Expertly Noted...

The challenge of creating a company culture of leadership integrity is white-hot. Tarzian's original and authoritative research proving that branding begins with each interview is right on target.

-Rebecca Barnett, Author, Winning Without Losing Your Way: Character - Centered Leadership

A company that demonstrates a commitment to winning employee loyalty is one that will enjoy a healthy bottom line. That's why the battle for employee commitment should not begin at the orientation session. It starts at the point of first contact -- the interview. Tarzian's survey demonstrates that point in dramatic fashion. Bravos to her and those who adhere to the lessons found in her landmark research.

-Ralph Gaillard, former Group Publisher, Lawrence Ragan Communications, Inc.

Employees are an organization's first point of contact with its external stakeholders -- whether it's with shareholders, customers, the community, the media or with perspective employees. Therefore, it should be common sense that managing an organization's brand begins with hiring the best employees and that means conducting the most informed and professional interview process. Tarzian's survey results show that organizations that overlook this leave to chance the potential of losing or damaging the very relationships they are trying to hone.

-Francis L. Onofrio, APR, President, Mason & Madison Public Relations

The long-term damage of a bad interview to a company's brand cannot be overestimated. A brand's reputation is affected -- positively or negatively -- every time it comes into contact with a customer. These data show that too often people forget that an interview is a critical early point of entry.

-Graham Hueber, Vice President, Director of Research, Ketchum Public Relations

Brand value is either built or eroded every time that the brand and the company behind it touch a customer or other constituent. The more emotionally charged the interaction, the greater the impact on the brand, for better or worse. Few interactions are more emotionally charged than a job interview.

-Paul Raab, APR, 2001/2002 term President of PRSA's Chicago Chapter

I think throughout our careers we have always known that the first impression of an organization begins at that nervous encounter with the Human Resources staff and that initial interview. Tarzian's research confirms what we have always known, but not always adhered to.

I hope that organizations will view this research as the key to ensure positive positioning both inside and outside.

-Brenda C. Siler, past chairwoman of the International Association of Business Communicators (IABC)

Tarzian Search Consultants has developed ground breaking data -- the ability to statistically validate the correlation between reputation management, brand perception and the hiring process. As the research confirms, employees and candidates for hire will develop a preference for your brand and your company when they receive experiences in the hiring process that are intentional, consistent, relevant and valuable -- the hallmarks of a great brand.

-Sheila McCormick, former President & CEO, Click Communications, Inc.

Wendy Tarzian's study is groundbreaking. The results underscore what the public relations profession has championed for years. Relationships and reputation are fundamental to organizational branding in every department, with every employee. This involves an 'operating philosophy' or cultural standard that has to permeate the organization, and like second nature, flow outwardly to those with whom its employees come in contact.

-Donald J. Goralski, APR, Senior Program Officer, Industry/User Partnerships Multidisciplinary Center for Earthquake Engineering Research (MCEER)
University at Buffalo

CEOs lose sleep wondering how to enhance the public's perception of their companies. This survey shows the key elements that they can control are right under their noses. They'll want to wake up and smell the opportunity.

-Judy Gray, former president/CEO, Fairfax County (VA) Chamber of Commerce, representing business leaders in the metropolitan Washington region.