Symphony Talent Blog

Diversity and inclusion is more than a trend - it is something that matters deeply to employees across all industries. Forty years ago, companies could not have imagined entire positions, let alone departments, dedicated to diversity management. Today, diversity officer positions are popping up at high-profile companies left and right - but every organization can make an impact whether they have an officer in place or not, and they need to in order to attract and retain quality talent.

As you continue to strategize for the year ahead, the “new year, new you” feeling might be fading, and it may become increasingly difficult to stay motivated and inspired. But to be successful, you have to keep the momentum going, and the driving force behind this is innovation. Successful organizations integrate innovation into company operations to improve key business challenges like candidate experience and employee productivity. Sometimes this means rethinking your strategy and approach, and sometimes this means introducing new technological solutions. Either way, innovation needs to be ongoing throughout the year, not just a plan put in place during the first quarter.

The major holidays are over – and summer’s still months away. But in industries like retail and hospitality, it seems the seasonal hiring cycle never stops. Proactive HR and Talent Acquisition teams are already planning for the next spike, building the talent pipeline they need to get through the upcoming crunch time.

You’ve undoubtedly heard about the importance of creating a seamless candidate experience — we’re certainly advocates of it around here. That’s because it’s essential to attracting, engaging and ultimately hiring quality talent that advocates for you, strengthens your EVP and boosts your ROI.

We’re also firm believers in the fact that you have to create that experience with a strategic partner, one who knows what it takes to facilitate an uninterrupted experience between your career website and ATS.

Your employer brand exists whether you like it or not - it’s simply the reputation you have as an employer. And, it directly impacts your corporate reputation too. It’s everything to do with the employees you have — and hope to retain — as well as those you seek to attract. Left unmanaged, your employer brand is left in the hands (voices) of your candidates, employees and is everything that is said about you as an employer in the outside world. 

January may have felt like a year, but that’s because it's the time that everyone - organizations included - wants to set new goals and put a plan in place for the year ahead. In the world of talent acquisition that means reflecting on the previous year, analyzing your data and taking a step back to look at what’s going on in the world around you. Are there hard-to-fill positions that last year’s strategy didn’t fill? Did you meet your seasonal hiring goals? Were you able to increase your retention rates and keep your employees engaged? And of course, what was the impact on the organization’s bottom line?