Powerhouse Talent Inc.

Human Before Resources

Month: September 2016

5 Keys to a Successful Google Team

re:Work – The five keys to a successful Google team

Pod. Work group. Committee. Autonomous collective. Whatever you call it, you’re part of one at Google and probably wherever you work: a team. So if we know what makes managers great, why don’t we know what makes a team great?

 

Post and Pray Got You Down? 4 Questions to Ask Yourself

Approximately one third of Canadian employers are experiencing challenges attracting the talent they need (2015 Manpower Talent Shortage Survey). Ask any Human Resources professional and they will tell you that finding the right talent in a timely fashion has a material impact on their organization’s overall success. Without the right people in the right roles, business objectives are either unmet or met under less than ideal circumstances for existing employees, thus impacting overall retention and engagement.

What is a Talent Acquisition professional to do? Post the job …right? In today’s highly competitive marketplace, that is simply not enough. Below are four questions to ask yourself if you are responsible for attracting talent to your organization.

  • Where are you posting? One size does not fit all. Have you considered niche portals or professional associations? How long are you posting for? Hot talent is off the market before you know it. If you post for too long, you may have missed the opportunity to connect with your top applicant.

 

  • Are your leaders involved in speaking engagements? Leaders can be great talent magnets. Today’s top talent is drawn to passion, innovation and a visionary in their industry. Get your leaders out in the community building the buzz around your organization.

 

  • What does your candidate experience look like? Failing to pay attention to your candidate experience can cost you both financially and from a reputation perspective. Have you mapped your candidate experience to ensure optimization and to maximize the “warm and fuzzy” factor? When talent feels valued, respected and wanted regardless of whether or not they are “the one”, you reap huge talent attraction benefits. Word spreads, brand enhances and costs decrease.

 

  • Are you working with a true search professional to tap into the passive market? Many external recruiters are sales people and not HR professionals, thus the search may be conducted in a very different fashion. Aligning with a search partner that is a Human Resources professional mitigates risk both legally and reputationally and preserves the focus on the candidate experience. This all feeds into your talent brand as your search partner is an extension of your organization.

 

It is tough to find great talent but it is well worth the effort. After all, that is your biggest differentiator in the market. Great talent innovates, grows your business and inspires your teams to reach new heights.

There is a war for talent…fight a good fight!

Powerhouse talent specializes in providing companies with awe-inspiring talent, meaningful advice and creative ways to share their greatness. Our search practice is led by a Certified HR Leader.

www.powerhousetalent.ca   416 333-4907

Most Compelling Way to Rally Your People

The Single Most Compelling Way to Rally Your People and Keep Them Engaged

Employee engagement is a hot topic for most businesses. There is no lack of expert advice in the form of books, magazine articles, motivational seminars, and consulting strategies that you and your human resources team can turn to for any number of “how-tos” for motivating your people and, ultimately, getting them to care as much about your business as you do – or, at least, to perform as if they do.

Top 5 Employer Branding Must Dos

The importance of employer branding has never been greater. It is your personality and how you attract talent to your organization. It builds connection and belonging for those presently employed and a reason for prospective talent to join.

If you are not paying attention to your employer brand, you are not maximizing your recruitment advertising spend and more importantly not building the type of unity that fosters engagement and retention. According to Deloitte’s Global Human Capital Trends survey, eighty-seven (87%) of organizations cite culture and engagement as one of their top challenges (Deloitte Global Human Capital Trends 2015).

Organization identity via a thoughtful and authentic employer brand rounds out the applicant experience drawing in great talent to your organization by providing a peephole into your culture. What does life feel like at your company? Who works there? Why do they work there? Sixty-nine percent (69%) of active job seekers are likely to apply to a job if the employer actively manages its employer brand (Glassdoor, US survey 2016).

So what are the top five employer branding must dos?

1) Marrying your commercial brand with employment brandIt’s important not to lose sight of how your commercial brand and employer brand interact. Carving out an employer brand in a vacuum will yield mixed messages and a phony outcome. The relationship between your commercial brand and the employee experience may seem unclear at times. Below are a few ways to find compatibility and love in this marriage:

  • Does your product do good (Healthcare, a non-profit, life-saving technology, etc)? If so, think about the rewarding employee experience you provide and being tied to that purpose each and every day.
  • Look at the charitable work your organization does. While the product or service may not be associated with a “purpose” on that higher plane, how the team rallies together for community or causes speaks to your “brand”.
  • Think about how the product or purpose is perceived. Is it hip, modern and fun? Is it draped in history and a legacy on to its own? Each attract a unique type of employee.

2) Personality– A bland brand = no game. Too often companies try to stay neutral for fear of taking too edgy a position. Per Aristotle, “There is only one way to avoid criticism: do nothing, say nothing, and be nothing”. Spend the time figuring out who you are and then confidently share it with the world.

3) Authenticity– Marketing yourself like you are a start-up when you are bogged down in hierarchy and process? After finding your personality, it is important to make sure it is real, not who you want to be. Aspirational brand positioning is one thing, misrepresentation is another. You are marketing the employee experience. It needs to be real in order to attract those who will thrive once hired. Embrace who you are…represent!

4) Consistency is king – Great brands don’t regularly change who they are and what they stand for. Train the team and remember, every employee, leader and vendor is a brand ambassador. Brand standards are critical in ensuring a reliable voice.

5) Trust Consistent messaging also builds trust. Make sure your “brand promise” is honoured in all that you do. Honest messaging coupled with a candidate experience that allows talent to understand the good, the bad and the ugly, thus coming into the job eyes wide open makes for a powerful brand, not to mention improved retention.

Use your outside voice!

Ready to power up? 

 

Check out LAND YOUR BRAND our employer branding blueprint (e-learning program).

 

 

 

Game Changer- Employer Brand

The novel and the unexpected are important sources of happiness…

I Make a Good Happiness Choice, and a Bad Happiness Choice.

One of the advantages of being a writer is that I have a lot of control over my time. However, I often don’t take advantage of that. I feel uncomfortable if I’m not being “productive” when I feel like I should be working – and most of the time, I feel like I should be working.

 

Career Mistakes Very Smart People Make

The Three Dumb Careers Mistakes Very Smart People Make

Congratulations, you’re a high achiever, the kind of top-tier talent that every company wants, but few manage to snag. You would think being an alpha employee would protect you from making stupid career mistakes, but you’d be wrong (weird feeling isn’t it). Here are three common pitfalls that trip up even the highest of high achievers.