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In case you missed it: June 25

We've been hearing more and more talk in recent weeks about the importance of a company's employment brand. Last year, when jobs were hard to come by, applicants might have been less concerned with the reputation of an organization, if it meant secure employment. But now, as opportunities open up, key talent might start being more selective, waiting for just the right position -- one that not only meets their salary/benefit requirements, but that also has a proven track record for engaging and treating employees well under any circumstances.

With that said, what are companies up against?

Some organizations are in a tougher spot than others. Take BP, for instance. As Lance Haun writes on, the company is obviously dealing with some very serious issues. More than 4 million gallons of oil are leaking into the Gulf of Mexico per day. Stopping this leak and cleaning up the mess is most certainly its #1 priority. But at the same time, the way the company handles this crisis could have a direct effect on its relationship with current employees and ability to attract others to work there as well.

USA Today and The Wall Street Journal both published articles this week that reiterated companies' reluctance to hire full-time staff or ramp up too quickly. The result? Their current workforces are putting in more overtime and being stretched close to (or beyond) their limits. At the risk of sounding like a broken record, if these companies aren't careful and either reduce the pressure on their current employees or compensate them accordingly, their top talent could jump ship at the first site of fairer seas.

It's a tenuous balancing act: You don't want to hire beyond your means, but at the same time, you don't want to damage the relationship you have with your current employees.

As you continue to review your own organization's employment brand, recruitment, and talent management strategies, consider these six myths about talent acquisition, as recently reported by Sanja Licina on Understanding employee and candidate behavior will help you develop an employment brand that attracts the best talent available.

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This post was written by former Seamless Workforce contributor Donna Vespe.

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