The Talent Cast

There's analytics. There's metrics. And then there's the magic and insight than Andrew creates every day. Prepare to have your mind blown (in a good way).

You can connect with Andrew on LinkedIn: https://www.linkedin.com/in/andrewgadomski/

Show Notes!

I love talking about employer branding with people who aren't IN employer brand exclusively. That's why chatting with Jill was such a hoot. She has perspective and experience to burn, and it shows in this amazing chat.

You can connect with Jill on LinkedIn: https://www.linkedin.com/in/jilldudones/

Show Notes!

Fun fact: We recorded the first version of this interview more than a year ago, but it didn't record properly (there were tears). So Lindsay, being magnanimous and generous as always, let me take a second shot at it. Which is great, because she's seen some stuff and always brings such a great perspective to branding and recruitment marketing.

You can find Lindsay on LinkedIn here: https://www.linkedin.com/in/lindsay-parks/

Show Notes!

Katrina Kibben is the reigning champion of all things job postings. There's no need to call a vote. There will be no recount. If you had any doubt, you have only to listen to this interview where they pinpoint any number of instances of "recruiting insanity" that most of us take as gospel.

Katrina can be found on LinkedIn at https://www.linkedin.com/in/katrinakibben/, or through their company Three Ears Media https://www.threeearsmedia.com/.

Show notes!

Looking for a job? Yeah, I hear you. It is the WORST! But you can take a bunch of lessons from employer branding to create a resume that isn't just "good," but helps you stand out and get the job you want.

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The future of employer branding (or maybe the maturation of it) lays in how well it is integrated into the corporate brand. The more your brand looks like a single idea seen through multiple lenses, the more each aspect can support the others. And there are few better examples of that than at Delta, where Holland McCue has pushed to create a seamless sense of brand, even when things are deeply chaotic and the future is uncertain.

Here's my interview with Holland.

Show notes:

This week we have a lovely long conversation with Charu Malhotra. Charu's worked on a number of employer brands that you've probably hear of, like Unilever, BP, and Ferrero (just to name a few).

Enjoy!

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We all make decisions based on mental shortcuts and pattern recognition. It's just what humans do. But if you're building a brand, these same shortcuts can keep you from seeing the brand that's right in front of you. And the more you learn about these biases, perhaps there are ways you can use them in increase talent attraction and engagement.

Thanks to Jason Kent Crowell for the question!

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We are seeing the end of "monolithic employer brands," concepts that focused more on consistency that connecting to a person. But if you start thinking about your brand and how it can leverage its pillars better to various micro-cultures, suddenly your brand has more meaning.

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In the last four months, everything has changed, including our candidates. They want different things, they behave differently, and the act differently.

Have we changed our own processes the same way? Or are we still tweaking and optimizing?

If the world is 100% different, why aren't we?

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