For this team interview, we asked one of our newer team members, Andrea, to share her thoughts Blu Ivy’s company culture, and her predictions on the future of Employer Brand strategy and its impact HR and business. Andrea’s role is Director, Employer Brand & Culture. Here are her answers to the four questions we gave her:   1. What do you love about the culture at Blu Ivy? Working at Blu Ivy is an absolute dream come true. The culture here is incredible; it’s flexible, engaging, authentic, people-first, and rallies around kindness and collaboration, which makes it such an amazing plac ..read more

For this team interview, we asked one of our newer team members, Shiloh, to share her thoughts Blu Ivy’s company culture, and her predictions on the future of Employer Brand strategy and its impact HR and business. Shiloh’s role is Director, Employer Brand & Culture. Here are her answers to the four questions we gave her: 1. What do you love about the culture at Blu Ivy? Despite being a fully remote workplace, collaboration is at an all-time high! Our company-wide Microsoft Teams channel, for example,  regularly gets used when someone needs to bounce around an idea, see an example of ..read more

As the Great Resignation and record levels of job openings took root in 2022, organizations investing in employer branding and EVP development skyrocketed.    Although there is much to commend for the companies that adopted employer branding into their talent and culture strategy, many employers skipped essential steps before launching and are now working with EVPs that are providing little return on their investment. We wanted to highlight that there are always agile solutions to this problem so that the employer brand can work more efficiently over time.    Let’s loo ..read more

Inherently, humans are creative problem solvers. We do our best work, are more productive, and more collaborative when we lower our protective barriers and allow our innate creativity to surface. Those of us in roles as leaders should make it our goal is to provide focus, tools, and permission that helps ourselves and our team members, to fully show up, be known, and to unlock our unique creative potential.   In my last blog post, I shared how whole human leadership development and human-centered growth can be a way to differentiate and bring your employer brand to life.  In tod ..read more

The start of the new year can be a natural time to focus on leadership development as employees and employers ask themselves: Where do we want to go next? Part of our work at Blu Ivy Group in helping organizations define, develop, and implement Employer Brand strategies includes working with industry leaders to design and align their leadership journey.  Leadership is a core driver and success factor in creating extraordinary employee experiences, magnetic employer brands, and high-performance cultures. In our ever-changing world of work, some of the questions that we hear organizations a ..read more

The last time I was a new hire, it was 2005 and the internet was just becoming mainstream in the recruitment world. Most HR professionals were managing candidates in an Excel spreadsheet, onboarding with paper documents, and conducting training in classrooms. Although as a people manager I had organized and led onboarding programs for various positions, both in-person and virtually, it wasn’t something that I had experienced myself. To say that I was nervous and anxious was an understatement! It can be scary to start in a completely new environment, with new people, new systems and processes ..read more

Businesses are well aware of the signs of an impending economic downturn. Typically, in a more stable time, these economic anxieties go hand-in-hand with a cooling labour market, which signals recruitment professionals to breathe a collective sigh of relief. But if the pandemic has taught us anything, it’s that we are living in a time that’s anything but normal. Generally speaking, organizations exercising caution through conservative growth trajectory plans are still prioritizing staffing and people. In some cases, it’s become harder to fill roles because people are living in a world that mak ..read more

Today, September 30, marks National Day for Truth and Reconciliation in Canada. In 2021, it became a federal statutory holiday due to legislative amendments in Parliament. The purpose of the holiday is to honour Indigenous children who never returned home, as well as Survivors of the residential school system, their families, and their communities. The residential school system was in place from the 1880s to the 1990s. Indigenous children were forcibly removed from their family homes for long periods of time, and while attending, they weren’t allowed to acknowledge their Indigenous heritage an ..read more

As a result of The Great Resignation, about 10 million roles became available across the United States. Not so long ago, re-hiring a former employee was considered ill-advised. With so many open roles these days due to employees leaving jobs and leaving industries, we’re seeing a growing trend that indicates a mindset shift around hiring back former employees. Boomerang employees, as they’re commonly referred to, are on the rise in organizations with a broader perspective on what company alumni can offer. There are several factors influencing this ‘boomerang effect.’ For instance, some employe ..read more

The term ‘quiet quitting’ has been all over the Internet the last few weeks. TikToks have been created, articles have been written, and debates have been had. As an organization that prides itself on helping to build people-first cultures and world class employer brands, this is a topic that we wanted to address. From our point of view, there are several factors that the talent industry needs to consider with the rise of the ‘quiet quitting’ trend. We need to look at how this phenomenon impacts early career joiners, how it can impact trust levels and fear of amongst colleagues, why employees f ..read more