We Asked 145 Companies About Their Referral Programs. Here’s What We Learned
If you’ve ever had to fight an internal battle to get an employee referral bonus approved, this post is for you. Referrals and networking are the undisputed best sources of hires, but it’s notoriously hard to get budget to work on a strategy for them.
We Asked 145 Companies About Their Referral Programs. Here’s What We Learned Read More »
Want to Achieve Superior Business Results? Focus on Employees’ Experience of Work
Workplace researchers conservatively claim we spend a third of our life working. Given that we’re living longer, I believe it’s closer to half our lives or more. And as we spend more time working, we’re beginning to understand the effects of bad management better.
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Millennials Are Requesting These Workplace Changes To Thrive
How are millennials changing corporate workplace culture? originally appeared on Quora: the place to gain and share knowledge, empowering people to learn from others and better understand the world.
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Employer Branding Tip: Build employee advocacy! Employees are three times more credible than your CEO when discussing working conditions. (Edelman Trust Barometer)
Many organization like to control and approve every message. Build a culture of employee pride and good judgement, liberating your employees to share the journey through their eyes. The development of an employee advocacy plan can help ease concerns of leaders and ensure effective systems are in place for an authentic voice to be heard while mitigating the fear of needing to do “damage control”.
For more information on employee advocacy planning, hit us up at 416 333-4907 or [email protected]. We love sharing our knowledge.
Peace, Love, & Meaningful Careers!
POWER UP! Employer Branding Tip Read More »
Let’s Take a Good Look at the 3 Things That Make a Strong Recruiting Culture
There are many lists of the top companies to work for, including well-known lists from LinkedIn and Forbes. They typically include global giants like Google, Facebook, Salesforce, Walt Disney, Coca Cola, Johnson & Johnson, Tesla, and others. You can view the LinkedIn list of top firms here.
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Being an employer brand and employee experience strategy firm, we often get the question, “what is the difference between an employee value proposition (EVP) and an employer brand?”. Let’s dive right in…
An EVP is the “why” around your organization – It’s what attracts and retains top talent and your promise to your people (authentically conveying what you are and also what you are not).
An employer brand is the organizational identity related to the employee experience – it’s ultimately what the organization becomes known for as an employer. We use tools such as logos, taglines, colours, typography, content generation, social media, etc. to convey messages, improve brand recall, and highlight personality, but those are simply tools, not your brand. In the end, an employer brand is a company’s reputation as a workplace.
An EVP is critical to carving out an employer brand that is authentic, compelling, and memorable. If you don’t know your “why” how can you expect others to want to join the journey?
An EVP and brand are fundamental elements to a comprehensive people strategy, as a great brand not only attracts your ideal talent but also unites your current workforce. It can be the catalyst for what we like to call a #CulturalMetamorphosis.
Employees want to feel part of something bigger than themselves. An energized employer brand strategy with a high degree of employee participation yields pride and advocacy.
#HumanBeforeResources
Ready for more Employer Branding?
For full-service support – Building an employer brand strategy or EVP? We can help. Hit us up here.
We build award-winning employer brand strategies with heart.
It’s time to POWER UP!
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4 Ways to Lead with Mission and Purpose to Attract Informed Candidates
Searching for a job can be exhausting. Candidates have to screen through hundreds of job postings, hoping to find that perfect job that matches their skill sets and their values, giving them a sense of purpose beyond just making ends meet. The tasks of work are simply more enjoyable when one knows they’re contributing to a higher purpose.
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These days candidate experience optimization is getting a lot of much needed attention. With more and more companies investing in their employer brand (59% of employers are investing more this year- LinkedIn), organizations are evaluating the candidate journey to help ensure it does not erode their investment in brand.
Sadly, there is a forgotten population, the internal candidate. This population has been deemed “safe” by some who like to drag their feet. Planning to promote someone or move them to a juicy new mandate? “Don’t worry, they are internal and not going anywhere”. Thus, the process takes much longer and likely with limited communication.
Savvy employers don’t make this mistake, especially after investing in their employer brand strategy. They are committed more than ever to a great candidate experience for internal and external candidates alike. They know their internal candidates matter and that unless they move with urgency, as well as have a focus on candidate experience, their brand investment is eroded and their employee flight risk status is elevated.
I recall having dinner with friends one evening and discussing this very issue. My friend, a high-potential leader in her organization, was told she would move into her former boss’s role. What came next? Crickets. Weeks turned to months before she finally got any word on next steps.
What some employers may not realize is that internal candidates have options and impact your employer brand, as well as your reputation. They may have been wooed by a competitor in the past. This courting may be ongoing. Their loyalty can only last for so long before they question the commitment on the other side, their company.
Pop the question already! You know they can do the job or you would not have discussed the new position with them. You know they are a cultural fit as their service pattern validates it.
So why do some employers dawdle? Because they have other burning priorities and do not see the silent risk sitting in front of them.
As I continue my mission to build community at work, it’s great to see an increased emphasis on a humanized talent brand and enriched candidate experience, but don’t forget about the internal candidate sitting in front of you. They deserve the same first-rate journey as everyone else.
No candidate left behind…especially your internal talent. #HumanBeforeResources
The Forgotten Internal Candidate Read More »
In today’s highly competitive talent market, failing to pay attention to the candidate experience will cost you in more ways than one. For starters, there is your reputation that feeds your employer brand. There is the diminished pool of referrals thus leading to other potentially more expensive sourcing methods. There is also the inability to compete with multiple offers. If a few similar offers come in around the same time, may the best candidate experience win! We at Powerhouse Talent also like to consider what is the right thing to do as a human being. Karma baby…we live by doing good.
We look at the candidate experience from the perspective of the head and the heart. What do they need to know and feel to have an outstanding candidate journey?
Keep the three Cs top of mind and you will differentiate yourself from others who have forgotten the importance of being human in such a vulnerable experience.
Looking to being a better candidate experience and employer brand? Check out our employer branding training program with lots of great insight into the candidate journey. LAND YOUR BRAND- Your employer branding training and blueprint.
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Council Post: AI And The Reinvention Of Recruiting
Recruiting is getting a makeover – again. It’s undergone several since the emergence of career boards almost 20 years ago, and now the Fourth Industrial Revolution is propelling everyone forward to adapt fast with the race for artificial intelligence (AI) forcing the traditional recruitment industry to step up their game.
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