I’ve been writing, speaking and thinking a lot about modern talent-attraction strategies.
Even more than in my DisruptHR presentation, on the podcast episode with my friend Bruce Marable, I talked about employer branding — the idea that a company’s reputation is important not just for customers but for employees too.
My central point is that you want to build longterm relationships with fans of your brand who might want to come work with you. Otherwise, you’re subject to only seeking applicants for your jobs when they are actively seeking. As you can see in my sloppy little chart below, that might significantly limit your talent pool.