I suggested that we use 10% of their annual budget for out-of-the-box recruiting tactics and monitor the results to see what worked. I told them we really need to update their website and encouraged them to start a blog so candidates could get a sense of the corporate culture.
I never heard back from them.
Some months later, I got feedback and closure when I ran into someone who had attended the meeting. "You were over the top" she said. "You lost us at blog."
To that I say "whatever", and to you I say check out the Southwest Airlines blog "Nuts about Southwest". It's written by employees and customers and it's really done well.
Southwest is one of more than 40 Fortune 500 Companies that have an official corporate blog. Southwest has posted a user guide about what they deem appropriate and it is moderated to ensure that the info posted is topical and interesting. It's their way of inviting people to engage with them.
So, I'm not name-dropping or anything Barbara, but it's not too late to get in the 21st Century. Hey, we'll even help you. The BRANDE-door is always open.
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