Where did you always want to work before you landed where you are now? Was it Google? The New York Times? Starbucks? Why? These companies are excellent at attracting the best minds in their fields by creating and maintaining hype about going to work for them.
If you are recruiting workers in the world of technology and you want to know what employer branding and candidate experience really are – how they relate to the brand of the company and how to build them properly, you should listen to Adi Avital, PROMO’s employer branding manager.
It’s an important question that every employer should ask himself. If nothing else, it’s a practice in humility. But it should also be a motivator, leading you to build a better working environment that will attract the right talent and keep them excited to contribute to your project for years to come.
Yael Avidan is our head of executive talent acquisition and Lahat Abu is the VP R&D at DoubleVerify. Oh, and he’s also her partner. They both sat down and recorded an interesting conversation together about recruitment of executives, team development and employee retention.
Young, growing startups need to recruit a large amount of talent in a relatively short period of time. This need does not align well with the level of competition in the market, which creates high demand and problematic supply.
Seebo has successfully built an employer brand that generates an organic flow of candidates to a position that becomes available.
Your organization probably needs more engineering talent more often than just about everything else combined. Engineers are simply in high demand, and there never seems to be enough of them. Even when there are enough, the quality of the talent you can attract to your organization is key to keeping you on top of your competition.
One of the most important things to be learned from this podcast is how to listen, to put aside automatic tendencies, to stop for a moment and try to think why the person opposite you thinks or acts the way he does, and only then to decide how to continue the process.
Here are 5 ways we suggest you go about creating a good candidate experience so you can get all the advantages it brings
We often encounter examples of connections between HR and business, but @Galia Bachar has done it better than everyone else: she tool HR and turned it into technology.
Managing others is one of the most subtle and difficult parts of the business. As anyone in a position of leadership will tell you, the technical part of these positions is far easier than the people part. It is far easier to acquire technical knowledge and skills while relying on your own strengths and mitigating your own weaknesses than it is to sense them in others and guide them towards a joint goal.
What do venture capital funds have in common with HR? Much more than you might think.
Yael Ran, who has a rich record as the VP HR for venture capital funds and now works with startups and entrepreneurs, has created a unique HR function based on her professional experience in the HR field to provide strategic value for VCs and new entrepreneurs.
We’re committed to leaving organizations and their people in a truly better place –
more changeable, more engaged and better equipped for creating a better future.