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Tag: employer brand course (page 1 of 2)

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.

Recruitment Advice: Three Potential Points Of Agony In Recruitment

Three Potential Points Of Agony In Recruitment

There can be three potential points of agony associated with hiring people. One is finding capable people in the first place. Two, when staff retention is crucial and you are worried that key people may jump ship. And three, when staff turnover is embarrassingly high and this speaks volumes about your business.

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.

 

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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: 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.

Culture News: Ideation Nation: 5 Ways to Rethink Team Brainstorming

Ideation Nation: 5 Ways to Rethink Team Brainstorming ” CEOWORLD magazine

We have all been there. The outset of a new initiative and without a clue of how to kick off process successfully with the right creative juices flowing while also fostering team cohesion. The standard default is a brainstorming session. Insert eye-roll. Traditional brainstorming can lead to groupthink and conformity.

 

Employer Brand News: Hire The Best In 2017 & Stand Out From The Crowd

How to hire the best people in 2017: make sure your employer brand stands out from the crowd

The new year is a time for fresh starts and new ambitions. It’s no coincidence that it’s also the most popular time of year for LinkedIn’s 467 million members to update their professional profiles as they consider their next career move.

 

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