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State of the Union · The Business of Alignment - Powered by The E1B2 Collective

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  So I have a, I have a Blog, you know, article, it's titled the
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  top five recruitment trends for 2023.
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  I have thoughts. I don't disagree.
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  I'm just going to add a fuel, a few more thoughts on to these
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  top five here. I'll try to go through them
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  quickly. The first one is says the
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  emergence of employer branding couple of things here.
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  Some of some of the fault. Some of the folks associated
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  with Beyond brain on the product side, we had a long talk,
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  probably 34 our talk. I'd say around Christmas first,
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  second week in January And I'll be very honest with you, that
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  talk was not exciting. It was not, it was not fun, it
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  was not, it was not an energy, generating conversation.
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  We were discussing the state of the world.
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  And how disappointing it is. You know, I'll be very, I'll be
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  very loanable right now, you know, my mother.
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  The woman that I love my family, there with me.
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  The the the climate here financially in Maryland is
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  getting to a very high uncomfortable level and degree.
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  It's it's very odd. So you know, there's there's a
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  lot of things happening, things like that, that are very
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  personal. So I blanked out for a minute
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  there because it's near and dear to my heart, but personal
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  situations like that, just even even going deeper into that.
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  Just the state of the real estate market today.
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  It's just outrageous, people are losing their jobs, companies are
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  shuffling, Andre shifting and navigating, and the worlds that
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  are you know the the racial climate Climate the world's in
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  an interesting spot, very difficult spot.
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  Very uncomfortable spot. And so when I open up this
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  article I thought to myself. I said why would the emergence
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  of employer branding? Be the first one but then it hit
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  me immediately. It hit me like a ton of bricks.
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  I thought to myself. it's probably going to be number one,
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  because America is going to get out of this.
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  Like I don't mean to put my motivational cap on but that's
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  just legit legitimately how America is structured.
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  We are going to see this through My mother is going to be okay.
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  I'm going to be okay. The world's going to be okay,
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  we're we are Fighters were Innovative innovators who are
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  thinkers and let's just call it what it is.
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  American can print money. But that's besides the point
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  now, I don't want to get political.
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  My point is There will be another side to this, and I
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  think there's some small data showing the other side of this
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  may be coming sooner than later. and so, if that's the case,
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  Let's think about the core definition of employer branding.
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  What? It's what it's really used for.
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  So many applicants across the world are going to be looking at
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  each and every company with a very odd Keen.
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  Submissive, maybe that's a bad word to use.
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  Judgmental, curious, and hesitant, I They're going to be
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  thinking to themselves, what's the financial climate of this
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  company? Which the Rome at financially of
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  this company. What's the what's the experience
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  internally like the feelings? In the company.
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  What does it feel like to work here emotionally?
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  Psychology wise, what's happening with like core HR?
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  Best practices Bar. None employees.
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  Are more educated about the importance of having at least a
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  healthy workplace more than ever before.
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  It is, it is at its peak. It's a non-negotiable and so
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  many other elements. So so companies are in a very
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  uncertain space right now. And so if that's the case, then
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  then then I would agree that top him that that employer expects,
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  employer branding would be number one because if that's the
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  case, if the world is looking at your company and wondering, what
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  the hell is this company been doing over the last 12 months,
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  what state is this company in? There's someone is of a very
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  high level. Talented individual is nervous
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  about that, they're going to choose this safer company.
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  Even though it may not be the better company.
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  So you as an organization needs to take employer branding
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  seriously and say, you know what, not only not only are we
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  going to let you know what type of company we are, but we're
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  going to do so authentically. Authentically.
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  Because applicants are looking at you, like, what is happening
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  in the world? What is happening at this
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  company? I heard this, I heard that my
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  mother and my cousin, my brother.
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  My my, the old colleague that I used to work with that, I
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  thought, I knew what hot like everyone that I know has been
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  saying a few things about the workforce in, particularly this
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  company. What's Happening Here?
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  What's their overall state of important of view on black
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  lives? Matter movement?
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  What's been happening with them? Financially is, their
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  opportunities? Here?
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  Are they want to kind of operational growth freeze for a
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  second. What is happening?
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  And so yeah I would agree with this because it's it'll be so
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  important for you. Probably in the middle of this
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  year toward definitely towards the back, end of 20:23
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  re-establishing Who You Are. kind of like when a celebrity
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  goes through a really tough moment in their life and they do
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  like this like marketing PR campaign to like get everyone
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  back on their side, companies are going to have to do that but
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  authentically They're going to have to utilize every facet of
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  what I believe they're going to have to utilize things like top.
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  Employer to really do an audit to understand what they're
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  actually like to understand and make sure they're doing it
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  operationally. We're gonna have to use Beyond
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  brand to communicate honestly. Allow a third party lens to
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  infiltrate what you're doing because there is no and flirt re
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  infiltration. It's only just magnifying and
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  identifying and promoting what's already great and things that
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  are not so great. To just being honest.
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  Utilizing tools and Technology, like Jammer being thoughtful
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  about where you are looking for this town.
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  The point that I'm making is, I would agree with this 20:23
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  middle to the back, half the focus, and the dedication around
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  employer branding and rewriting. Your story as an organization is
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  going to be incredibly important. and the in the
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  companies that do that are going to be the companies that attract
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  really high-level town, The second one here is data driven
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  recruiting. I would again, agree.
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  I think we're seeing that with products and tools like almonds.
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  It's you want to start being smarter when it comes to
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  recruiting, if you can. Now I've owned the record of
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  having more of a garyvee approach, anyone that knows Gary
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  hordes, real business context. He is someone that says gut feel
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  fast, hire Fast, Fire fast, people make mistakes, you know,
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  contextualize experience all the greatest things that, you know,
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  are in my core. But as I've gotten older and
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  wiser, I will admit there's a way to use your gut, but do so
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  in a more thoughtful way. You could totally be hiring
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  someone, that's a great fit, a great gut feel and just do it
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  fast because you like, you know what, I can move them out faster
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  if you know, whatever the case is, right.
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  But that person could could fit technically strategically
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  skill-based wise for your company but you know, what can
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  be not a right factor for you. Their perspectives and behavior.
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  And I don't mean Peggy - Behavior positive behavior.
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  What I mean by that is literally what they want to do when an
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  18-month window in comparison to what you actually have as an
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  offering organizationally within an 18-month window there.
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  Just might be a delineation there.
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  There may be a moment in time on the lnd side or the career
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  mapping side that they're looking for within 18 months
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  that you just simply cannot provide and that is okay.
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  But having a process of Technology, a tool to extract
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  that data and communicate that data and story, tell that data,
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  and be honest about that data is amazing.
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  So I would agree. It'll allow you to make it more
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  thoughtful decision. When recruiting Relying on AI
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  powered recruitment again. Been talking about this whole
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  episode. Let's keep going.
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  I agree with this. The rise of the proactive
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  recruiter. I would agree with that a lot.
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  I would agree with that a lot, I think.
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  I think being a proactive, recruiter means a couple things,
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  I think it means as an organization, the employer
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  branding of HR teams given being given the money.
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  The credibility, the the capability, Of of communicating
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  and doing what they do from a recruiting perspective, like the
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  media side of the business. Like, I would say, just as much
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  energy that you put into hiring your media company.
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  Internally, like if your shoe company right now, if your
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  clothing Bear right now, you have a lot of money and video.
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  You have a lot of money and production, you're a lot of
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  money on the edge, but inside on the creative side and the visual
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  the visual side. You have a lot of money, so your
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  company can look and feel cool. All that money and power and
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  energy. Proactively should be spent
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  within your recruiting teams. Your you should have recruiters
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  being paid to just be great relationship.
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  Builders there should be a kpi connected to it.
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  Let's not put them in this window and boxing this time or
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  they have to fill a certain quota.
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  Of course, there will always be a certain number that you wishes
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  that you wish and want them to to hit.
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  But why don't you congratulate them and give them ten thousand
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  dollar bonuses for building deep meaningful relationships.
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  That lead to potential opportunities.
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  In 12 to 18-month windows. I'm a big bang guy.
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  I'd rather work something hard and look on the other side and
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  it's 30. Great, there's 30 catered is
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  15K. There's there 60k.
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  There's 100K I'd rather plant a seed for 10 years for million 2
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  million 3 million dollar opportunities.
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  Quick wins are just as important, but I get it.
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  But at the end of the day, you want your recruiters to be a
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  little bit more. Proactive plant seeds, be
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  aggressive, be thoughtful. Last thing, a develop d&i
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  strategy. I love this freaking article, I
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  love this freaking article, I'm reaching, I love this freaking
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  article. I love this freaking article.
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  This article is high level. This is a and when I say it's
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  high level, I just mean it's accurate.
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  It's easy to comprehend. It develop, dni strategy, 1000%,
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  it's why companies and tools like that virtual exist?
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  Period. Period.
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  Dni is no longer in its infancy stage.
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  It is, it is evolving. It is growing, it is developing.
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  Money tools, research, energy, passion.
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  All of these things need to be supported in back by.
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  A develop dni strategy, for me, starts with things like that,
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  virtual knowing how you're going to organize and process,
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  everything that you're doing. Right.
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  Knowing how you're going to do that?
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  Knowing where everything is in one place and having it in one
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  place. The point is, there's a lot of
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  good work here, that should be and can be and will be done.
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  I'm very excited to be a part of it.
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  So this is a great article. Let me see what's in that by
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  Katie collman of Circa Objectively great, simple, easy
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  and accurate. That is always just a few
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  thoughts. Just a few perspectives, we'll
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  talk soon. Objectively great, simple, easy
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  and accurate. That is always just a few
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  thoughts. Just a few perspectives, we'll
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  talk soon.