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There has never been a better time for the American workforce. Unemployment rates are at an all-time low (3.7%, as per the US Bureau of Labor Statistics), and the US economy is booming.
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So the recruiters and hiring managers are facing an uphill battle. Their jobs get harder constantly, and their natural impulse is to “circle the wagons” and concentrate internally on what they can do to manage the endless flow of applicants. It just seems too hard to do anything else.
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There has never been a better time for the American workforce. Unemployment rates are at an all-time low (3.7%, as per the US Bureau of Labor Statistics), and the US economy is booming.
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The above scenario is unlikely to happen in today’s online, consumer-centric universe. However, many Employer Brands are putting themselves in a similar position by being under-managed, underleveraged or inaccurately defined and expressed.
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As the race for top talent heats up, more and more talent pros, HR teams, and business leaders are discovering that traditional recruiting practices just aren’t cutting it anymore.
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Employer Branding is changing fast.
Here are the eight trends we see.
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“I may not like what you say but I will defend to the death your right to say it.” – Mom
As a general idea in our nomenclature saturated era, Employer Branding has a lot to say for itself.
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Job seekers have more options for employment now than at any other point in recent history. This means to fill open positions, your company must set itself apart from the competition.
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The country is experiencing one of the tightest labor markets we’ve ever seen with one of the lowest unemployment rates in America’s history. This almost unprecedented labor shortage has caused a war for talent.
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