Recent Blogs

Ideally a leader should approach an audience, whether it's a group of people or an audience of one, as a future partner who has the potential to be an effective teammate to help you complete a task, launch a project or contribute in some meaningful way to the company's mission.

The activities involved in attracting and hiring candidates for open positions are commonly categorized as talent acquisition or recruitment. While these terms are often considered interchangeable, the tactics associated with each are quite different. As you might expect, they also yield different results. In today's hyper-competitive parking industry talent market, we all need to bring our A game to attract the best candidates, and the best way to do this is through talent acquisition. Read on to see the key differences between the two approaches as compared to your own practices to ensure you're getting the best results from your efforts.

 Employers in today’s market strive to create a rich company culture for a number of different reasons:  some believe in the direct correlation between employee performance and profits, others rely on culture to be their guiding compass with decision making and prioritizing strategic goals and most recognize how their employer brand is more and more the key driver to attracting top talent, given career seekers often put it at the top of their list when seeking employment. Our own annual 2018 Parking Industry Career Seeker Survey™ respondents noted company culture as a factor that would raise their engagement (33%), as well as 26% stating that a lack of company culture would be a reason they would leave their current position.The term “company culture” gets thrown around a lot in today’s corporate world, but how do you define it? The term can be difficult to pinpoint at times and even more challenging to decode the exact culture of a company. In business settings, these factors come to mind when discussing company culture:

My greatest passion in work revolves around the search, whether it is searching the web for information, that perfect job candidate to fill an open position, or through books for nuggets of knowledge.

And outside work I also enjoy searching for other things like learning how to fix things around the house, finding facts to settle a debate, or searching for the best reviews about future buying decisions.

One of the great unintended consequences of searching is of course serendipity, where you make discoveries by chance.  Regardless of the goal at hand, that act of accidentally discovering something you never knew existed is always a great feeling.

This past June we invited over two thousand parking professionals to participate in our 2018 Parking Industry Career Seeker Survey^TM, and with nearly 600 responses received, we're excited to help you put what we learned to use.  

One eye-opening parking career trend revealed...

Given 48% of those surveyed said they are looking to change jobs in the next 12 months (90% of which are from operations - gulp) parking organizations would be wise put a bright light on their talent retention strategies in order to mitigate turnover and associated consequences while keeping top talent engaged and productive.  

For those of you looking for a new opportunity, we're excited to share what your peers had to say when it comes to evaluating and selecting a company and role where you will be happy and engaged.

When it comes to hiring, some positions are super straightforward to fill while others present challenges each step of the way: a parking operator opening in a new market needing a really strong operations professional, or sourcing for a newly created position (IT comes to mind) and no one within the organization has a clue what to ask or how to write a job ad to attract the right candidates. Never mind that simply between HR and the hiring manager, no one has the bandwidth to vet, interview, or evaluate potential candidates for the best fit.