Sewon America Inc.’s Post

There's a lot of talk about recruiting processes and candidate experiences today, and that's a good thing. Recruiters, TA professionals, hiring managers, executives, etc. should constantly be evaluating them as they can provide a huge competitive advantage (or disadvantage). If you're not already prioritizing transparency and a little personal touch in the recruiting process, I'd encourage you to do so for the sake of your organization and your candidates!

🌟 Excited to share some insights at "Recruit & Retain"! 🚀 Join me at this panel discussion at the Richardson Chamber of Commerce focusing on attracting and retaining top talent. We'll be talking about key strategies for building a stellar team. Looking forward to hearing from fellow panelists Jarah Miller of Delta Dallas and Joshua Hunt of BOLT Culture! 🔥 See you there! #RecruitRetain #EmployeeEngagement

Gen Z is entering the workforce, and they're ready to change the world - in good ways and some that may feel a little scary to management. Listen in as Alison Niermann, CEO of Tilley Workforce Solutions, shares what makes this particular generation unique and how companies can adapt to attract and retain this top talent. #tilleyworkforcesolutions #recruiting #workforce #futureofwork

What do GR8 People and a silent DJ party have in common? Our amazing customer, T. Rowe Price, is using the GR8 People platform to not only manage their talent pools and cultivate future hires, but also to streamline recruiting events for maximum impact. They even used GR8 People to manage their epic silent DJ party—everything from RSVPs to communication, just like it streamlines the entire recruitment process! With a focus on celebrating diversity this month, learn how events can be leveraged for successful diversity hiring by downloading the case study➡️https://bit.ly/47Jho1M #CelebrateDiversity

Wondering what it’s like to work at Wolf? Check out the video below!

Did you know that five generations work side by side for the first time in history? Each generation brings unique perspectives and insights, and companies that invest in an age-diverse workforce benefit from increased knowledge sharing, upskilling, productivity, and employee retention. This year, our Head of Diversity and Inclusion, Sarah Hassaine, and her team led a series of global workshops to celebrate BIDS Day, an enterprise-wide program, to learn what it means to embrace a multigenerational workforce that leverages each other’s strengths and skill sets to increase connectedness while boosting creativity and our capacity to innovate. During the sessions, we underwent training on age diversity and how to harness a team with 4-5 generations. After that, we participated in engaging activity-based exercises, including the acting debut of some of our own ResMedians, John Barger, Laurel Leyva, and Cathy Liem, in interactive scenarios. At ResMed, we’re committed to fostering a positive culture of belonging, inclusion, and diversity for success (culture work that we call “BIDS”), and being inclusive is a core competency of all ResMedians. BIDS Day is not only a learning engagement but also a celebration of all ResMedians and serves as a transformative opportunity for everyone to come together and work toward a vibrant and dynamic workplace where everyone belongs, feels appreciated, and respected. Find out more about diversity and inclusion at ResMed: https://lnkd.in/eDnEEqMh

This was an excellent event! Pete Honsberger and I got to watch our colleague Kimberly Humphreys Dyer share some wisdom, learn a bunch from the panel discussion, and connect with some great leaders from around NE Ohio! Here are some of the key messages that stuck with me: 1. If your HR Dept is perceived as being more closely related to Legal than Marketing, something is wrong. 2. The solve for finding quality hires isn't 'throwing more money at the problem', employer branding and culture are the areas that deserve your focus first. 3. If you're truly clear on and committed to your Vision & Values, then you should be unapologetic about hiring against those Values. 4. Treat your Recruiting & Hiring Strategy that same way you treat your Sales Strategy 5. Develop an Avatar or Persona of your ideal candidate for each role 6. Treating company communications as internal marketing helps highlight & remind people about the benefits of working there, thus improving retention. 7. Adopt an "always on" approach to finding talent rather than waiting for a need to arise 8. 50% of your team should be referrals, find an incentive and referral network that works for you 9. If you need help with positioning your brand to attract better talent, contact thunder::tech. 10. If you need help recruiting for pivotal roles, contact Rust Belt Recruiting. And of course, if you want help getting extreme clarity on your Vision/Values, improving company culture, or developing your company's leaders...contact CultureShoc - Transforming Cultures, Empowering Leaders! Big thanks to everyone who helped make this a meaningful event! #clevelandohio #workplaceculture #ohiobusiness

We’ve been doing this Brightside Collective thing for less than a month now, and already? Well, we’ve learnt a lot. Let’s just say that. Apart from navigating new biz ownership and ALL THE things that go with it, we’ve found that the many businesses we’ve met with and plan to meet with in the new year have people talent problems outside of recruitment that we ACTUALLY have the power to help solve. Like getting the right eye balls on ad-copy and then the right people to apply is hard yakka. We know that first hand. But we also have a few good recipes up our sleeve that we reckon can help many businesses change the way they attract the right talent. Now is most definitely not the time to be talking about all of this. We get it. But next year? We’ll be ready and rearing to jump in and help solve things that you never imagined recruiters could fix. Imagine that! So let's get something booked in for January... [email protected]