“A job title is the cheapest form of compensation.”
“My manager encouraged me to come up with a more creative job title.”
“We just use what we’ve always had.”
I’ve heard it all when it comes to picking a job title.
In 2009, when a lot of the first creative job titles appeared, I took one of the jobs. Social Media Ninja. I swear I’m not making that up. My team made a lot of jokes about what my next role could be – Samurai? Warrior? Sensei? The title was fun, but it left a lot of essential things to the imagination. Things like what I did and what my next job should be, for example.
See, back then, job titles were one of the first employer brand activation strategies. While companies were starting to understand how to tell their stories, they were under the impression that creative job titles would make their jobs “stand out.”
Read more at Fistful of Talent.
"Katrina Kibben, founder and CEO of Three Ears Media, built a highly-successful firm dedicated to teaching recruiters to be better communicators and writers. But before embarking on entrepreneurship, she (like most of us) experienced gender bias and inequality. We were honored to feature her alongside Leslie Fisher, senior vice president of human resources and training at Red Roof Inn, Robin Stimac, VP of product management for Ultimate Software, and Rana Stanfill-Hobbs, director of insights at Ultimate Software, for an honest discussion about how to, 'Balance for Better: A Women in Leadership Panel.'”
Read more here on the Ultimate Software blog.
Katrina trains teams and individuals to use what she calls ‘Power Moves’ - being bold, looking at your context, and saying ‘no’ to what conventional hiring methods say you should do. “Instead of playing email roulette, it’s calling the person. It’s sending a box of doughnuts because you saw them tweeting something nice, and saying, ‘Let’s talk.’”
Listen to Katrina Kibben share some more rule-breaking recruiting advice in this podcast by OfferZen.
You have about 14 seconds to grab a candidate’s attention with your job posts. But the uncomfortable truth is, many job posts are not worth a second glance.
“People are straight up guessing,” says Katrina Kibben, CEO and founder of Three Ears Media. “We have never been taught how to write job postings. Honestly, most of us have never been handed a decent example.”
Katrina’s company is dedicated to helping recruiters write better job posts. After spending years helping Fortune 100 firms shape their brand content, she decided that every company deserves the tools to tell their story in a way that connects with candidates in a more human way.
“There are few things we can control when it comes to hiring,” Katrina says. “But the one thing we can control is how we ask.”
Read more on the LinkedIn Talent Blog here.
Get some quick advice on writing better job posts from Katrina Kibben on the New Yawk HR show.
Here are 100 individuals who have shaped the world of HR technology—and are helping to determine its future.
Employees themselves can be an excellent source of recruitment-marketing content, says consultant Katrina Kibben.
“There’s a lot you could share from every department in your company that would be super-interesting to your hiring demographic,” she says. “You wouldn’t be giving away trade secrets, and you’d attract a whole lot of people.”
Candidates want to be “enchanted” with the idea of working on a particular team, says Kibben. This can be addressed via short questionnaires filled out by employees, such as “I’m excited to come to work every morning because of ‘fill-in-the-blank,’ ” she says.
“Videos, blog posts and social media posts that profile company leaders, or show what a day in the life at the company is like, can be used as a starting point to build engagement with your talent network,” says Michelle Armer, chief people officer at CareerBuilder.
Candidates are especially interested in information that’s useful, says Kibben. This can include emails offering helpful tips on preparing for an interview, she says.
Dawn Burke brings new online training and workplace solutions offering to Three Ears Media
BOULDER, January 29, 2019 -- HR veteran and industry thought leader Dawn Burke has joined Three Ears Media as COO and Partner. With the addition of Dawn, Three Ears Media will expand its offering to help hiring teams redefine their hiring cultures and improve end to end candidate experience with training, candidate experience assessments and custom strategy creation. In addition, she will help companies identify, understand and strategically leverage their overall corporate cultures to differentiate from their competition.
Dawn brings practical, real-world experience that will give Three Ears Media client a unique advantage. “This is an exciting opportunity to change the way our clients build their corporate cultures and hiring culture - from the moment of candidate click on a careers page all the way to on-boarding. I’m looking forward to growing the Three Ears Media team and offering,” said Burke.
Dawn will immediately be joining the team and launching the following offerings.
To book services and custom training with Dawn or the rest of the Three Ears Media team, go to https://www.threeearsmedia.com/contact.html
About Three Ears Media
Three Ears Media, founded in 2018 and led by Dawn Burke and Katrina Kibben, helps modern talent leaders redefine and evolve their hiring culture to build better teams and make better hires. Through training, candidate experience assessments and custom strategy creation, they have helped over 30 companies create compelling candidate experiences and strategic content to attract highly qualified talent in a tight labor market. To learn more go to ThreeEarsMedia.com.
“Just go get a client.” Dawn Burke, innovative human resources professional turned consultant shares her journey from corporate life to consulting. She discusses how she didn’t initially self-identify as an entrepreneur, the need to do business bigger than herself, taking time to think and breathe, and the importance of admitting what you’re failing at.
Dawn Burke never thought HR would be her career. After tiring of the irregular schedule that comes with working in retail management, she decided to make a change – and eventually rose from administrative assistant to director of HR. After a decade at one company, she accepted a VP of people role at a tech organization in Birmingham, Ala.
About 18 months ago, Dawn began her own consulting business, where she teaches people about modern HR practices and how to work in a more human way.