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LinkedIn’s 50 top companies people want to work for

(BUSINESS NEWS) LinkedIn recently published a list of the 50 top companies everyone wants to work for.

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LinkedIn’s list

LinkedIn has released its annual Top Companies list, detailing the 50 companies LinkedIn users seem to have the most interest in working for.

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Here, however, I’ve detailed the Top 10 companies from that list, for your reading enjoyment.

10.) Comcast NBCUniversal

a.k.a. Probably Your ISP
Number of global employees: 160,000
Current LinkedIn Job Opportunities: 1,424
Headquarters: Philadelphia, PA

Not only is the cable TV and Internet juggernaut reportedly planning a Netflix rival, but with its 25 million Internet subscribers, and the high-quality programming coming out of NBCUniversal, it may actually stand a chance in the On-Demand streaming market. With its annual Comcast Cares community volunteering program, as well as its recent commitment to hire 10,000 military veterans by the end of 2017, Comcast is doing its best to live up to CEO Brian Roberts’ goal in making the company culture “the one thing [he’s] got to get right”.

9.) The Walt Disney Company

a.k.a. Time Warner’s Rival
Number of global employees: 195,000
Current LinkedIn Job Opportunities: 163
Headquarters: Burbank, CA

Everyone knows the House of Mouse, but did you know that Disney also owns networks such as ABC and ESPN? If one is looking for a job in entertainment, there are certainly worse places one could go. Not only is the Walt Disney Company home to entertainment powerhouses such as Walt Disney Studios, Pixar, Marvel, and LucasFilm, but there are also branches of the company such as the Disney Cruise Line, Disney Parks and Resorts, the Disney Store, and more. Plus, all Disney employees get free passes to Disney theme parks for themselves and their dependents. Free passes to the “Happiest Place on Earth” seems like a pretty sweet deal to me.

8.) Time Warner

a.k.a. the Walt Disney Company’s Rival
Number of global employees: 25,000
Current LinkedIn Job Opportunities: 309
Headquarters: New York City, NY

Parent company to iconic entertainment companies such as Warner Bros., Turner and HBO, those seeking to join an entertainment empire certainly applied this past year. This is likely in part due to the company’s upcoming acquisition by AT&T. Combining numerous high-value entertainment assets with AT&T’s 50 million customers? I think it’s safe to say the company’s future seems bright. Perks include things such as film and TV screenings at the office, as well as a Fit Nation program- promoting employee participation in various exercise activities.

7.) Apple

a.k.a. the Apparent Influence for Every Technology Company in Modern Media
Number of global employees: 110,000
Current LinkedIn Job Opportunities: 391
Headquarters: Cupertino, CA

The upcoming completion of Apple’s new campus, Apple Park, may have piqued some extra interest in the tech giant. Makers of the Mac computers, and inventors of the iPhone, Apple’s legendary legion of loyal fans are well-known. However, what you may not have known is that the company offers employee stock grants to all employees. Apple’s retail stores turn over just barely more than 10% of employees each year, in comparison to the 80% turnover rate for the rest of the retail industry. Huh. Maybe those overly enthusiastic folks working at the Apple Store really do enjoy their jobs.

6.) Tesla, Inc.

a.k.a. Rockets, Bullet Trains, and (Autonomous) Automobiles
Number of global employees: 30,000
Current LinkedIn Job Opportunities: 2,168
Headquarters: Palo Alto, CA

Tesla, pulling in at number 6 on the list, has recently taken over as the largest U.S.-based automaker, surpassing both Ford and General Motors. Therefore, it makes total sense that folks looking to work on cars would pick as Tesla as their prime work destination. Those interested in working on sending humans to Mars might, as well. Or those interested in working on a bullet train, running from San Francisco to Los Angeles. The same could also be said for those interested working on autonomous vehicles. And, with the company’s recent acquisition of SolarCity, there are likely even more avenues to explore. With Elon Musk’s recent announcement that Tesla’s Autopilot feature should be capable of a fully autonomous trip from L.A. to New York by the end of the year, it seems awfully likely the number of applications that Tesla receives will only continue to increase for the foreseeable future.

5.) Uber

a.k.a. Your Saturday Night Ride Home, a.k.a. Bad Press Magnates
Number of global employees: 12,000
Current LinkedIn Job Opportunities: 3,445
Headquarters: San Francisco, CA

Uber may not be getting the best press lately, but it certainly hasn’t seemed to have stopped folks from applying there. It couldn’t hurt that Uber is the highest-valued private technology company, currently being valued at $69 billion. It’s possible also that the company’s Uberversity program – a 3-day program attended by new hires, or nUbers (because apparently, Uber loves their puns) wherein they get to meet directly with the company’s leadership team- is way more exciting than it sounds.

4.) Salesforce

a.k.a. That Company That Basically Provides the Backbone to Your Business
Number of global employees: 25,000
Current LinkedIn Job Opportunities: 724
Headquarters: San Francisco, CA

Salesforce, the company known for its cloud-based business software and its massive annual San Francisco-based conventions comes it at number 4 on the list. Aside from every company previously listed using its platforms, Salesforce is also likely raking in the applications due to its highly touted inclusive company culture. Not only did the company famously invite Buddhist monks to consult on the design of its headquarters, but it also is well-known for its regular employee pay audits to ensure equal compensation is given regardless of race, gender, sexual identity, ethnicity, etc. Adding to its reputation as a socially conscious company, all employees are offered an additional 8 days of paid time off per year to contribute to causes they find important.

3.) Facebook

a.k.a. Socializing for the 21st Century
Number of global employees: 17,000
Current LinkedIn Job Opportunities: 1,152
Headquarters: Menlo Park, CA

Facebook ranks at number 3 on the list, as with a website reaching nearly 1.9 billion active monthly users, that’s kind of what you would expect. Aside from its social media focus, the company’s acquisitions of various messaging platforms, audio companies, and virtual/augmented reality technologies allows for a variety of career options and opportunities. CEO Mark Zuckerberg’s vision for the company is quoted as being to “build the new social infrastructure to create the world we want for generations to come”. Regardless of your opinion on Mark Zuckerberg and/or Facebook, you’ve got to admit that’s a pretty grand vision.

2.) Amazon

a.k.a. That Site Where You Do Most of Your Online Shopping
Number of global employees: 341,100
Current LinkedIn job opportunities: 17,016
Headquarters: Seattle, WA

E-tail (is that still a phrase?) giant Amazon also made it onto this year’s list of top companies. Aside from being the most recognizable online retailer, it also happens to be the parent company of ventures such Audible, Goodreads, and Comixology (building on its online bookstore beginnings). Not only have the number of subscribers to its Prime service grown by the “tens of millions”, but the company is also reportedly planning to add over 100,000 full-time, fully benefited jobs over the next 18 months. The company is a great place to work for dog-lovers as well, as not only are employees’ canine pals welcome at their Seattle headquarters, but there is dog park complete with dog treats on site! After all, it would be egregious if they did not cater to their canid employees as well.

1.) Alphabet Inc.

a.k.a. Google
Number of global employees: 72,000
Current LinkedIn job opportunities: 1,135
Headquarters: Mountain View, CA

Is it really all that surprising that Alphabet, Inc. is at the top of the list? Pretty much anything you’re interested in doing, they seem to have a hand in. Not only are they the owners of the uber (see number 5) super-popular Android platform, the creators of the ultra-useful Chrome web browser, ChromeOS, key players in the Autonomous Vehicle Wars, and, oh yeah, essentially Masters of the InterWebs, they also have a pretty awesome company culture. Not to mention, of course, the fact that the company is set to be using 100% renewable energy for all its operations by the end of the year. Yay, environmentalism!

(Also, it should be mentioned that those Google bikes are pretty rad.)

The rest of the list

If you are interested in reading up on all 50, their list is available here.

#LinkedInTop50

Andrew Clausen is a Staff Writer at The American Genius and when he's not deep diving into technology and business news for you, he is a poet, enjoys rock climbing, monster movies, and spending time with his notoriously naughty cat.

Business News

Sneak peek at what Gen Z wants from employers

(BUSINESS) Gen Z is up and coming in the workforce. Grab their attention and keep them on board with these tips for employers.

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If I had been born one Olympic Games cycle later, I could include myself in Gen Z. Alas, I’m classified as a Millennial, and now that Gen Z is growing up, marketers and businesses are after this fresher generation’s attention.

While there’s no exact start and end date to who counts as Gen Z, demographers and statisticians generally consider this generation as people born between the mid 1990s and mid 2000s.

Also referred to as Post-Millennials, Gen Z is defined by kids who grew up using the internet at a young age, and are comfortable with social media and technology.

Now that the older end of Gen Z is preparing to graduate college, a new demographic is entering the workforce. Employers who were previously scrambling to attract Millennials are now after the freshest crop of recruits.

Bazaarvoice, a social strategy company that connects brands to consumers, weighs in on what Gen Z is looking for when it comes to employment. 73% of their workforce are Millennials, so Bazaarvoice clearly knows how to attract and retain young talent.

Based on their research and experiences, Bazaarvoice dug into what Gen Z wants from companies, and how businesses can work to reach this upcoming group.

Like Millennials, Gen Z are considered digital natives, aka people who were raised using technology rather than acquiring familiarity at an older age. However, this doesn’t mean Gen Z wants the same thing as Millennials in a career.

Gen Z kids grew up during a time of social progress, and tend to value inclusion for all demographics. Equal marriage rights, electing a black president, and more vocal religious diversity were not historical moments for this generation, but rather a normal part of life.

This is the most diverse generation to date, and they expect to see this reflected in their workplace. A commitment to diversity as well as clearly established company values will draw in this new batch of employees.

Companies should consider providing initiatives like matching charitable donations, paid time off for volunteer days, or even volunteer opportunities directly through work. According to Bazaarvoice, “equality is non-negotiable” for Gen Z.

Employers should ensure their hiring practices bring diverse candidates to the recruitment pool with “blind” screening, no gender pay gaps, and a welcoming workplace that celebrates diverse identities.

And make sure to really stick with and clearly communicate these initiatives and values, because Gen Z will certainly put in the research. Expect your Glassdoor, Indeed, LinkedIn, and social media pages to be thoroughly analyzed by this tech-savvy generation. Any indiscretion will be noted.

Your employer brand must be consistent across the board to provide honest expectations to a generation wary of hollow advertisements. Including current employee stories in your promotions aids authenticity since this group prefers recommendations from people, not ads.

Once you’ve got Gen Z’s attention with your company values, you have to match their ambition as well.

Gen Z isn’t going to settle for some low pay, crap benefits position. Since a significant portion owes on student loans for education they’ve acquired to work for you, they’ll hope to be fairly compensated with a competitive salary and decent benefits.

This generation grew up with social media influencers and young CEOs rising to fame, so they’re quite independent and motivated. Gen Zers don’t want to feel like part of the machine, they want to make a real impact even at an entry-level position.

Offer chances for autonomy, personal growth, and continued education to appeal to this incredibly motivated group. Gen Z makes up around a quarter of the population, and employers who put in the effort to reach this group will benefit as more Gen Zers enter the workforce.

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Business News

How to level the gender playing field in tech (and other industries)

(BUSINESS NEWS) One job search site has a reasonable answer to solving the gender gap problem in today’s workforce, and others should take note.

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As an employer, you should be screening employees based on qualifications and preferences, not a candidate’s gender. This seems obvious, but even the most well-meaning employers and recruiters are subject to the curse of implicit bias.

Implicit bias comes into play when unconscious attitudes or stereotypes about someone’s gender, sex, race, ethnicity, age, religion or other identifying features are used to judge that individual’s competency. This is different from known biases, where a person is aware of any stereotypes they may believe, but may choose to not disclose their views.

Major universities including Harvard and Yale teamed up to create Project Implicit, a series of implicit-association tests (IAT) to detect implicit bias through a series of quick associations. Their popular Gender-Career IAT “often reveals a relative link between family and females and between career and males.”

The test has users pair pre-established names of men and women with family and career words. Test takers are prompted in one round to quickly match pre-categorized masculine names with words typically associated with family, while the next may have users pair feminine names with career words.

Based on hesitation and accuracy, users get an interpretation of their potential implicit biases. This comes into play with employee screening, where something as simple as seeing a name on a resume can influence an employer, even in the absence of known biases.

In a Skidmore University study, social psychologist Corrine Moss-Racusin created two identical, fictitious resumes for a lab manager position. The resumes only differed in name, with one fake applicant named Jennifer, the other John.

Different versions were sent out to STEM professors across the country for evaluation. Overall, the “Jennifer” resume received less interest, and was recommended a salary that was on average $4000 less than the identical “John” resume.

Implicit gendered bias was even present in women scientists who participated in reviewing the resumes. In the STEM field, women are underrepresented. Especially in tech, men are disproportionally hired over women.

So what can be done to level the playing field for gender when even a name could make employers think women candidates are less qualified?

Stop looking at names when initially researching a candidate. Okay, I know this is easier said than done and isn’t feasible if you’re screening through normal process of resume submission and in-person hiring events.

But if you use an online source, more platforms are offering solutions for fairer hiring practices that allow you to blind screen employees during initial rounds.

For example, job search site Woo offers anonymity for prospective employees, only revealing a candidate’s name and profile with their permission. During the initial pairing process, skills and background are shared, but other details are not available.

When setting up a talent profile, potential employees fill out a wish list, telling Woo about ideal opportunities, like higher salary, company culture, or desire to work with new technology. Likewise, employers set up their profile to reflect what their different positions can offer.

Using an AI algorithm, Woo calibrates employer with employee preferences to make relevant offers. During this step, user’s identities are hidden until they find an opportunity that matches preferences and actively choose to share their expanded profile with that company.

Woo even adjusts education and work history “so that it’s completely generic and less personal” to provide further identity cloaking. (Bonus: if you’re job hunting on the DL, Woo won’t pair you with current or past employers.)

This means employers can’t apply implicit or explicit bias based on name or profile information that may reveal personal details like gender or race.

Once a user chooses to share this information, employers are free to Google and social media hunt the prospective employee to their heart’s content.

Until then, talent benefits from being seen solely for their skills and experience. This can help level the playing field, especially in the tech industry, which is notoriously skewed towards hiring men.

Major companies like Lyft, Wix, and Microsft are already using Woo, and the service is available to employees in the United States and Israel.

Other job sites should consider scrubbing personal details like gender and name for initial searches and matches when showing results to employers. This can help eliminate bias based on gender and other personal factors.

If you’re seeking a job, you can use Woo for free. Employers can submit info to get contacted by Woo about joining up and staring a better, bias free recruitment process.

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Business News

As soda sales slump, companies consider crazy coffee

(BUSINESS NEWS) Retail trends continue to shift as new generations demand innovation – soda sales are slumping and brands are looking to coffee as the answer.

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Since the 1950s, beverage companies have been concerned with the shift of market share from soda to coffee in terms of breakfast and afternoon drink staples. Well now, that fortune has been reversed. According to analysis by the Washington Post, coffee may once again trump the caffeinated drink market, leaving soda manufacturers to question what may come next, while planning a strategy to enter the playing field.

The slump in soda sales are causing some beverage manufacturers and parent companies looking to merge or acquire others in order to hook the consumer throughout the afternoon and into the evening. Considering that in late 2017, Coca-Cola acquired hipster sparkling water favorite Topo Chico, other companies are falling in line to make sure that their reach goes beyond the high fructose corn syrup.

The secretive JAB Holdings, the German parent company of Panera Bread, Keurig, and Stumptown Coffee Roasters, acquired Dr Pepper and Snapple, making this 40+ drink brand company a bigger player than ever in the search for “the new soda.”

So what is going to be the “new soda”? One answer companies may have is the coffee beverages that are certainly similar to their current soda line-up. Outside of Pepsi and Coca Cola, bottling ready-made java drinks on behalf of Starbucks and Pepsi, some brands are really leaning into “soda, but not” for their coffee beverages.

The 2017 National Coffee Drinking Trends Report predicted four of the big trendy brands that soda is up against: regular cold brew, sparkling cold brew, nitro joe on draft, and ready-to-drink coffee products. Stumptown Roasters, underneath the Dr Pepper and Keurig mega brand umbrella, has been producing sparkling cold brew since early 2017, which seems unlikely to change in light of these market trends.

The morning mud appears to be an American drink pastime that isn’t going away, with the millennial and Gen Z market wanting exciting coffee innovations to keep their interest and cash loyalty. Soda companies, in this day and age, are struggling to balance their brand portfolio to make sure that dollar keeps flowing, just like their beverages.

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