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Jason Lauritsen

Jason Lauritsen is an innovator, consultant and keynote speaker. His company, Talent Anarchy, builds cultures that fuel innovation. He is one part Human Resources Executive, one part sales guy, two parts entrepreneur, and a touch of community activist for flavor. He finds ways to make things happen. He is the co-author of the book, Social Gravity: Harnessing the Natural Laws of Relationships. You can contact him directly at Jason@TalentAnarchy.com, connect with him on LinkedIn, or tweet him @JasonLauritsen.

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3 Questions to Answer When Creating Metrics

by
Jason Lauritsen
Jun 9, 2010, 5:05 am ET

Anyone who has been in management of HR or recruiting has struggled with the issue of measurement. To be taken seriously in a business world ruled by numbers, we have to get our own numbers right. But, despite all of our hard work gathering data and calculating ratios, it doesn’t seem that HR’s numbers ever have the credibility that measures from finance or operations do. To help rectify this situation, use the following three questions as you develop your metrics.  keep reading…

The Real Problem in Corporate Recruiting

by
Jason Lauritsen
Mar 23, 2010, 5:02 am ET

In his recent ERE article, “Why Corporate Recruiting May be Doomed,” Kevin Wheeler outlines how a developing technology gap may be impacting the performance of corporate recruiting teams. He rightly points out that the impact of new technology lags far behind when the technology is introduced. So, corporate recruiting organizations who have been slow to adopt new technology are falling farther and farther behind. It seemed to me that Mr. Wheeler was arguing that this technology gap was the key issue derailing many corporate recruiting departments. But as I read it, I was left thinking to myself that the problem with corporate recruiting departments is no different today than it always has been. It’s not the technology, it’s the people.

The world is constantly changing and thus, recruitment is constantly changing. However, the basics of recruitment haven’t changed since its inception. Once a recruiting need is identified: keep reading…

The Employer Brand Dilemma

by
Jason Lauritsen
Feb 9, 2010, 5:58 am ET

Picture 2Employer brand is the backbone of any great talent acquisition strategy. However, the advent of social media in recent years has complicated employer brand management. In his October 2009 article, “Revelation — Your Employer Brand Is No Longer Owned by Your Firm,” Dr. John Sullivan outlines how social media and other web technology has shifted the power in employer branding away from the organization to the masses. His article outlines very thoroughly how everything from text messaging to Twitter has affected this balance of power.

Effective employer brands are authentic reflections of a company’s culture, values, and purpose. Employer brand flows from the people of the organization, and it belongs to the people of the organization. To this end, employer brands aren’t created; they are discovered, expressed, and managed. While social media has certainly made the management of employer brand more complicated, in some ways, it has also made it simpler. The true impact of the tools outlined in Dr. Sullivan’s article is transparency. Employees have always owned the brand; they just haven’t had the tools to broadcast their opinions to large audiences as they do today.

Due to the transparency created by social media, it is no longer about simply discovering the brand and finding ways to express it through corporate and recruitment communication. Employer brand management has become a dynamic, full-contact sport that has broad implications for organizations. Embracing that the brand belongs to the people raises some sticky questions for human resources teams. keep reading…