We work with a CEO and his team who are collectively very disciplined when it comes to hiring and developing the location manager.  They view this line of management as a primary lever for both new business growth and client retention across their portfolio and their recruitment practices, learning system, and leadership style reflect this continuous strategic goal. And through no coincidence, for the past three years, they have achieved double-digit growth while exceeding their EBITDA target year over year. 

If you’re experiencing tough times in today’s market when it comes to hiring the right candidate for the right job, you’re not alone.  Even with the most recent activity on Wall Street, the economic forecast still dictates that it’s an employee’s market when it comes to job seeking.  Competition for talent has become as much as an imperative in many organizations as it has for new business wins.  Follow these tips to make sure your employment branding strategy is working for you.

According to a Gallup survey, 54% of active career seekers are looking for their next position online, a number that has more than doubled since 2005.  With this high volume of potential applicants searching every day, follow these easy tips to better guarantee that your company’s job posts are being viewed as much as possible.

This time five years ago, my business partner Vicki Pero and I were about to open the doors to the Marlyn Group, having spent the better part of the year preparing to go on our own and quite convinced we had most of it figured out.  As anyone who has established his/her own company knows, it’s humbling to learn what you didn’t know you didn’t know!

My business partner, Colleen Niese, recently delivered an education session at the Women In Parking Annual Conference, and I was reminded of an exchange we had about this presentation when she first developed it a few years ago.  The program includes an exercise that is a bit risky in terms of how it will be received by the audience, and when she first developed it, she was concerned that it might upset members of the audience.  Every time she has delivered this program, not only has the WTF exercise been well received, it has been the most memorable part of the session for most participants and likely the catalyst for change for many of them. 

In attending this year’s Women In Parking Annual Conference, during the roundtable, Gary Neff, CEO of Park Assist commented on his hiring principles, specifically sharing he isn’t so focused on hiring to literally ensure gender balance, rather he evaluates primarily based on each candidate’s background, skill set and cultural fit.  Mr. Neff touched on a cornerstone of gender diversity with his insight, namely hiring on talent vs. comfort.