Hosted by Ray Ferreira
Published on May 27th, 2011 | No Comments »
What were your real goals when you established your employer brand… if in fact your organization has already gotten there? Was it to simply attract talent with a catchy phrase? Did you hope to stand apart from competitive employers? Or maybe you needed to carefully qualify talented candidates BEFORE they hit your applicant tracking melting pot?
If you sought to achieve any of these goals, congratulations, you’re on the right pathway. But also know that you should expect MUCH MORE from an employer brand.
What’s that, you ask?
Well first, let’s all agree that you don’t really own your employer brand. Sure, you reap reward or feel pain from the position it has… but the real owner is the public… the people who see and hear your promise and who live with the experiences you provide.
You have the power to move people with your brand. That movement will come both from inside your organization and outside. But it really BEGINS with the real experiences of your existing employees. Those experiences, positive or negative, connect with potential candidates through a wide range of interactions (word-of-mouth; third-party Web sites like Vault or Glassdoor; employee referral; or even recruiting events).
When you build rich and rewarding experiences—consistent with your brand promise—and give them life at EVERY stage of the employment cycle, you create a brand that engages employees, attracts qualified candidates, and even connects with impressed customers.
Don’t be content with a catchy phrase… Make your brand work hard. It’s the fastest way to the results you’ve been hoping for!
Hosted by Ray Ferreira
Published on June 14th, 2010 | 1 Comment »
How Google, Disney, and Apple Turn Great Internships into Powerful Employer Brands on Campus[ 13:52 ]Play Now | Play in Popup | Download (1354)
In this second podcast on the current state of internships, Eijiro Kawada and I explore some of the patterns we see among the world’s top three IDEAL™ employers (based on Universum and reported by WetFeet.com) among undergrad students: Google, Disney, and Apple.
We examine the cycle that helps these companies leverage a great intern experience and turn it into a strong employer brand on campus. We also set some criteria that other employers might find useful as they build their internship and campus ambassador programs.
What we’ve got here is a little over 13 minutes of important strategic value that can help YOU build a strong internship program into an even stronger campus employer brand presence. Please listen in and add your comments to our discussion. Links to referenced Web pages are included below.
In BusinessWeek’s most recent survey of Internships: The Best Place to Start (DEC 2009), the top 40 employers predicted that they will hire more than 18,000 interns in 2010. Of those 40 employers, six indicate that more than 75% of their entry-level hiring came through their internship pipeline last year.
Brett Underhill Prudential FinancialAs this mode of university recruiting expands, students get the message that a smart internship is one of the few ways to land a great job. But has this increased focus and competitive environment improved the internship experience?
In this 7-minute podcast I talk with Brett Underhill, Director of University Programs with Prudential Financial (BusinessWeek #24) about how Prudential measures a successful internship experience. Brett also talks about the leadership development aspects of preparing line managers to lead interns.
Please listen now and share your own observations by posting a comment below..
Hosted by Ray Ferreira
Published on May 14th, 2010 | No Comments »
India’s Emerging Population of Young Professional Talent (part 2 of 2)[ 9:46 ]Play Now | Play in Popup | Download (594)
In this second and final part of my discussion with Gerry Crispin, we discuss those aspects of career opportunities that are most influential among the emerging population of young Indian professionals… both inside India and around the world.
In this 10-minute podcast Gerry provides insightful observations on how global organizations can better compete for this new generation of Indian professionals.
Gerry, who established CareerXroads and the CareerXroads Colloquium with business partner Mark Mehler, also provides an ongoing recruiting discussion in “Gerry’s Blog”. He’ll be publishing more observations from his trip to India there over the coming weeks and months.
Please listen now and share your own observations by posting a comment below. Or, if you need to catch up on the first part of my discussion with Gerry, visit our January 6, 2010 posting.
Hosted by Ray Ferreira
Published on May 6th, 2010 | No Comments »
India’s Emerging Population of Young Professional Talent (part 1 of 2)[ 11:03 ]Play Now | Play in Popup | Download (653)
According to a report from the Institute of International Education, there were 103,260 students from India studying at US universities… an increase of 7.7% over the previous year. That makes India the largest supplier of international students to the United States (a 15.4% market share). Student enrollment within India is estimated to be 500 times larger than in the US, creating a one of the world’s largest and fastest growing global talent supplies.
In this first, 10-minute podcast of a 2-part series, I talk with recruiting veteran Gerry Crispin, fresh off his trip to India, about the young talent emerging from Indian and international universities today, and what they’re looking for in terms of education and career. Gerry offers some interesting and somewhat surprising insights on young Indian talent in this 2-part interview.
Gerry, who established CareerXroads and the CareerXroads Colloquium with business partner Mark Mehler, also provides an ongoing recruiting discussion in “Gerry’s Blog”. He’ll be publishing more observations from his trip to India there over the coming weeks and months.
Please listen and share your own observations by posting a comment below.
Hosted by Ray Ferreira
Published on April 22nd, 2010 | No Comments »
Leveraging the Unique Talents of Domestic and International Chinese Gen-Y Candidates[ 8:52 ]Play Now | Play in Popup | Download (608)
More than 75,000 Chinese students represent the second-largest foreign population attending U.S. universities—a number that’s growing by 8.2% annually. Facts like this present global companies with a critical choice of recruiting Chinese talent from within China, or building their Chinese presence with students who have studied abroad.
On October 29th, I spoke with Nancy Dilthey and Alexandra Levit about the emerging population of Gen-Y talent inside China. In this podcast, I talk with Corrine Chen—a member of our employer communication teams and a U.S./Chinese business connector—about the differences between “domestic Chinese” candidates (those who completed their university studies inside China) and their international counterparts (Chinese students who have studied in other countries).
Corrine draws an interesting picture of business and cultural experiences that may impact the way global companies leverage these two very different groups of emerging Chinese candidates. Please listen. Then share your own observations by posting a comment below.
Japanese students represent the fourth largest group of foreign nationals studying at U.S. universities with enrollment of over 35,000. In our previous podcast I talked with Jason Ayers and Eijiro Kawada about the unique workplace and cultural factors that make it very hard for global recruiting organizations to compete for emerging university talent within Japan.
This time we’ve invited Eijiro back to discuss the unique aspects of recruiting Japanese students who attend universities in North America. Eijiro provides a unique perspective, having earned degrees both in Japan and the United States. In this podcast, he observes the two categories of Japanese students who study abroad and offers insights on how they differ from other foreign students around the world.
Listen in, and then add your thoughts and ideas to the comments section on this page.
With around $5 trillion in GDP, Japan ranks as the world’s second largest economy. Despite this highly visible position in global commerce, market research tells us that Japanese professionals, especially highly qualified young Gen-Y professionals, prefer to explore Japanese employers over multinational companies.
In this podcast I talk with Jason Ayers, a seasoned executive recruiter and founder of Sector Five, an executive search firm that serves clients in Japan, China and Korea. Joining our conversation is employer branding research professional (and colleague) Eijiro Kawada, who has had experience both as a student and as a communications professional in Japan and the United States.
Listen to this podcast to hear some of Jason’s and Eijiro’s ideas for helping multinational companies find a competitive position in attracting and recruiting young Japanese talent. Then add your thoughts and ideas to the comments section on this page.
In most parts of the world our current economic state will be remembered as “hard times.” In China, however, the perspective is likely to be very different. With an economy still growing at 8.9%… and in an age of intellectual capital… global businesses are scrambling to capture their stake of a talent pool that is nearly a billion people deep.
In this podcast I talk with two experts about the emerging population of young Chinese professionals… Gen-Y authority Alexandra Levit, a syndicated workplace columnist and author of Millennial Tweet:140 Byte-Sized Ideas for Managing the Millennials, helps us assess how the Chinese Gen-Y candidate compares to the global Gen-Y model… And veteran university recruiting leader Nancy Dilthey talks with us about finding our way through the recruiting-process chaos that we find inside China today.
Listen to our podcast and join the conversation by posting your comments on this page.
We all recognize that it’s the face-to-face interactions with student candidates that are truly the most valuable part of our campus recruiting activities.
Properly preparing our extended recruiting teams to make important on-the-fly assessments with students can make or break the results we work so hard to achieve.
In this podcast I talk with Dr. Michael Kannisto, a frequent contributor on ERE.net (the Electronic Recruiter Exchange) and Director of Staffing, University Relations, and Employment Branding with BASF, about how to optimize candidate assessment during this powerful point of contact.
Please listen in on our discussion, and then share your thoughts and insights with us by posting a comment.
On October 29th, I spoke with Nancy Dilthey and Alexandra Levit about the emerging population of Gen-Y talent inside China. In this podcast, I talk with Corrine Chen—a member of our employer communication teams and a U.S./Chinese business connector—about the differences between “domestic Chinese” candidates (those who completed their university studies inside China) and their international counterparts (Chinese students who have studied in other countries).
