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Why Employer Branding Can't Be an Afterthought in Today's Talent Market When it comes to selling capabilities, turnaround times, and quality - the print industry knows how to show up. Printing and packaging companies are proud to share their new press investments, facility upgrades, and customer wins. But when it comes to attracting talent? Most are still relying on hiring processes that feel like they were written in 2005. Here's the reality: the best candidates are doing their research before they ever apply to your open roles. If your online presence doesn't tell them why they should want to work for you, you're losing them before the conversation even starts. And in a tight talent market - especially one where skilled workers and manufacturing experience are in short supply - that's not a risk you can afford to take. What Candidates Are Looking For (That You Might Not Be Showing Them) Today's job seekers want more than just a pay cheque. They're looking for: A sense of purpose - Who are you as a company? What do you stand for? How does your work make a difference? A culture that fits - Will I be respected? Supported? Included? Do you actually walk the talk? Opportunities to grow - Will I be stuck in a role, or can I build a career here? Are you investing in my future? Work-life balance - Does your leadership team "get it," or are they stuck in the old-school "work till you drop" mentality? Which by the way is not sustainable! You might be offering all of this - but if it's not visible, it doesn't count. Period. Here's What You Can Do (Without Hiring a Branding Agency) Refresh your job postings Cut the generic "competitive salary and benefits" lines. In 2025, salary transparency isn't just preferred, it's expected. Post your actual salary ranges. Tell candidates what makes your company different. Speak to the real people reading your ad instead of trying to check a bunch of HR boxes. Update your careers page Include photos of your actual team (not stock photos!). Add a short message from leadership. Share a quote or two about why people stay. Real, human content builds trust. Get visible on LinkedIn Not just for your company page but through your leaders. A quick post about a team win, an employee anniversary, or how you're growing the business gives people a glimpse behind the curtain. And please, stop with the corporate-speak. Talk like a human! Showcase your flexibility options The 2025 workforce expects some form of flexibility. Even in production environments, are you offering creative scheduling, compressed workweeks, or other options that acknowledge people have lives outside work? Make sure candidates know. Train your hiring managers The interview is no longer just about candidates proving themselves - it's about your team showing candidates why they should say yes. Make sure your managers are equipped to sell the opportunity, not just evaluate talent. And for goodness sake, get back to candidates quickly! Ghosting applicants is the fastest way to trash your employer brand. You Don't Have to Be Trendy - Just Transparent Not every company is a startup with ping pong tables and kombucha taps (and most people in print would roll their eyes at that anyway). But candidates are craving authenticity. They want to know what it's really like to work with you. So talk about your values. Share what a day on the floor looks like. Highlight the people who make your business run. Own up to your challenges and how you're addressing them. That's what sells today. In an industry that's literally built on communication, your hiring approach should communicate just as effectively as your marketing materials. Otherwise, don't be surprised when top talent keeps passing you by for companies that get it. Need help making your employer brand work harder for you? I work with companies across Canada to help them hire smarter - and build teams people want to be part of.  Let's chat!

(Free Features, Premium Perks, and What's Coming Soon) LinkedIn has evolved beyond just a place to post your resume. Whether you're actively searching or casually browsing, there are built-in tools to help you get noticed and stay ahead. Many of these are free, and some come with extra perks if you have Premium. Plus, for those of us in Canada, there are exciting features on the horizon. 1. Job Match Insights This feature provides a quick snapshot of how your profile aligns with a job posting, highlighting your title, skills, and education. How to use it: • Navigate to the Jobs tab • Select a job of interest • Scroll to the “How you match” section Free users see: Basic comparisons between your profile and the job description. Premium users get: Detailed feedback, suggestions to enhance your profile, and insights into how you compare with other applicants. Why it helps: It quickly shows if you're a strong fit and where you might need to tweak your profile or resume. 2. Job Alerts and Saved Searches Set alerts for roles you're interested in, so new postings come directly to you. How to use it: • Go to the Jobs tab • Use filters to search by title, location, or company • Click “Set alert” at the top of the results Free for everyone Premium users get: Additional filters and the ability to see who viewed their profile. Why it helps: Being among the first applicants can improve your chances. 3. Profile Suggestions and Edits LinkedIn prompts you to make small profile improvements, especially if you've marked yourself as “Open to Work.” How to use it: • Visit your profile • Look for suggestions like “Improve your headline” or “Add a skill” Free users get: Basic improvement suggestions based on your activity and goals. Premium users get: Deeper AI-generated rewrites and keyword suggestions based on current hiring trends. Why it helps: Even minor updates can boost your visibility in recruiter searches. Coming Soon to Canada: New LinkedIn Tools LinkedIn is testing several new features in the U.S., with plans to expand to Canada later this year. AI Career Coach - AI assistant that helps with resume content, cover letters, and career planning. Currently available to select Premium users in the U.S., with a full rollout expected by the end of 2025. AI-Enhanced Job Matching - An advanced version of “How you match” that uses AI to recommend changes to your profile and offers deeper insight into your fit for a role. Currently live in some U.S. accounts, with international rollout in progress. Profile Video (Cover Story) - Allows you to record or upload a short video introduction tied to your profile photo. Still in limited release, with wider availability expected this year. These updates aim to help job seekers get noticed faster and tell their story more clearly. I'll share more when they're available in Canada. Final Thought If you're actively looking or even just exploring what's next, there's a lot you can do to get noticed without spending a thing. LinkedIn’s free tools can help you show up in more searches, attract the right kind of attention, and make it easier for recruiters like me to find you! Need a second opinion on your profile or assistance with these features? I'm always happy to take a look.  Oh, and one last thing! If you see a print or packaging job that grabs your attention, reach out to me before applying. If it’s a match and you haven’t already applied, I might be able to get your name in front of the right person. A warm intro beats the black hole of online applications any day!

I once left one of my favorite jobs. Not because of the role. Not because of the company. Not because I wasn’t committed. I left because of one person. Over seven years, I had five different managers. Most were decent. One was exceptional. The last? A full-blown micromanager. He held weekly 1:1 update meetings. Let’s be honest, they were really “idea extraction” sessions. He talked non-stop, mined my brain for insights, and then repackaged them as his own to leadership. He blocked my access to the top, made sure everything funneled through him, and tried to pass off control as communication by constantly oversharing. It got so bad I would sit in my car in the parking lot, shaking and dreading walking in. I went to HR. Not to file a complaint, just to ask for support. They nodded and listened, but there wasn’t anything they could do. So, I quit. And guess what? He was let go four months later. But the damage was done. I had already walked away from a job I truly loved. Lesson: People don’t quit jobs. They quit poor leadership. Here’s what the data says: 70% of employees say micromanagement kills morale 58% leave due to toxic cultures 65% resign because of burnout 75% of voluntary turnover is manager-related (Sources: LinkedIn 2024 Survey / Gallup) Micromanagement isn’t just a style. It’s a retention issue. My advice: If you’re managing people, take a moment to reflect: Are you leading or controlling? Are you building trust or getting in the way? Are your 1:1s helpful check-ins or just status reports? Are you truly open to feedback or just going through the motions? And if you’re on the receiving end of this: · Document the patterns · Set boundaries · Ask for support once, maybe twice · Then start planning your exit Your mental health isn’t worth someone else’s insecurities. If any of this hit a nerve, you’re not alone. You don’t have to stick it out or wait for things to magically improve. You deserve a workplace where you’re trusted, supported, and empowered. Not drained, silenced, or dismissed. And if you’re in a leadership role, keep this in mind. If you’re not paying attention, your best people might already be planning their exit. Quietly. Whether you’re trying to keep top talent or find a better fit, I’ve seen both sides. Let’s talk.

We all come from somewhere. Some of us grew up in family-run print shops, learning the trade from the floor up. Others built careers across borders, navigating different markets, learning fast, and forging relationships with some of the most respected publishing companies in the world. One of those people is a sales professional I’m working with right now. She built her career in the global book printing industry, consistently surpassing expectations and forming strong client partnerships. She knows how to sell value, manage demanding timelines, and drive real growth. Now she’s here in Canada. She recently upgraded her skills to better understand the Canadian business environment and is ready to bring that same energy and expertise to a new team. The challenge? Her experience wasn’t built here, and that seems to give some employers pause. I hear it all the time from companies saying they can't find great salespeople. Yet here is someone with talent, determination, and a proven track record, being overlooked simply because her background looks a little different. We all needed someone to believe in us at some point. In this case, it’s also an opportunity to hire a proven performer who’s ready to make an impact. If you're looking for a motivated, knowledgeable, and relationship-driven sales professional, reach out. She is ready to contribute.

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