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Retail is one of the most varied industries, encompassing all types of consumer goods from retailers that range from solo artisans and small businesses to the largest manufacturers. It’s also a significantly large field, employing 29 million Americans and representing more than 32% of all first jobs. These workers come from a wide array of backgrounds and fill everything from the obvious sales roles to customer service and other supportive roles.
On March 22, we were ready to hit “publish” on a piece about the standout qualities of the top 20 companies on Glassdoor’s list. However, as the HR landscape suddenly changed, we decided to reach back out to these top employee-driven companies to see how each has responded to the coronavirus crisis and how they are carrying forward their employer brand values in the midst of a pandemic.
As one of the fastest-growing furniture retailers in the U.S., Bob’s Discount Furniture often has a high volume of open...
Last updated on April 3, 2020.
Between 2005 and 2017, the number of remote workers in the U.S. increased by 159%, according to The 2017 State of Telecommuting in the U.S. Employee Workforce Report. Today, only a few months into 2020 and in the wake of a global pandemic, a vast number of employees will experience firsthand just what it’s like to be part of a remote workforce—and companies on what it’s like to run one.
As the labor market continues to tighten, job candidates are gaining more power and choice while industries everywhere are struggling to fill job vacancies. Two industries hit particularly hard in this candidate-driven market are healthcare and tech, particularly in filling registered nurse and software engineer positions. According to the U.S. Bureau of Labor Statistics (BLS), the nursing field is projected to grow 15% through 2026 and software engineering careers are projected to grow 24% in the same timeframe. Both increases in employment openings are at a much higher rate than the national average at 7%.
For most people, employer branding is like venturing into the great unknown. There’s no standard template or industry rulebook to follow, and employer brand professionals are often left making their own way through the wilderness. Such was the case for Debra Luna when she first started out with the simple idea to create social media graphics for Paychex’s sales recruiting team. Unbeknownst to her, she was headed in a direction that would change the trajectory of her career as well as the company’s hiring and retention strategy.
As one of the panelists of the Blurred lines: When HR and marketing come together session at the inaugural EMBARC HR Innovators Summit, HubSpot Senior Manager of Employer Brand Hannah Fleishman has gathered many lessons from the field as an HR-marketer. With a marketing communications background, Fleishman moved into employer branding almost four years ago from what she describes as “one of the best marketing teams in the world” at HubSpot. Now, Fleishman leads a global team in charge of growing HubSpot’s global employer brand, and finds herself more often than not pulling from traditional marketing tactics.
According to survey findings published by SHRM in 2016, 84% of organizations are using social media recruitment as part of their strategy to recruit passive job candidates, increase employer brand and recognition, and target job candidates with specific skill sets. These organizations are posting job advertisements, contacting potential candidates, and encouraging employee referrals, all of which builds a recruitment strategy that attracts the best mix of candidates.
Before they were creating a memorable experience for job candidates, Marta Riggins and Colleen Finnegan were curating unforgettable concert experiences for music lovers. As part of the event marketing team at Pandora, the two were more accustomed to filling opening acts than job openings. As they both transitioned into the employer branding space, moved onto different companies, and partnered again at Instacart, Marta and Colleen have witnessed firsthand just how important a good experience is, regardless of who the audience may be.