Mediacom Communications’ Post

Almost every other day, I read on LinkedIn that people are being totally ghosted by companies when applying for jobs. Meanwhile, I hear that companies receive so many applications they have to close the job posting to cope with reviewing all the applications. That is still not a reason to ghost - the candidate you are ghosting now could be a top candidate in the future. So, for the sake of maintaining a strong employer brand, just bulk send out a "thank you for applying" email because ghosting is far worse. And oh, this Tuesday we release a new episode of Generation EB where we talk about employee advocacy and ambassadorship 👀 Link in comments 👇

PR’s ageism problem – ‘the sector is getting left behind’ How bad is the problem of ageism in PR, and how should the sector respond? Comms recruitment specialists speak frankly about an issue that risks holding the industry back. Amanda Fone, founder and chief executive of f1 Recruitment Limited highlights the issue succinctly: “Age in the workplace is the final protected characteristic to get the attention it needs, and the comms sector, with an average age of about 27 years, especially in agencies, needs to improve its ability to hire and retain multi-generational teams.” https://lnkd.in/dHpYYghm #PR #marketing #communications #recruitment #ageismintheworkplace #back2businessship

HOT 🔥🔥🔥 JOB ALERT! Check out details below.

Blind Hiring: Do or don't? It started in the 70s. The Toronto Symphony Orchestra held auditions behind a curtain hiding musicians from sight in an effort to diversify their almost entirely white male demographic. It led to an increase of 25 - 45% more women hired. At Vizzy, our optional blind hiring tool lets businesses unlock candidate insights in any order. See better insights more fairly as candidates progress through the stages. #EDI #equalopportunities #Hiring #HolisticHiring

Boomerang employees are common. They leave a company, then come back. The quality of your work you are known for can be a help and hindrance in those situations, though. The Washington Post's workplace columnist Karla L. Miller says to use your internal network at your former place of employment to find out how your work history will be seen if you return. Get updated on the employer's current environment. Talk to recent departures. Then talk with yourself. Understand why you left and what there is to gain if you walk through a familiar door. 👉 Have you returned to a past employer? If so, how did you make the move? Share below. Read more: https://lnkd.in/euqWwGwt Summary ✍: Todd Dybas

Please read this article by Havas London chief creative officer Vicki Maguire about how the negative impact a working class background has on employment prospects in the UK is reflected in the social profile of those working in the advertising industry.  We know well that the same issue applies more broadly across marketing. Vicki argues for more support to help people from working class backgrounds into advertising, not least because it would create a greater understanding of a massive proportion of the people with whom advertising hopes to connect. As a state educated lad whose parents left school at 15, I strongly agree with the need for positive action to address this employment bias. However, being from a working class background is not the only way one can understand ‘common people’ (thank you Jarvis). It is possible to achieve empathy and understanding across ‘divides’ of social class, gender, race, politics, sexual orientation, etc, provided you are genuinely interested and willing to listen and to learn. Which is part of the reason I wave the flag for qualitative research. I have spent many years talking to people from a massive range of backgrounds, many of them working class, and learnt so much about ‘ordinary’ people: deep truths about the life and perspectives of people who live in a similar world to that from which I came. Vicki’s article resonates so much with me that I am moved to write one of my own, explaining how deeply insightful research can provide a transformative understanding of the ‘ordinary’ people we are talking to in marketing, even if you don’t come from that background yourself. To find out more, Follow me or look out for the forthcoming post. https://lnkd.in/dSeKqwwE #advertising #socialmobility #qualitativeresearch #edi

We're putting the spotlight on another team member at Warner Recruitment. This time, it's Carly's turn for a Q&A session. Swipe through to discover how she got into recruitment, some advice for job seekers, how clients can stand out in the market and much more. Have another question for Carly? Ask away in the comments. From career insights to personal favourites, just write them below! #AskCarly #WarnerRecruitment #MeetTheTeam #Accounting #Finance

#EmployerBranding is antiquated, and not responding quickly enough to market shifts. In a job arena where thousands of applications stream in only hours after a posting hits, does a company really need to have a #TalentBrand? No, but yes. It just looks very different than it did last year. Similar to how #SocialMedia changes so quickly, you have to adjust, adapt and try new things. If you sleep on a social algorithm change, you get left behind. In my time building the #Cisco employer brand to be the #1 employer brand in the world (according to the 2021 Wilson HCG report, not me) we built the foundation for what talent brands adopted as the norm. But what we did a mere few years ago wouldn't have any ROI now. Our famous #LoveWhereYouWork social campaign? It would come across as inauthentic and tone deaf. The brands that realize that: - candidates are customers and customers are candidates (they are now candimers and custimates) - that how you treat candidates directly affects your main brand (looking at examples like Cloudflare and the KyteBaby fiascos) - that employee stories can sell products as well as sell a job - you can say employees are happy working there but absolutely no one believes you in a market like this, nor do they care, they just want to be treated with respect and can figure out how to shift in this new world for longer-term benefit will win the day.

Employers and companies are missing an opportunity to advance their business and increase their bottom line if they don’t consider hiring individuals with disabilities to fill their vacancies within their organization. I can help you create inclusive spaces while also taking advantage of an untapped segment of our population. Let's connect today to discuss more.