I’m super excited to announce that our Talent Acquisition Landscape Study is open and will be updated yearly.I have a personal and emotional investment in this research study. My first job (at age 15) was to slice roast beef and work the cash register at Arby’s. Since then, I’ve had the pleasure, as well as the pain, of being able to work in upwards of 50 jobs, seven of my own business ventures, and well over 100 client engagements at dozens of companies large and small.
This hands-on experience has given me a view into the ins and outs of retail, professional services, manufacturing, fishing, advertising, management consulting, human capital, farming, technology software, distance learning and training, and about a dozen other industries. Over the years, I’ve seen the same three issues appear often:
- There is all to often a gap between the stated employer brand promise and the reality. This lack of transparency (or authenticity) harms both the employee and employer.
- Far too many employers are horrible at making their workplace an acceptable place for people to work. By getting the right things wrong they’re doing a huge disservice to themselves and to the people inside.
- Good talent acquisition is one of the best ways to create a competitive advantage for any company. It doesn’t matter the industry; bringing the right people onboard – and then keeping them committed and engaged – is the big enchilada.
Simply put, when companies get attraction, engagement and hiring right a lot of good things begin to happen and a lot of bad things die away. During this deep-dive study, we’re looking forward to uncover what combination of things (specifically and as it relates to talent acquisition) it takes to make an employer a truly great place to work.
Visit http://talentsum.com/registration/ to learn more about the Talent Acquisition Landscape Study. If you’re an employer, and meet the defined selection criteria, I personally welcome you to consider participation.
CHRISTOPHER MENGEL brings over 20 years of insights to business owners and talent leaders inside emerging technology and professional services firms to implement new initiatives, develop new strategies for growth, carry out organizational and cultural change, manage complex projects, and fill business-critical roles. Have a challenge you want to solve? Connect with him on LinkedIn and Twitter and subscribe to his posts or contact him.