Guest Post

Alba Intensive Training for HR Professionals

Violette Kjeldgaard instructs participants in last year's Alba workshop.

Violette Kjeldgaard instructs participants in last year's Alba workshop.

The HR Hammer is always on the lookout for interesting approaches to training that will help HR professionals grow in their jobs. For those of you in the Los Angeles area, consider this upcoming Alba workshop that comes to us from Violette Kjeldgaard, a friend of the blog.

Dealing with people and paperwork day in and day out can be emotionally taxing. Conscious control of your emotions can give you more energy to complete your daily tasks. Reading and correctly interpreting the emotional states of others could be useful to you in all kinds of situations from initial interviewing to periodic reviewing. 

The skills gained from Alba can assist an HR professional in identifying emotional states in employees/co-workers and provides you with the ability to adjust your emotional state to create a more comfortable and welcoming environment, thus bolstering interpersonal communication. The increased emotional intelligence can provide you with better mediation skills.

Alba is a somatic approach to emotional awareness, access and control. Developed by neuroscientist Dr. Susana Bloch and associates in the 1970s, Alba is based on voluntarily controllable physiological responses. Alba provides somatic markers that are indicative of specific emotions, making Alba a useful tool for emotional awareness and regulation. One discovers a greater awareness of habitual patterns and avoidances, is able to identify emotional markers in self and others and gains control to adjust emotional response to best suit the situation.

The implications of Alba training are wide reaching. Alba is a powerful tool for individual growth as emotionally intelligent beings. The discoveries are endless.

Upcoming LA intensive consisting of 30 hours with Master Teacher Jessica Beck (CL5) and teachers Anne Schilling (CL4) and Violette Kjeldgaard (CL3) Jan 13-20, 2018.

If you are interested in the intensive please complete the interest/registration form here.

5 Strategies to Improve Productivity and Work Performance


By Oscar Waterworth

Soon after starting a business, many entrepreneurs find out that even if a day was 48 hours long, they would still not have enough time to get everything done. Running and developing a business is difficult on its own and the lack of time isn't helping in any way. That's why many entrepreneurs rely on time management apps to help them out.

Although time may be of the essence, there's neither a magic formula that will help you become productive, nor the one that will help you manage time more efficiently. In the end, it's down to you alone to find what motivates you and what makes you productive. There are, however, various strategies that may help you improve productivity and work performance and here are a few of them.

Try Pulling an All-Nighter

Working all night in order to get things done has worked for many college students over the years. You could try to reconnect with caffeine sources and remember your college days, pull an all-nighter and get the much-needed inspiration and motivation. As a matter of fact, studies have shown that people tend to be more creative when they're tired.

Furthermore, when people are tired, they also tend to be more distracted, but that's not necessarily a bad thing. Actually, when we're distracted, our brain performs better when we need to think outside the box and solve quite difficult problems. Therefore, pulling the all-nighter may do wonders for you, but you may also experience an existential crisis mid-night, when caffeine kicks in and you realize you're not as young as you once were.


Get More sleep

It's the oldest trick in the book; get enough sleep, and you'll be able to accomplish so much more. However, sleep is the first thing to go when people have too much on their plates. After all, people believe that sleep is the easiest thing to sacrifice in order to get more time to complete tasks. However, sleep deprivation can do serious harm to your body, as well as your productivity, motivation and creativity.

Not only will you be groggy, stressed out, exhausted and experience mood swings, but you'll actually do much less work and make much more mistakes. Sleeping helps repair your neural pathways, while helping you maintain both long and short-term memory and the ability to learn new things. Therefore, if you want more productivity, don't wear yourself out by skipping sleep.

Let Music Boost Your Productivity

Music is one of the best motivators ever. Not only does it help you focus, but listening to music stimulates your brain to produce more neurotransmitters, such as serotonin, norepinephrine and dopamine, which are responsible for feeling good. Listening to music will help you become more focused, productive and it will inspire your creativity.

This is especially handy when there's a lot of background noise either at your office or at home. In fact, background noise can increase stress levels and decrease your performance and productivity. Therefore, you can always use your in ear headphones to completely eliminate those noises and let music help you focus on what you're currently doing.


Allocate Less Time for Work

A well-known fact is that entrepreneurs tend to work long hours and even exceed 60 hours per week. However, there’s a good reason why a 40-hour week is optimal. The main reason is that it helps improve productivity, while preventing burnouts. Prolonged working hours may lead to severe health issues and substance abuse.

That's why there's that old saying: "Work smarter, not harder." If you allocate more time to finish a project, it doesn't mean that it will magically be finished more successfully, it will only take longer to complete. Instead of burning yourself out and becoming counterproductive, set less time for work and use the much-needed break to recharge your stamina and relax your mind.

Productive Procrastination

Usually, procrastination is a sign of a burnout and that you're physically, mentally and emotionally worn out and unable to find any motivation whatsoever. However, good types of procrastination are actually beneficial for you. But, telling an entrepreneur to procrastinate is the same as telling them to jump off a cliff, because they believe that spending time not working is wasting time in general. However, no one is telling you to procrastinate indefinitely.


Instead, set some time to completely disengage from work and commit to some other activities; doesn't matter what those activities are, as long as they are not work-related. This will help reduce stress levels and help improve your motivation and productivity. In addition, it will improve your overall well-being and help you grow your business successfully.

Managing time effectively to get more work done is more than a difficult task for every entrepreneur. However, the key is to find what works for you best and utilize those practices to improve productivity, while also taking care of yourself both physically and mentally. There's no secret recipe that will solve all your problems at once, but if you make an effort you'll find a way to organize everything.

Oscar Waterworth is a writer and a senior editor at Bizzmarkblog. He frequently blogs about the latest developments in the tech, marketing, and business industries. To stay updated with Oscar’s latest posts, you can follow him on Twitter.

7 Ways to Foster Team Collaboration in Your Workplace

Source:  Pexels

Source: Pexels

By Oscar Waterworth

Among many of the challenges that modern companies face nowadays, among the biggest ones is certainly how to create and nurture that rare beast: teamwork. Of course, it has been a buzzword for ages, but not many work environments actually succeed in breeding true collaboration and team spirit. Here are some of the ways to encourage its development in your company.

Make Yourself Heard

To get what you want, you have to ask for it first. Running a team has its fair share of difficulties, but plenty of times they can actually be attributed to inadequate communication. Rules, standards, guidelines and policies exist for a reason: they create a clear frame for your employees. If everybody is on the same page about collaboration being not just desirable, but a necessity, it’s much more likely you will actually achieve it.

Set Clear Goals

To unite people, you always need a common goal. Goals need to be set in a clear and precise way, with a reasonable deadline and complete transparency. Make sure all of the channels of communication are in perfect order, and provide your team with adequate organizational tools. A good online collaboration tool for your project can go a long way in keeping everybody focused and organized. United around a common goal, your team might surprise you by working together and parsing it into manageable tasks which all lead to the desired outcome.

Nurture Creativity

Creativity and a reasonable amount of freedom can be the spark that brings people together. Creativity often results in original, sometimes even revolutionary ideas, which can lift team spirit and give birth to enthusiasm. Don't be afraid of a questioning attitude. Have regular brainstorming activities, or just open unstructured conversations that encourage freedom of thinking. Explore different creativity boosting tactics and adopt the ones that work for you.

Source:  Pexels

Source: Pexels

Cultivate Togetherness

Transparency is one of the building blocks of a great team. Nothing gives people a sense of belonging like being included, or at least familiar with every part of the creative process, including decision making. Give your team a say; you might be surprised at the useful input they contribute. A cohesive team is also an immense asset in terms of organization. These teams are usually easy to manage, make few mistakes and are extremely efficient as there is little delay and idling.

Get to Know Your Tribe

Knowing each of your team members, their skill set, personality and interests can be invaluable. It can help you always find the best man for a particular task, foresee and prevent any problems, and manage them in a more efficient way when they do arise. Team building exercises and activities might seem corny and sometimes even awkward, but they actually work. Doing fun stuff together, getting to know each other and building trust is the best way to find and nurture that elusive team spirit. To ensure a positive, collaborative environment, look for these characteristics in your team members.

Play to Their Strengths

Not every team member is suited to every task, and that’s normal. A wise manager knows how to assign tasks for maximum success, and also how to create mini-teams that perfectly complement each other. Within reason, try to give each team member the opportunity to do the things they are interested in and to gain experience and knowledge consistent with the direction they want to steer their career in. Don’t forget to reward significant accomplishments to up the morale and motivation.

Source:  Pexels

Source: Pexels

Create a Custom Workflow

One of the core tools that will help you increase collaboration in your workplace is a streamlined workflow. Using cloud-based tools, collaboration software, and adequate communication channels can really transform the work you do and take it to the next level. A streamlined workflow boosts collaboration without interfering with the actual completion of tasks. Time wasting decreases significantly, while team cohesion strengthens.

Companies that cultivate a collaborative culture are much more likely to succeed. Collaborative efforts often far exceed the sum of individual accomplishments. A healthy atmosphere at work is also a huge draw for employees. Teamwork not only yields excellent results, but it also creates a bond between team members which ultimately boosts employee satisfaction, and, consequently, loyalty to the company.

Oscar Waterworth is a writer and a senior editor at Bizzmarkblog. He frequently blogs about the latest developments in the tech, marketing, and business industries. To stay updated with Oscar’s latest posts, you can follow him on Twitter.

How to Create a Company Culture of Communication

By Oscar Waterworth

Communication is the blood flow of every business and it’s also a critical workflow aspect, which requires time and active effort to streamline and optimize. Unfortunately, many up-and-coming brands fail to take communication seriously and such an oversight usually costs them a lot in the long run, since it can punch deep holes in productivity, growth potential and bottom line. If you want to stay on the safe side of your business endeavor, it may be a smart move to establish a culture of communication as one of your company’s main pillars. Don’t know how to pull it off? No worries: here are a few smart tips to follow if you want to set your brand’s communicative efforts on the right and well-voiced track.

Internal Communication Channels

Active communication between all relevant workplace links is critical for long-term productivity, favorable bottom line, and business sustainability. In this light, prompt exchange of information and timely feedback are a guarantee of quick resolution of all potential issues which may arise in the line of work. To speed up internal exchange of information, facilitate collaboration, reduce response delays, and boost overall efficiency of communication, you can use an intranet or live messaging system instead of conventional e-mail.

Weekly Reports and Reviews

For peak communication ease and efficiency, direct reports and performance reviews should be presented to the staff on a weekly basis, and preferably accompanied by face-to-face meetings. To avoid stress of one-on-one sit-downs and ensure peak team engagement and communication efficiency, you can organize informal weekly get-togethers: it will allow you to fill your team in on relevant details and casually discuss ways to boost output, minimize waste of resources and other critical performance- and workflow-related aspects.

Monthly Staff Meetings

Face-to-face meetings are a go-to communication mode for monthly and quarterly presentation of reports and key information roundups. For this reason, it might be a wise move to stage staff meetings at least once a month and update your team about vital business decisions, initiatives, performance metrics, and key concerns and priorities for the forthcoming period. Strive to make monthly meet-ups enjoyable, avoid bossiness and leave criticism for one-on-one meetings: after all, you’re supposed to set a positive example for your team.

Regular 360° Reviews

A 360° review is another smart communication tool many businesses use to dial up productivity and bottom line and secure long-term expansion, and it’s also an internal communication mode which helps managers solicit feedback on an employer’s skills and performance from other team members. Using 360° reviews, managers are able to provide positive and constructive feedback to each and every team member based on the analysis of comments and remarks submitted by their coworkers, superiors and subordinates.

Annual Performance Reviews

In addition to monthly and quarterly reports, annual performance reviews can help managers adjust the course of business conduct, scale results and provide critical feedback to their teams. If you’re about to stage a one-on-one meeting to discuss annual review of an individual worker’s performance, aim to make the ambiance formal yet amiable, accentuate the positives and offer a range of constructive tips on ways the employee can optimize performance and exploitation of company’s resources in the year to come.

Anonymous Staff Surveys

Surveys are another critical tool for gathering employee feedback that can be used to hack peak performance, identify problematic workflow aspects and eliminate glitches and conflicts. If you want to create an environment in which your staff will voice their views openly, make the survey anonymous: that way, all team members will feel comfortable speaking their mind, which is vital for gathering information about chief challenges and room for improvement. Feedback obtained from surveys can make the difference between a timely business conduct tweak and shutdown.

Informal Social Outings

Last but not the least, don’t overlook the power of informal get-togethers after work hours. The trip to the local bowling alley or a casual sit-down over a pint of beer can be a valuable source of insights about potential problems and solutions to chronic issues managers can use to fine-tune their approach to certain aspects of the workflow. In addition to that, social events outside work hours are a cost-efficient way for managers to foster close team bonds and collaboration across departments, so don’t overlook team building if you want to dial up communication at work.

Up the Game

Are you ready to take your brand’s communication to the next level? Use the instruments above to set up a tight communication network and streamline exchange of information between vital links in the workplace hierarchy puzzle, and your company’s sustainability and growth will be as safe as well-communicated messages. Good luck!

Oscar Waterworth is a writer and a senior editor at Bizzmarkblog. He frequently blogs about the latest developments in the tech, marketing, and business industries. To stay updated with Oscar’s latest posts, you can follow him on Twitter.

How to Get Started With Recruitment Marketing

By Oscar Waterworth

It was not so long ago when talented people went out to find suitable employment by proving to employers just how great their potential is. Nowadays, employers have to compete in order to attract the attention of talented people and give compelling offers that will interest the best candidates enough to work for an organization.

Recruitment marketing is a way to promote a company's culture and story in order to let talent know that working there has many perks and benefits. It involves creative and innovative ideas for winning over talent and qualified employees. Here are a few tips on how to get started with recruitment marketing.

Tell Your Story

Talented recruits need to know why they should they join your organization and what kind of benefits will they have if they work for your company. They need a compelling reason to share their talent with your company and kick off their career with you. That is why it is important to tell your company's story the best way possible and convince potential employees that they have a bright future waiting for them in your organization.

Your company needs to formulate a strong message that will capture the attention of those who are actively searching for employment and those who are still passive and indecisive. It is a good idea to closely work with your HR department on creating a campaign and choosing effective strategies that will provide the best results when it comes to recruitment marketing. Together with your HR, you can create a recruitment persona that will reflect on what kind of people and skills your organization needs in order to target specific audience.

Involve Other Members of Your Team

 In order to create an awesome recruitment marketing strategy you should enlist the aid of your existing members of the team. For instance, HR is already helping you to create a message and a recruitment persona, now ask the marketing team to come up strategies that will help you deliver the message to recruits and interest them as much as they would interest customers into buying something.

Do not hesitate to involve your team into helping you out. After all, they are good at what they do and they can also shift their skills to create recruitment marketing strategy that is just effective as a product marketing strategy.

Leverage Content Marketing for Recruitment

Content marketing has always been an effective way to attract customers and capture the interest of viewers. Content is also a good way to reach out to recruits and spark their interest as well. Promoting content for recruits is pretty much the same as promoting to customers, with few adjustments of course.

You can use your company's website to promote recruitment content or manage a different website or a blog with a specific purpose of attracting recruits. It is important to remember that your blog has to have good performance, otherwise viewers will leave. You can host your recruitment blog separately or use shared hosting with other blogs, which is more economical. Regardless, a website or a blog will be the hub for your recruitment content and it must serve a purpose of promoting your company's story and culture that will hold the interest of recruits.

When it comes to recruitment content, you should make sure it contains in-depth information about your organization such as working benefits, career opportunities, career advancement etc. You should also involve your employee's personal experiences and reviews to help you boost the impact on viewers. Transparency and creativity will speak for your company's legitimacy and potential employees will have a detailed view into your company's culture - which in turn, will make them feel closer to your organization and hopefully help them decide to join you.

Recruitment marketing is very similar to product marketing. The only difference is that you are not trying to convince people to buy something, but rather join your company. Recruitment marketing involves leveraging content, social media marketing and other strategies, with a slightly different approach.

Oscar Waterworth is a writer and a senior editor at Bizzmarkblog. He frequently blogs about the latest developments in the tech, marketing, and business industries. To stay updated with Oscar’s latest posts, you can follow him on Twitter.

Human Resources Trends for 2017

By Oscar Waterworth

The year 2017 will be particularly challenging for human resources teams as they will need to constantly adapt their strategies to emerging trends and ongoing changes in the working conditions and environment. Here is a look at some of the top human resources trends for 2017.

Company Culture and Employee Engagement as a Priority

As testimonials of employees and candidates are more visible with the rise of employer review websites, corporate practices are more transparent than ever. This is marking the end of unethical practices, and the beginning of taking care of issues such as respectful treatment of employees at all levels including benefits, job security, etc. Companies need to focus on corporate culture and values in order to retain employees and attract future candidates.

Further Rise of Blended Workforce

A major HR trend still relevant in 2017 is the continuing change in structure of the global workforce. While full-time employees still form the greatest part of the workforce, there has been a constant rise in numbers of non-traditional workers such as freelancers, interns, remote and part-time workers, etc. Since permanent employees are working side by side with temporary or non-traditional workers, the HR teams will face new challenges when it comes to organizing different types of workers while working together on the same project.

Changes in Performance Management and Reviews

While the annual performance reviews are increasingly abandoned in favor of continuous, more personal methods of delivering feedback to employees, the companies are yet to find a performance management strategy that best suits their working environment and their workforce. Most employees, especially the younger generations, appreciate regular and relevant feedback, so they can focus sooner on areas in which they can improve their performance. In 2017, companies will likely switch from performance measurement to performance counseling—as comments and discussion with employers and peers will replace the traditional rating systems.

Separating Performance Management and Compensation

As companies redefine or completely abandon performance rating, the question of what to do with performance-based bonuses still remains. Some companies have already eliminated monetary rewards based on performance, as it was concluded that they don’t significantly improve performance or employee morale while potentially causing rivalry in the workplace. It will be important to determine how to calculate pay and bonuses in a fair and competitive way, while respecting the newly established culture of continual feedback instead of keeping the classic performance ratings.

Turning Towards In-house Training

In order to keep their existing employees’ skills up to date, companies have often turned to outside sources for additional training and education. In 2017, HR teams will be looking for useful skills which employees already possess and the ways these skills can be put to use in a more cost effective in-house training.

Increasing Appreciation of Work Flexibility

Flexibility may be the benefit that is currently valued the most as work/life balance seems to be very important to employees, especially younger workers. In order to keep the talent working for them in the new results-driven environment, companies are increasingly flexible with working hours and location of their employees. In order to effectively keep track of a growing number of workers with different schedules, the use of a reliable time tracking software will be essential throughout 2017.

Using the Advantages of Big Data Analysis

To remain competitive, companies will invest more resources in big data analysis as the results of it have the potential to improve every aspect of the business.  Interpretation of the data will be helpful in areas of recruitment, improving employees’ performance and retention as well as reducing the number of bad hires.

Rising Interest in Wellness Programs

Companies are using wellness programs to reduce absenteeism, attract and retain talent, as well as save on healthcare costs. Creating a healthy and supportive work environment will help maintain employees in an optimal mental, emotional and physical state of well-being.

The successful implementation of good strategies in HR will lead to improved performance and greater satisfaction of the employees. This will largely depend on the ability of HR teams to tackle the challenges that will come with the latest trends while searching for adequate solutions for the new working situations.

Oscar Waterworth is a writer and a senior editor at Bizzmarkblog. He frequently blogs about the latest developments in the tech, marketing, and business industries. To stay updated with Oscar’s latest posts, you can follow him on Twitter.

The Importance of Promoting Positive Company Culture on Social Media

By Oscar Waterworth

The workplace as a concept has always been an evolving "entity." From employees struggling to attain working conditions that would not kill them to companies encouraging their employees to nap at work; from companies trying to do everything to keep their employees from unionizing to employees realizing they do not matter to their employers. This could go on indefinitely.

Today's workplace is a very complex one in that employees are more jaded and less loyal than ever before. The employers, on the other hand, all have to deal with brutal competition but still need to let the employees "do their thing," especially in some super-competitive industries. Slap a ton of new HR tech on top of it and you get a whole mess.

One thing that has come out of all of this is that attracting and hiring the best talent in the industry has become more difficult than ever before, especially if you are targeting younger generations. One of the ways to do this is to be very smart about promoting your positive company culture on social media.

Create a Positive Company Culture

You can do as much employer marketing and social media promotion as you wish, but if you actually do not have a positive company culture, it will be for nothing. Trying to plaster a fancy façade on a house without walls and the foundation does not work. 

Creating a positive company culture is a complex and comprehensive task and it would be silly to try and explain it in a few sentences. Still, there are some basics that can point you in the right direction: properly compensating your employees for the work they do; providing (at least) some basic employee benefits; ensuring everyone is treated fairly and given an equal chance; putting an end to any discrimination in the workplace; rewarding the people who deserve it; ensuring everyone understands what the company is about and acts accordingly.

It's All About the Employees

If you wish to start spreading your positive company culture across the social media channels, you will always start and end with your employees. At the core of it, a positive company culture is one where employees are happy and you need to show this. If someone does a great work, make sure to announce it on your social media channels. If a team does something truly great, create a short video and post it on your YouTube channel. If one of your employees has a baby, make sure to gift them something and publish it on social media.

As long as your social media profiles feature photos and videos of smiling faces, everyone will know that your company cares about its people.

At the core of it, a positive company culture is one where employees are happy and you need to show this.

Letting the People In

There is something alluring about a behind-the-scenes peek, it doesn't matter what into. We love to see how movies or TV shows are made. Sports fans enjoy it very much when they can see how their favorite team practices and travels. Fashion enthusiasts love watching how fashion shows are put on from the inside. It all makes us feel like we are involved in some way.

Believe it or not, doing the same for your company can be a great way to present it on social media. Snap a few photos when the day is particularly busy (and sunny, because of the light and everything), do a short video when the last "I" is being dotted on a project and when everyone celebrates. Show people how your different departments work.

Celebrate the Good Times

Every company has its non-work moments and these are the perfect opportunity to show how fun and employee-friendly your company is. Holiday celebrations, company outings, various teambuilding activities – all of these look amazing on camera and on social media. It is very likely that your employees will have a ton of pics and videos themselves. Ask them if they would share them with you. Of course, you will also encourage them to share them on their own personal social media profiles.

Another good idea would be to share these good times on the company blog. No matter how serious your blog content usually is, no one will mind if you do a couple of posts every year, showing off the fun-loving side of your company. Of course, you will need to pay attention not to go overboard. As content marketing agency professionals will always point out, your blog needs to be balanced.

Closing Word

In the end, it all comes down to how good your employees feel working for you. If they come to work with smiles on their faces (at least most of the time), promoting your positive company culture on social media will be a very natural process.

Still, you can always give it a push or two.

Oscar Waterworth is a writer and a senior editor at Bizzmarkblog. He frequently blogs about the latest developments in the tech, marketing, and business industries. To stay updated with Oscar’s latest posts, you can follow him on Twitter.

Using Recruitment Marketing to Attract the Best Candidates

By Oscar Waterworth

It is no longer sufficient or acceptable for recruiters to simply put up a job advertisement and hope for the best. Regardless of how great (you think) your organization is or how many people are trying to get in, you are unlikely to attract the best possible candidate and even less likely to attract the best possible field of candidates from which to choose without having engaged in recruitment marketing.

For a variety of reasons, the balance of power in recruitment has shifted from employers to potential employees. Candidates - particularly young and educated ones with no dependants - are no longer desperate for stable work and are willing to wait a long time before committing to a full-time, permanent job.

On the flipside, they are not willing to spend a long time in that job if it doesn't suit them – this has made recruitment a very particular and complicated science that is not just about finding the most impressive candidate, but the right candidate and convincing them that their organization is worth committing to.

It also means that the candidate search is not limited to the unemployed – it means attracting the best talent regardless of whether they are employed, unemployed, underemployed, interstate, overseas or even retired! It means targeting the "passive" job market and catching the biggest fish out of the biggest possible pond.

How do You Attract Candidates Who are not Even Looking for Work?

As mentioned above, in order to give yourself the best chance of attracting the best possible candidate you need to cast the web as wide as possible. This means more than just advertising a “position vacant” on as many mediums as possible, and in fact it means more than just advertising a position at all. This means a constant and consistent marketing campaign of your company or organization as an employer, rather than just a goods/services provider.

As such, the search for the ideal candidate doesn't begin once a position becomes vacant – it should have already been occurring in the form of brand development as an employer. It should have been occurring on various mediums, whether exclusively online or on traditional media as well (depending on your organization's budget).

If you are a software development firm, you want all software developers to know that you exist and you want them to know how great conditions in your office are – you want a video of your office to pop up on their Facebook feed, complete with classy footage of your existing staff happily brainstorming on beanbags, sipping on fresh lattes from your state of the art coffee machine!

Your organization may not match this description, but you can certainly find competitive advantages of your workplace (whether this is the location, the conditions or any other factors) and find a way to highlight these to prospective employees.

Developing a Reputation as an Employer of Choice

Most HR departments, although great at their core business, are not equipped to conduct the kind of full-scale recruitment marketing campaigns that are required to stay competitive in the talent market. If this is the case in your organization, it is highly recommended that you engage the services of brand developers.

Brand developers are able to build up the kind of reputation your organization needs to catch the biggest fish through a comprehensive process including content marketing and analytics. Recruitment marketing has become a science in itself, which a company neglects at its own peril.

You may know that you are a great employer, your existing employees may know that their conditions are great and this may be outlined in great detail in your job advert – but nobody knows this except the active unemployed job seeker. And even then, only IF they are using the same channels in their job search that you've advertised on. To avoid the risk of missing out on the best possible candidates (as we speak!), make sure you have a recruitment marketing campaign in place sooner rather than later.

Oscar Waterworth is a writer and a senior editor at Bizzmarkblog. He frequently blogs about the latest developments in the tech, marketing, and business industries. To stay updated with Oscar’s latest posts, you can follow him on Twitter.