How many ways can we see St. Patrick appearing in the world of #parking today!?

As I’m sure many of you have been reading lately, the bright light recently placed on brand reputation has the c-suite reconsidering its strategic choices and priorities. When organizations overlay their branding efforts on top of customer and talent acquisition, conversations can become suddenly quite interesting as the company's website, hiring practices and marketing tactics are evaluated through the lens of those who are either going to buy or apply. Here are three quick tests to see how well your talent acquisition process is serving your hiring needs.

Some common buzzwords in the HR technology realm these days include AI, machine learning, and people analytics. Depending on your outlook, these can sound like exciting developments or just very impersonal forms of technology that move the experience for candidates and employees further into the digital world and away from personal contact with actual HR people.

Last week, we shared tips to help #parking industry career seekers conduct a successful search. This week, we're focusing on the other side of the equation, companies looking to hire new talent. Candidates are very much in the driver's seat, and in order to attract the best talent, your strategy must revolve around their needs and keeping them engaged throughout the process.

2018 has started with a bang in terms of organizations recruiting fresh talent and career seekers motivated to make a change. Be it operations, marketing, sales, business development or technology, there are ample openings in the #parkingindustry to explore new opportunities nationwide.

Yes parking and sports fans, it’s time for the big game in which we pit this year’s Super Bowl teams against each other based on their stadium’s parking experience!