Lizz Pellet, CEO of EMERGE International and Fellow from Johns Hopkins University is the author of Getting Your Shift Together Making Sense of Organizational Culture and Change - Introducing Cultural Due Diligence™. Lizz is a recognized national conference speaker and has presented over 40 professional learning sessions in the past three years. EMERGE International is a...
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Why Should an HR Professional Think Like Marketer? by Lizz Pellet - May, 2008 To increase the ROI of recruitment and retention. Why does HR need to think like a marketer, easy, marketers see the value chain from start to finish. Think about sales flyers or coupons you receive in the mail, or that “free” download via the Internet. They will most often have an event or incentive code that you need to enter in order to receive your free gift or discount. This is the tracking system marketing profession... |
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Employment Branding Study Results: Attract, Retain, Repel by Lizz Pellet - Dec, 2007 Attract, Retain, Repel, what the heck does that have to do with organizational culture and employment branding? That was my exact question back in July 2006. That is when I was first introduced to Rada Advertising, a recruitment advertising firm and we started to explore this very question. At the first meeting between we found that we have the same desire to support organizations in discovering who they really are and tran... |
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Going Green to Enhance Your Employment Branding Efforts by Lizz Pellet - Dec, 2007 So, you think creating an employment brand will help your organization attract, retain and repel employees – you are right on! Companies large and small are seeing a significant increase in the ROI of recruitment and retention programs by creating an employment brand. This one human resources initiative can be a significant differentiator for companies who are looking to attract and retain top talent and repel employees who ... |
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Attract, Retain, Repel - The New Approach to Employment Branding by Lizz Pellet - Jul, 2007 I have been assessing organizational culture for over 10 years. In that time, I have seen a significant number of organizations with very healthy cultures, some that are moderately healthy, and some that are unhealthy – yet successful – in spite of themselves. In the past year, I noticed a new trend emerging. Organizations with very healthy cultures really know who they are. Their employees have a sense of belonging, iden... |
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