The Great Resignation is not the only challenge facing talent professionals, hiring managers and business owners. The disruptive forces unleashed by the Great Resignation have collided with other new, emerging hiring variables and hurdles, creating a uniquely complex and challenging talent landscape.
In a world where information can be shared with the masses almost instantaneously, and where the masses themselves are all allowed an equal voice in the public forum, organizations have come under far more scrutiny for their employer reputations than ever before.
Couple this with the fact that job seekers now have widespread access to every job listing under the sun, and you can see why employer branding is crucial today.
A recent study by Corporate Responsibility Magazine found that nearly 70% of job seekers were unlikely to accept a job offer from a company with a bad reputation. Believe it or not, the job seekers surveyed here stated that this would remain true even if they were unemployed at the time. That truly speaks to the influence of an employer’s reputation.
Another way to look at the importance of employer branding is to consider how much it can cost your organization. A poor employer reputation won’t just potentially lose you the valuable top talent who may have otherwise accepted a job offer; the candidate who does accept your offer will ultimately cost you more money to retain as well. According to Harvard Business Review, a company with a bad reputation…
Last week, we delved into why visual branding is important in helping your life science company stand out from the crowd to attract audiences such as investors and potential talent. We also provided a few tips on how to start thinking about your company’s science and approach differently so that you could create a style that is all your own. With Part 2 of this series, we want to help provide resources and inspiration to up your imagery game.
While some companies really hit the ball out of the park when it comes to their visual presence, most suffer from the same common problems. Use of sky or royal blue color palettes. Arial fonts. Textbook scientific diagrams slapped haphazardly on the side, usually in grainy JPG quality.
We’ve all heard of attempting to live a purpose-driven life, but what about conducting a purpose-driven job search? The ongoing pandemic has untethered many job candidates from prior geographic and job requirement constraints, leaving many with new priorities around what an ideal new job should be.
It’s no secret that the biotech talent market is tightening. With near full employment across the industry, the Capital Region is feeling the same growing pains as they build out strategic initiatives in the wake of COVID-19.
Biotech, Medtech, and pharma companies of all shapes, sizes, and focus areas are struggling to fill vacancies during a growth boom created by the pandemic and advancements in biomanufacturing, cell and gene therapy, and other bleeding-edge sectors. This ongoing boom has created an uber-competitive talent acquisition and retention environment that’s pushing hiring managers, talent leaders, and c-suite executives to evolve and adopt new talent hiring and retention strategies that give them a competitive hiring edge.
The biotech industry continues to grow rapidly across the nation, especially in the BHCR. The region’s strategy for hiring and retaining employees is a key driver of the BHCR’s steady, sustained growth.
A Strong Employer Brand and Location are Keys to Recruiting Top Biotech Talent The BioHealth Capital Region (BHCR) has grown to become the top four U.S. biotech hub and is [….]
Industry Leaders Outline Best Strategies for Attracting Talent in the BioHealth Capital Region Recruiting and attracting talent is one of the top priorities and challenges for biotech and life science [….]
