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.
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@example.com. We love sharing our knowledge.
Peace, Love, & Meaningful Careers!
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
In an ever-increasing war for talent, recruiters are working hard to sell employers’ brands. A company’s reputation can affect whether candidates accept job offers, or even apply in the first place. In fact, 69% of job seekers say they won’t apply to a company with a bad reputation, even if they’re currently unemployed.
Being an Employer Brand and Talent 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 an organization – it’s the attributes of an employment experience that attract and retain top talent. It’s what employees value most, how a company separates itself from its competitors, and the company’s promise to its people.
An employer brand is the creative expression of the EVP and the organizational identity related to the employee experience – it’s ultimately what the organization becomes know for as an employer. We use tools such as logos, taglines, colours, typography, content generation, social media, etc. to convey messages and personality, but in the end it’s 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?
A brand is a fundamental element to a comprehensive people strategy, as a great brand not only attracts your ideal talent but it also unites your current workforce. Employees want to feel part of something bigger than themselves. An energized employer brand with a high degree of employee participation yields pride and advocacy.
To learn more about employer branding, check out our free employer branding webinar here.
Throughout the years, billionaire entrepreneur Elon Musk has demonstrated the art of masterful communication. The following is a perfect example: It’s a copy of a previously unpublished email Musk sent to Tesla employees a few years ago.
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?
- COMMUNICATION- Stay connected! Even if things have started to stall, communicate, communicate, communicate! Explain the process or what may be happening in the organization (a big conference, deliverable or exercise). A quick LinkedIn message, text or call can mean so much. Radio silence is not the answer.
- CONNECTION- Move over robots or drones… this is a human experience! Treat others the way you wish to be treated. Real connection builds interest. Are those involved in the talent attraction process building real relationships with talent or is your process like an assembly line? Candidates can feel the difference and will walk away.
- COMMUNITY- Be different and help them visualize life at your company! If your process is a multi-stage one, let one interview be more casual. Perhaps a walk around the neighborhood, grabbing a coffee or checking out the new employee lounge. Let the candidate experience life at your company, meet the team and see themselves working there. We all want to belong. Taking a break from a typical interview venue such as a boardroom helps breathe life into the process.
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.
5 Tips to Charm Your Way Into an Employment Relationship:
Full article can be found on ERE.
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.
If you have not been hanging out in “digital marketing land” for very long, you may not be aware of what “a squeeze page” is. A squeeze page is a landing or lead page used to collect information such as email addresses. They are used primarily for “list building.”
List building? Say what?
List building is the exciting task of growing your audience and following. While social media page likes and followers are cool, there is a lack of ownership. If your account with a particular platform vanishes one day, so does your following.
I know what you are thinking. “Why wouldn’t we just direct traffic to our job postings?”
You can, and should. But a squeeze page is also a great way to get to know and build a unique talent community for a specific niche while simultaneously tapping into the passive market. This technique is intended more for building awareness and community while cultivating a true long-term talent pipeline. Once on the list, you can continue to provide that population value in the form of content in addition to job news. In this process, you are building brand awareness and loyalty. As candidates move through the stages of readiness, they can be directed to a posting or key contacts within the organization.
Full article can be found on ERE. Click here.