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Tag: branding (page 1 of 5)

Employee Value Proposition News: Employees Will Leave Companies That Don’t Offer Flexible Conditions

Employees will leave companies that don’t offer flexible conditions: Study

Australian employees will resign from organisations that don’t offer flexible working conditions, meaning employers are under pressure to evolve and adapt, according to CEB. Since 2011, work/life balance has been the number one driver of attraction for employees on the lookout for new career opportunities, according to CEB ‘s Global Talent Monitor.

 

Employer Brand News: 6 Reasons Employer Branding Is A Must

6 Reasons Employer Branding is a Must

Whether you do it intentionally or not, your company is already creating an employer brand. Your culture and organizational behavior are the products that prospective job candidates are “buying” when they agree to spend the majority of their waking hours working for you.

 

Employer Branding Advice: Five Ways to Manage & Protect Your Employer Brand

Five Ways to Manage and Protect Your Employer Brand

By Alyssa Krane It’s a battleground out there. The war for critical, game-changing talent continues. The best minds have options and do their research. Your employer brand is so much more than pretty pictures and marketing – it’s a peephole into the soul of your company. Why should great talent consider you?

The Single Biggest Mistake Companies Make With Their Employer Brand & How To Avoid It

Working in the employer brand space, part of what we do is to observe, analyze and monitor brands. Sadly we see a very common mistake that does nothing to heighten brand awareness. In fact this mistake erodes brand trust and overall appeal. So what is this cardinal sin and how does one avoid the deep pit of branding despair?

It is simple. It is called “Corporate speak”.

Corporate speak is not simply about the words and copy we use to describe our organization, the employee experience, and the “why” around working there. This “corporate speak” mentality stretches into images and content. The result comes off as bland, unappealing, and contrived for your target talent population.

Richard Brandson had it right when he famously stated:

“Too many companies want their brands to reflect some idealized, perfected image of themselves. As a consequence, their brands acquire no texture, no character and no public trust.”

Let me provide you with some examples.

Are you using canned descriptors for how you talk about your employee experience? Too often the answer to this is YES. Even worse, are you using that same meaningless jargon in your social feeds? It is time to get human.

This means using simple language that is authentic to your organization. This means finding the spirit within your organization and providing a peephole into your culture via these channels (social feeds, blogs, your careers site, etc.).

If you are using stock photos, scrap them immediately. Show your real team with images that are powerful, not perfect. Who are your ambassadors and I don’t mean your executive team?

Employees are 3x more credible than the CEO when talking about working conditions (Edelman Trust Barometer)

Let your people speak for you. This means relinquishing control and not every organization falls on that end of the content generation spectrum, but those that do tend to create a stronger sense of community within their existing employee population thus prompting new talent to get interested.

Here is another secret…

Document, don’t create, is a principle encouraged by Gary Vaynerchuk.

Producing images and content can feel artificial. Capturing on the other hand invites prospective talent into the employee experience. Snapchat team-meetings, take a pic of the stacks of pizza boxes from a late night coding blitz. The options are endless.

The employer branding process starts with a sound understanding of who you are and your employee value proposition. We are not suggesting being something you are not. Even the most formal (corporate) of organizational cultures can infuse their brand with personality while staying true to their genuine nature.

Here is another tip. Stay out of the middle.

“The middle of the road is where the white line is—and that’s the worst place to drive.” Robert Frost

What do you stand for? Be bold and share who you are with the world. Your target talent craves an understanding of the real you.

Everyone wants to be a part of something bigger than themselves. We all want to belong. It’s time to share your personality.

If you are interested in learning more about how to build a compelling and authentic employer brand and you are on a budget, check out our LAND YOUR BRAND blueprint and e-learning course.

 

employer brand training course

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Employer Branding Advice: How To Achieve List Bliss (When Building Thriving Talent Communities)

How to Achieve List Bliss (When Building Thriving Talent Communities)

If you read my recent ERE article on how to use a squeeze page to grow discipline specific talent communities, you may be wondering … now what?

 

Culture Advice: The Talent Landscape Is Changing. Are You?

The Talent Landscape Is Changing. Are You?

The new generation of HR and learning leaders need to be versed in a broad range of talent-related topics. Two things are happening in parallel in today’s workplace that are challenging human resources and learning professionals to reevaluate their approach. First, there aren’t enough highly qualified people to go around these days.

Culture Advice: Win the war for talent by improving employee experience

Win the war for talent by improving employee experience

This is not the first time I’ve heard this story. An acquaintance of mine questions whether she is in the right job, in the right industry and working for the right employer. She recounts the story of her 20-year career in different roles and divisions with the same enterprise.

 

Employer Brand News: Fortune 500 Graded “C” in Recruitment Marketing

Fortune 500 Graded “C” in Recruitment Marketing

One-third of the Fortune 500 scored an “A” or “B” on their recruitment marketing efforts. Recruitment marketing platform developer SmashFly ranked the 2016 Fortune 500 an overall “C” average or “good.” “The nation’s largest organizations are getting more sophisticated and becoming more successful by integrating digital marketing, content marketing, mobile and social into their recruiting strategies,” said Mike Hennessy, founder and CEO of SmashFly.

Recruitment Advice: 9 Tips For Recruiting Millennial Talent Through Social Media

9 Tips For Recruiting Millennial Talent Through Social Media

If you’re a millennial business owner seeking to recruit other millennial talent, you’re in luck. Social media is good way to go. Eighty-six percent of working people who are in their first decade of employment will use social media to look for jobs and research employers.

Employer Brand News: The new employer brand generation

Opinion: The new employer brand generation

It’s indisputable that the human race is currently undergoing a period of ultra-rapid technological advancement. We’ve advanced our technology more in the last 50 years than in all the preceding years of recorded history. The fact that this statement will be true again in another 50 years is absolutely staggering.

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