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Tag: employee value proposition (page 1 of 9)

Employer Branding Advice: The Classic Rocker Guide to Building Employer Brand

Employer branding is no longer a nice-to-do, it’s become a must-do in order to attract the game-changing talent we all need in this fiercely competitive market. Talent branding like a rock star requires fearless courage, great stage presence, and a powerful voice – and the yield makes it well worth your while.

In fact, research shows organizations that prioritize employer brand are:

  • 250% more likely to rate their overall talent acquisition efforts as highly effective
  • 185% more likely to have at least a high-level talent acquisition strategy in place
  • 130% more likely to see increases in employee engagement

More than ever, job seekers are sophisticated consumers of content and do their research. Investing in your employer brand strategy helps build a consistent yet distinct message, unity amongst your existing employees, and brand advocacy to help attract your future talent needs.

So how do you make your employer brand sing?

“All I can do is be me, whoever that is… – Bob Dylan

In other words, authenticity matters.

Branding yourself as some bland vanilla organization with the intention of not making waves leaves little to be desired or remembered by job seekers.

On the other of the spectrum of poor branding practices is creating a false impression of your organization and “faking it until you make it.” This depletes brand trust and creates a revolving door for new hires.

Taking the time to go through a brand strategy process pays dividends in the long run. You need to determine who you are, how you wish to communicate your aspirational culture in a manner that is honest, yet inspires your target talent population to hop on for the ride.

Got to build our love on one foundation. – Bob Marley

In other words, don’t build your brand in a vacuum.

Your brand needs to be built on one foundation or “there will never be, no love at all.” The fusion of one’s commercial/consumer brand with its talent brand is critical for building brand equity on both sides. Look for ways the brands intermingle and highlight this marriage in how you articulate your mission.

A great talent brand is founded upon the organizational mission as well as the “why” around joining the journey. This is where meaningful storytelling comes to life. Ensuring the talent brand is not built in a vacuum further enriches the commercial brand and supports longevity for both.

If you plant ice, you’re gonna harvest wind. – Grateful Dead

In other words, the employee and candidate experience matter.

Your brand has a spirit to it. It’s your employee and candidate experience each and every day. Living the brand promise requires an organization to look at each and every touchpoint and evaluate if it lives up to the talent brand that you created.

As famously stated by Jeff Bezos of Amazon, “Your brand is what other people say about you when you’re not in the room.”

Simply put, you reap what you sow. Embody a people first culture and your brand flourishes through employee advocacy. Fail to focus on this critical element and you run the risk of your brand efforts being wasted, not to mention the reputational impact.

According to the CEB, 33% of candidates share their poor experience with friends, and 12% will share it via social media.

You say you want a revolution. Well, you know, we all want to change the world. – The Beatles

In other words, a purpose-driven brand matters more than ever.

Purpose at work matters more than ever. What is your “why”? Embedding purpose into your employee value proposition (EVP) is vital to satisfying this human driver.

From Deloitte’s 2017 Survey, we can see the relationship between organizations with opportunities for social good, and millennials having a more positive opinion of business behavior and improved loyalty.

Keep your eyes on the road, your hands upon the wheel. – The Doors

To sum it up, talent branding like a rock star requires leadership. Are you the captain of your own reputation, or is your organization allowing external factors alone to shape perception?

The talent attraction landscape is changing everyday and there is a war out there. Post and pray as a strategy will no longer suffice.

Welcome to the jungle…

Article originally published in Glassdoor

Employer Branding Advice: What Would Bob Dylan Do? The Classic Rocker Guide to Building Employer Brand

What Would Bob Dylan Do? The Classic Rocker Guide to Building Employer Brand

Employer branding is no longer a nice-to-do, it’s become a must-do in order to attract the game-changing talent we all need in this fiercely competitive market. Talent branding like a rock star requires fearless courage, great stage presence, and a powerful voice – and the yield makes it well worth your while.

 

Recruitment News: Diary Of A Former Apple Intern

Diary Of An Ex-Apple Intern

With that in mind, it’s probably no surprise that competition for internships is intense , particularly at hot companies like Apple, Google, Tesla, and others . So how do you get an internship at these coveted companies? I spoke to Maxime Britto, who is now a software engineer and the founder of Purple Giraffe , a French online school for mobile developers.

 

Recruitment Marketing: From Trendy to Necessary

Recruitment Marketing: From Trendy to Necessary

Recruitment marketing has grown in the last few years from being just a buzzy fad or aspirational “nice to have” into a core HR discipline. Study after study shows that best-in-class talent acquisition functions begin the recruiting process long before a candidate applies for a job or future new hires even think they need a new job.

 

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.

 

Leadership Advice: To Be an Exceptional Boss, Here Are 11 Things You Must Give Your Employees

To Be an Exceptional Boss, Here Are 11 Things You Must Give Your Employees

Think about a boss you truly respected. Think about a leader you truly admired. Think about a leader you not only loved to work for, but with. What sets that person apart from every other boss? Simple. They gave: generously, selflessly, and without expectation of return.

 

Culture Advice: Do You Have A High Trust Team?

Is Your Staff A High-Trust Team?

After over 22 years of leading teams and 10 years of working in executive search and staff consulting, it’s safe to say I’ve worked with my fair share of teams. I’ve witnessed all kinds of different team dynamics, from healthy to toxic, flexible to rigid, informal to formal, and everywhere in between.

 

Culture Advice: Six Key Factors That Will Help You Retain Top Talent

Six Key Factors That Will Help You Retain Top Talent

Today’s job market is still very much in favor of candidates, and employers have to work harder than ever to attract and retain their best employees. It’s no longer enough to offer a competitive salary and benefits package – top talent want something bigger, and they have no problem moving on if they don’t find it.

Talent Strategy News: A Strategic Plan Without A Talent Strategy Isn’t A Plan

A Strategic Plan Without a Talent Strategy Isn’t a Plan

“So what happens if I create strategy and ‘ignore’ the talent side since we have never paired the two together?” As a senior faculty member for the Human Capital Institute, I was leading a two-day strategic workforce planning session recently in Singapore when that question was posed to me.

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