I have no shame in admitting that I’m fascinated (okay, addicted) to the show Catfish. It’s a show on MTV that seeks to identify the true identities of people who are pretending to be someone they’re not by using social media to create false identities — particularly to pursue deceptive online romances. While we may not all be intentionally deceptive in the same way as a “catfish,” social media does allow us to hide behind a veil of anonymity, giving people the boldness to act and say things that they wouldn’t normally or to live vicariously through their online persona. In a recent episode of Catfish, the “catfish” said she felt no remorse for misleading the other person. And she had no plans to stop catfishing. It made me think that, with all this social media, we are — in many respects — learning to be authentically disingenuous.
Many companies have realized the value of a strong employer brand, but everyone is in a different place in their journey. Some organizations are just figuring out the meaning of an employer brand while others have fully activated one. Personally, I’ve had the pleasure of working at several different companies within various industries all within varying levels of immersion with employer branding. This diverse experience made me think about putting together some insights on how you might recognize that you might be behind the employer brand times. I suppose it might have been more optimistic to outline how you know you’re doing well, but the pessimist in me said that you might better identify with things you see in your organization today, versus what you aspire to have tomorrow.
It seems only yesterday that HR Communicators were focused on employee engagement and how to better engage employees through more effective communications, onsite events and employee town halls, employee opinion surveys, and collaborative technology.
Not too long ago, the conversation of choice, for me and most other internal communicators, was how to better engage employees through more effective communications, onsite events and employee town halls, employee opinion surveys, and collaborative technology.
Employer branding is key to building your company’s reputation as an employer of choice and there are a growing number of companies who are seeing the value in putting resources and budget into this work. After initial activation, your employer brand should continue to evolve and be updated to accurately reflect changes within your organization. Therefore, the longer tail of any employer brand strategy is the sustainment and management of it. But you can’t manage what you don’t measure. And it is very hard to describe the impact you’re making to an organization without that measurement.
In the HR world, it’s not new to hear the term “Millennial” and how many organizations today are rethinking their workforce practices to attract them — individuals born after 1980 and who have come of age since the year 2000.
Many people have asked why all of this intense focus on Millennials? What makes them so special over Baby Boomers and Generation X? Quite simply, this group already makes up the largest generation in the US, and by year 2020, millennials will comprise nearly 50% of the workforce.