based on our hundreds of engagements with companies across different industries, here are five tried-and-true HR management best practices for driving rapid change initiatives within any organization more quickly and effectively.

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Promoting Agility and Resilience in a Rapidly Evolving World

If the last two years have taught us anything, it’s that change is inevitable—and it can happen fast. Many of us went from a fully staffed, mostly in-person, at-the-office work environment to an almost completely work-from-home (WFH) model—virtually overnight. Management of these efforts fell largely on HR and Training departments, which bravely rose to the challenge.

In any previous era, these types of major workplace and practice changes would have taken months or even years to implement in a programmatic and organized way. But now we’ve established a perceptual benchmark for the C-suite, who now expect us to turn on a dime, create new business processes, and implement entirely new guidelines…rapidly.

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Are Candidates Ghosting You? Here Are 5 Ways to Keep Them Engaged

In the world of dating, the act of “ghosting” – deleting someone, without warning, from all of one’s online connections and never contacting them again – is even worse than breaking up by text. And when the person being ghosted has sincere hope invested in a relationship that just evaporates without a trace, it feels rude and hurtful.

The world of recruiting has a lot in common with dating, especially when they’re meeting online and one party has considerably more invested in the relationship. And right now, I’m hearing from a growing number of hiring managers, recruiters and HR teams that some of their most promising job candidates are ghosting them.

Frustrating, isn’t it?

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