• SWEESTPOT SAFARI #20 /|\ employee and employer w/Glenn Martin

  • 2024/08/05
  • 再生時間： 52 分
  • ポッドキャスト

SWEESTPOT SAFARI #20 /|\ employee and employer w/Glenn Martin

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  • In this session we have Glenn Martin, founder and CEO of "Never mind the Job Spec" , walking us through the complexities and attributes of the job acquisition process, and the power of "Human Centred Hiring" . We explore the balance and power dynamic between employer and candidate and the differences between employer brand and talent brand. The market is shifting rapidly, not just driven by technology but values. We look for sweetspots, but clearly employers have to understand that they have to be realistic about the influence they have in the job market. Candidates have more levers to pull with access to company information and the perceived values / company branding in the marketplace. The employer can control their employer brand, but not the talent brand. Parity is more evident, companies who are not open and recognise their own gaps, or they will suffer indirectly in the acquisition process. For job seekers there may be a fear of dehumanisation within the process, but the technology adoption is not advance as we may think. Glenn poses the question, whether companies really understand hybrid working and how employees are treated? There will be a new social contract in place, which will not go backwards.
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In this session we have Glenn Martin, founder and CEO of "Never mind the Job Spec" , walking us through the complexities and attributes of the job acquisition process, and the power of "Human Centred Hiring" . We explore the balance and power dynamic between employer and candidate and the differences between employer brand and talent brand. The market is shifting rapidly, not just driven by technology but values. We look for sweetspots, but clearly employers have to understand that they have to be realistic about the influence they have in the job market. Candidates have more levers to pull with access to company information and the perceived values / company branding in the marketplace. The employer can control their employer brand, but not the talent brand. Parity is more evident, companies who are not open and recognise their own gaps, or they will suffer indirectly in the acquisition process. For job seekers there may be a fear of dehumanisation within the process, but the technology adoption is not advance as we may think. Glenn poses the question, whether companies really understand hybrid working and how employees are treated? There will be a new social contract in place, which will not go backwards.
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