The best brands are built from the inside out – by encouraging and supporting the people who care for your customers, deliver your services, and enhance your products, you’ll inevitably build a stronger business that’s equipped to thrive well into the future. Fortunately, there are many ways that employers can show their appreciation for the wider workforce.

An effective Employee Referral Program (ERP) is one of the strongest ways to source high quality, culturally aligned candidates. Progressive employers can harness the passion of employee advocacy to build a pool of top talent.

Q’s with A is an interview series about work. Today, I had the pleasure of speaking with Shannon Maggiani, recently appointed Managing Director of ThirtyThree’s North American operation. We talked about everything from engaging the workforce to creativity.

Your EVP is a proven way to ensure communications around your changing workforce and workplace are consistent, compelling, and aligned to the bigger picture. It is by no means a magic wand to create a perfectly engaged workforce in a successful human/hybrid business. But in times of transformation like these, it’s a very good place to start.

When we think about the future of work, typically, tech is the first thing that comes to mind; indisputably, it continues to shape and change the world that we live in. But tech was not the common thread weaving together discussions at Work Awesome. Instead, each session explored the role humans play in the workplace. So, in the spirit of humanity and collaboration, I’m sharing my top three takeaways from the day with you.

We live in a world where taking pride in individuality is celebrated. So, it’s not surprising that audiences are not made up of groups of wholly identical people. Any effort to represent them needs to be carefully handled, leveraging concrete facts and data and avoiding guesswork. With a thoughtful and insights-driven approach, audience personas can be a highly effective tool to enable employers to connect with their people in a more meaningful way.

September 22 marks the 71st Primetime Emmy Awards, recognizing excellence within various areas of television and emerging media. Some of the year’s most binge-worthy shows can teach us a thing or two about employer branding. Win or lose, this year’s Emmy nominated series offer some surprisingly teachable moments, both on- and off-screen.

The first Labor Day was celebrated in New York City in 1882 to honor the contributions made by workers in the United States. Since then, the state of the American workplace has transformed considerably and continues to evolve. In the past decade alone, advancements in technology and changes in the economic landscape have given organizations both new opportunities to engage with their people and new challenges to consider.

Establishing a strong foundation of mutual understanding and expectations along with a personalized experience for interns will create an atmosphere that fosters growth for both students and companies alike. When recruiting for your next internship, make sure that you consider the intern’s perspective to leave a lasting impression.

As an employer, it can be tricky to judge the balance between joining in the fun and making a serious commitment to be a champion of LGBTQ equality. Not everybody gets it right and there is unfortunately still a long way to go until equality is reached on all fronts.

If attracting and retaining the best and brightest from the class of 2019 is one of your HR objectives, consider this: if people don’t understand and truly believe the reasons they should come along for the ride, they won’t join you. The more authentically you convey the rewards of working for your business, the easier it will be for candidates to determine whether or not they’re the right fit.

At World Employer Branding Day, I met some incredible leaders in the space and heard from some of the world’s most attractive employer brands. While the fight for investment in this business-critical work may not be over, it’s clear that those who attended are passionate about employer branding and there’s a compelling case to be made.

In today’s digital age, the candidate journey has more detours along the way. But, a careers site that depicts the reality of the working environment in a clear and consistent way will empower employees to feel more informed about and connected to the organization than those of the past.

Andy Warhol would have dominated Instagram. That’s something our New York creative team realized on our trip to the Warhol exhibit at the Whitney Museum of American Art. He saw the world through oversaturated squares before cell phones even existed. Beyond that, he had a knack for creating something extraordinary out of the everyday. But, that’s not the reason that we decided to visit this showcase.

International Women’s Day is March 8. This year’s theme, Balance for Better, supports creating a gender-balanced world to drive a better working world. On International Women’s Day and every day, I encourage employers to consider how they can better support their people, both inside and outside of work. Of course, this isn’t just about working mothers – we all need balance.

There’s no right or wrong when it comes to a job, but there is a right job and a wrong job for everybody. Investing in developing your employer brand and ensuring that it is communicated clearly and consistently throughout the employment lifecycle will allow you to attract the right people into your business.

As you enter planning mode for 2019, I encourage you not to be hyper-focused on the latest technology or innovations that can take over your whole budget (and not necessarily deliver ROI). Instead, think about developing a strategic proposition that links the people agenda to the corporate agenda, a robust EVP. If you get the foundations right, you’re in a much better place to market yourself to the right people, engage your current workforce and ultimately drive business performance.

If you have a good, clear reason to write your message, you’ll know whether it works or not. You’ll know whether you have more work to do. And you’ll know how to do better next time.

Companies are no longer recruiting from a pool of talent that isn’t well versed on the working landscape. Around 60% of candidates participate in internships during their college career, so they have a solid understanding of company culture and what to expect. Talent like this also understands that they are in demand.

Technology has made the dream campaign possible, but simply choosing digital over traditional media won’t guarantee you success. Research, strategy and brand awareness all play a role in ensuring the effectiveness of a campaign. And, believe it or not, traditional media ties in to this, too.

It’s fair to say that strategic research is always a good idea. Executed well, it brings wisdom to light far beyond its remit and boasts a long shelf life. It guides informed decisions, builds trust throughout the business and helps to bring better, bolder answers to your challenges. Logic leads to magic, after all. But how often are you using outdated insight as the foundation for your planning?

What's hot and what's not in terms of campus recruitment? Today we'll find out, with the expertise of Nicole Dorskind, who is leading the ThirtyThree business in North America.

There’s no doubt that the talent landscape is evolving. So organizations must adjust their recruitment strategies to attract, hire and retain these new candidates – or get left behind. This requires an in-depth understanding of a new audience, and means more than just ramping up marketing efforts.