Five Tips For Writing Employer Of Choice Award Submissions That Win!

So you’ve decided to submit an employer of choice or industry award nomination for your organization.

Now it’s time to write a submission that actually gets traction. We have some great news. We help clients with this frequently and are here to dish some tips to help you win at work! Insert happy dance!

1) Write with Personality

There is nothing worse than reading a regurgitation of stats and facts. Imagine what the judges are thinking when they are sifting through an endless stack of submissions. It’s time to wow them and move them into action in order to get your submission into the finalist pile.

Much like all of the writing we do at Powerhouse, we write with heart and in a manner that feels human. We encourage you to do the same. So what does this actually look like? It means finding your voice and ensuring a consistent tone across channels. This comes back to the overarching significance of taking time to understand and build out your employee value proposition (EVP) and employer brand strategy. When we understand our tone of voice and consistently use it with every communication including award submissions, we reinforce key messages, our brand personality, and build brand trust.

2) Tell Stories

Did you know that stories are 22 times more powerful than facts alone? I discovered this while conducting research for my book Peace, Love, & Meaningful Careers…shameless plug. The fact remains, stories work.

Reflect on the question at hand and then swiftly move into storytelling mode. Help the reader, in this case, the judge, become immersed in your transformational journey. This builds connection and deepens an emotional response to the information.

3) Don’t Wait Until the Last Minute

If you’ve decided to participate in various award submissions, really commit to the process. This means proper planning. There are organizations all over the world that hire agencies skilled in crafting submissions and telling impactful stories. These are experts in understanding the information required to help judges move into action and consider them as a finalist for an award. That is your competition.

Slapping together facts in a generic fashion will not get you to the finish line, as it is a representation of who you are as an employer. If you care enough to submit your proposal for consideration, care enough to plan and do it right. This doesn’t mean you must hire an agency although many organizations who do not have internal Communications teams find it to be more effective and cost-efficient than hiring an internal resource to manage the work.

4) Use Another Set of Eyes or Two

When we write submissions, we go deep in the zone becoming so familiar with the work that it proves more difficult to spot errors. As such, with every writing project we embark on, we undergo an editing phase. This is done by an individual skilled in copyediting which is a different skill set than writing. Not only does this improve grammar and overall composition, but it ensures minor typos are caught and a submission is flawlessly executed.

Buy your grammatically skilled colleague a virtual coffee and have them review your submissions with a fine-tooth comb.

5) Persevere

When we started to walk, we didn’t just get up and run a marathon. The move from crawling to running down the halls of our home took time. There’s value in pursuing awards whether you win them or not as it works a self-reflection muscle which brings greater intentionality to building an exceptional employee experience. Check out this article here where we discuss this further.

It’s not uncommon to be shortlisted yet not cross the finish line in year one, only to find the very next year you are crowned the winner. Like everything else in life, it’s about perseverance.

Well there you have it, five tips to help you rock the awards circuit! We’re sending you winning vibes from the Powerhouse team. Send us a note and let us know how your award submissions worked out. Happy writing!

Employer of choice awards

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Human Resources Book – HR Reimagined

Culture, Employer Branding

Human Resources Book – HR Reimagined & Ready for the Modern Age

Hey there friends! Ever ask yourself “Is this all there is?”. Guess what, your employees are asking the same question and it doesn’t need to be that way. In so many cases, the workplace has turned into the hamster wheel where we spend our time labouring to fit into a box versus truly tapping into our full potential as professionals and as an organization. That is exactly why I wrote this book.

This book is a trip through my twenty-year career as a Certified HR Leader (CHRL) and the research I have done. Here you will discover a methodology filled with the ingredients to nourish your workforce and build a thriving culture. And I didn’t stop there. As a lover of simplicity and bringing ideas to life, my book also contains an implementation blueprint designed to help you operationalize key concepts and tactics as you move your organization through a cultural metamorphosis.

Within the book, I cover topics such as workplace flexibility, Employee Value Proposition development, diversity and inclusion, corporate social responsibility…and that’s just the tip of the iceberg! The book is filled with research as well as interviews with experts in the fields of diversity and inclusion, leadership, and media.

This is my contribution to the world in an effort to foster a greater sense of community at work. I hope you enjoy it. It was written with love.

Wishing you peace, love, & meaningful careers,

Alyssa

To learn more about Powerhouse Talent Inc. and our employer branding and employee experience strategy solutions, hop on over to www.powerhousetalent.ca.

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The Most Powerful Transformer in HR

Culture, Employer Branding

Article on EVP and employer brand

I want to let you in on a little secret…

You might be surprised to hear me say that the biggest win related to an employee value proposition (EVP) /employer brand strategy project is not that of talent attraction, but rather the fostering of a cultural metamorphosis. A wonderful by-product of such a project is greater ease in attracting outstanding talent, as when one’s position and voice are crystallized, the opportunity for brand recall is strengthened. But again, that is simply a fabulous by-product.

When we commence these projects digging deeper and with a spirit of organizational self-discovery and intentionality around building an exceptional employee experience, we can transform more than a recruitment process. We can transform our culture.

This is not new and has always been the case. By the end of this article, you will understand why this happens. My hope is that I will inspire you to do this critical work. This does not require an agency although many organizations opt to utilize one for several reasons including expertise in this discipline, speed, ease, and objectivity. But most importantly, do not let budget constraints prevent you from realizing your organization’s best self! An EVP project is at the helm of a cultural rebirth.

Let the fun begin!

Let’s start with what an EVP is. An EVP is the “why” around your organization. It’s what attracts and retains talent. It is also your promise to your people. When we undergo an EVP project, we distill the very qualities which attract talent to us, as well as gain an appreciation for who we are not. In this realization there is power. There is the capacity to communicate clearly to both existing employees and prospective talent around the authentic employee experience. In doing so we optimize our recruitment funnel by having those unlikely to find success at our organization opt-out while those who will thrive in our environment have their interest intensified. For example, some candidates thrive in builder environments with a higher degree of fluidity and ambiguity, while others will be met with frustration and crave deeper process maturity. An EVP is an exercise in truth-telling flavoured with the aspirational tone of what’s to come, as with each hire we advance closer to this.

Next, some mistake employer branding as an exercise in career site beautification. This to me is “veneer work”. If what is beneath the #instaperfect surface is far from inspiring and contrary to the messages being shared, credibility will be lost. When we approach this work with genuine motivation to become our best self, we can co-create an enriched employee experience and future together with our employees. This is the business of transformation, not of selling an illusion.

For those who know that there’s something special that needs to be unearthed and are committed to this being the catalyst for positive organizational change and enhancement, this is the work that gets me fired up!

It’s important to look at this initiative with fresh eyes. It’s a paradigm shift rather than looking at it as simply another HR initiative. One needs to understand that the EVP is at the heart of one’s people strategy and brings cohesion to the full employee lifecycle.

Article on EVP and employer brand

Once an EVP has been established, every new HR program, initiative, and policy, becomes intentional and crafted to support an exceptional employee experience honouring the people promise. It is approached with a spirit of alignment to the overarching “why” of the employee experience. Rather than the employee lifecycle looking similar to a quilt with random employee programs patched together, it is an intentional and cohesive experience which aligns to this “defining why”. How we onboard, how we inspire, how we develop, how we build belonging, how we part ways, how we foster ongoing relationships within alumni networks, and how we invite those very people back into the organization as boomerang employees, all aligns with the EVP and tells a consistent story. If you’re looking for authenticity around your employer brand, this is how you do it.

An EVP is the Optimus Prime of HR. It is the transformer (80s cartoon version of course!) that leads the people strategy. Beware of the veneer, they are the Decepticons of this space.

Listen to our podcast to learn more on this subject.

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To learn how to escape the legacy mindset, foster a cultural metamorphosis, and change the energy of your organization, check out the book Peace, Love, & Meaningful Careers available in Kindle and paperback here. To learn how you can work with Powerhouse Talent on the development of your EVP, hit us up here.

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Use Social Media to Build Your Employer Brand

Culture, Employer Branding, Recruitment

Why Your Company Must Use Social Media to Build its Employer Brand [Infographic]

Employer branding is a key component to attracting the right staff, and given the widespread usage of social platforms, social media is a key medium for boosting your employer brand.

Ready to put the ACTION in Talent Attraction!?!?

We work with employers who are ready to stand out in the war for talent and turn their company from “best kept secret” to “talent hot spot“. And the best part is, we make it feel easy on you as a busy HR professional, not to mention easy on your recruiting budget! We have put together a FREE employer branding webinar to help you rock the talent world! Click here to access it.

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

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It’s Time To Stop Staffing For Yesterday’s Banks

Culture, Employer Branding, Recruitment

It’s Time To Stop Staffing For Yesterday’s Banks

For the last few decades, banks have followed the same standard for hiring employees. Times have changed, and today, banks have to look beyond hiring tellers or account managers. In 2019 and for the foreseeable future, it’s imperative banking institutions identify talent that has a diverse skillset to keep up with the rapidly changing times.

Ready to put the ACTION in Talent Attraction!?!?

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

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Kohl’s is kicking off hiring for the holidays

Culture, Employer Branding, Recruitment

Kohl’s is kicking off hiring for the holidays as the war for talent rages on

Kohl’s is getting a head start on hiring workers for the holiday season. On Wednesday, the department-store chain said that it is beginning hiring for an early wave of seasonal positions across almost half of its US stores. Hiring will begin at its remaining stores, distribution, and e-commerce fulfillment centers in August.

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

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Walmart expands VR training to every US store

Culture, Employer Branding, Recruitment

Walmart expands VR training to every US store

Walmart has announced it will send virtual reality headsets to all its stores in the U.S. after testing VR training for the past year. Walmart said it saw an increase in training test scores of 10 to 15% after introducing the VR-based training.

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

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Ensuring employer branding reflects what you want

Culture, Employer Branding, Recruitment

https://www.humanresourcesonline.net/features/perception-vs-reality-ensuring-employer-branding-reflects-what-you-want/

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

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Companies can stay ahead in the talent war by recruiting from within, says this LinkedIn VP

Culture, Employer Branding, Recruitment

Companies can stay ahead in the talent war by recruiting from within, says this LinkedIn VP

According to a recent study from the Wharton School of Business, companies today fill less than one-third of open positions with internal candidates. That wasn’t always the case. During the postwar era, companies filled 90% of jobs with existing employees. But unemployment rates are at historic lows, and there are more jobs open than candidates looking for those jobs.

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

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The Most Powerful Employer Branding Tool

Culture, Employer Branding, Recruitment

It isn’t only for the Kardashians #TeamKhloe, but it’s also a powerful employer branding tool!

The Gram.

Admittedly much of my belief of the power of Instagram for branding comes from anecdotal evidence (speaking with talent via my client work). Candidates will consume whatever content is available for them to make an informed decision and validate what they have experienced via the interview process.

Seventy-five percent of candidates will consider an employer brand before applying. “Sixty-percent of jobseekers said that research about a company was very or extremely influential in their decision to apply for a position” iCIMS found. And, in the same study, “94 percent percent of jobseekers are more likely to apply to a job if the employer actively manages their employer brand online.”

My belief is that Instagram is a research tool and conversion enabler vs. a hard selling conversion source (thus the data challenge).

Below is some grammunition to help you close the deal on launching an IG careers feed for your organization.

Humans are visual creatures — We naturally process visual information in a more comprehensive and efficient fashion than text. Science has got your back on this one. Did you know that the human brain can process images in as little as 13 milliseconds? Give prospective talent more content to consume than simply review sites. Instagram creates a clutter-free visual storytelling experience that can be both efficient and memorable. And for a more inclusive experience, Instagram has also announced that it is committed to creating a more accessible platform for the visually impaired via automatic alternative text (alt text) functionality.
It’s human and credible — Ditch the perfectly edited stock images and ignite employee pride. Capture real employees in action. Or, better yet, collect employee-generated content to help share your epic story. This can be done by way of social ambassadors who understand the broader content vision and are trained to capture the employee experience. From there, they can be granted posting access. Or for a “safer” process, route all content to a centralized curation team who can caption and schedule content to ensure it is both “on brand” and optimized for engagement. Use fun filters and animation features to humanize any piece of content and show your playful side.
It’s community oriented — In a time when globalized and distributed work is commonplace, create a sense of unity and belonging online. Instagram creates a sense of community both within the career feed and also among a broader business eco-system. From rallying around important causes via compelling visual content and hashtags, to inviting others to share their perspectives and support, Instagram can be a very feel-good digital destination for employees and candidates alike.
You can archive content and create video/image reels — Creating professional video content is expensive and credibility can be questionable if overly produced. Authenticity is where it’s at. With Instagram highlight buttons, organizations can create free video/image reels and categorize them to highlight their employee value proposition pillars (for example: one highlight focused on innovation, another on corporate social responsibility, recognition, etc.). Use content that is raw and fosters trust.
It’s global — Instagram is a global phenomenon. Unify your global workforce by speaking a visual language. Captions can be translated according to the user’s settings and preferences. Use the highlight buttons to categorize content according to region and voila .. free video/image reels that don’t exclude more remote parts of the world (for example: one highlight featuring the Tokyo office, another for New York, Toronto, etc.).
There is discoverability — Instagram has great discoverability features helping organizations reach new audiences via geo-location tagging and building hashtag sets. You can follow hashtags and join the conversation.

For the data stalkers, expect your follower-ship to be largely employees both current and former. While you may get some candidate followers, unless you are Google, chances are that candidates will lurk more than follow.

Instagram is great for top-of-the-funnel awareness building and as well as a lower funnel conversion enabler. It can help talent learn more about your organization, inspiring them to sign on the dotted line. As such, make sure your content is being consumed via impressions and worry less of about follower-ship numbers. Put yourself in a candidate’s shoes. You would likely be creeping all over a company you are interviewing with but may not hit the follow button for fear they may check out your feed. Candidates love social stalking anonymity. Ask any of your new hires what content they looked at and if they followed or subscribed prior to being an employee … mic drop!

A billion monthly active users can’t be wrong. Peel back the curtain and show your raw and real selves. From casual lunch outings to odd desk collections, the name of the game is “document, don’t create” a la Gary Vaynerchuk. Unite your existing workforce while magnetizing others to join the journey with the gram. Now back to some serious Kardashian scrolling.

This article was originally published on ere.net and can be found here.

Starting an employer brand project?

Land Your Brand is more than a course, it’s an EB project toolkit!

www.LearnEmployerBranding.com

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