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Tag: Employer Branding Toronto

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Walmart expands VR training to every US store

Walmart expands VR training to every US store

Walmart has announced it will send virtual reality headsets to all its stores in the U.S. after testing VR training for the past year. Walmart said it saw an increase in training test scores of 10 to 15% after introducing the VR-based training.

We work with employers who are ready to stand out in the war for talent and turn their company from “best kept secret” to “talent hot spot“. And the best part is, we make it feel easy on you as a busy HR professional, not to mention easy on your recruiting budget! We have put together a FREE employer branding webinar to help you rock the talent world! Click here to access it.

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

Recruitment and employer brand training

The Most Powerful Employer Branding Tool Culture

The Most Powerful Employer Branding Tool

It isn’t only for the Kardashians #TeamKhloe, but it’s also a powerful employer branding tool!

The Gram.

Admittedly much of my belief of the power of Instagram for branding comes from anecdotal evidence (speaking with talent via my client work). Candidates will consume whatever content is available for them to make an informed decision and validate what they have experienced via the interview process.

Seventy-five percent of candidates will consider an employer brand before applying. “Sixty-percent of jobseekers said that research about a company was very or extremely influential in their decision to apply for a position” iCIMS found. And, in the same study, “94 percent percent of jobseekers are more likely to apply to a job if the employer actively manages their employer brand online.”

My belief is that Instagram is a research tool and conversion enabler vs. a hard selling conversion source (thus the data challenge).

Below is some grammunition to help you close the deal on launching an IG careers feed for your organization.

  1. Humans are visual creatures — We naturally process visual information in a more comprehensive and efficient fashion than text. Science has got your back on this one. Did you know that the human brain can process images in as little as 13 milliseconds? Give prospective talent more content to consume than simply review sites. Instagram creates a clutter-free visual storytelling experience that can be both efficient and memorable. And for a more inclusive experience, Instagram has also announced that it is committed to creating a more accessible platform for the visually impaired via automatic alternative text (alt text) functionality.
  2. It’s human and credible — Ditch the perfectly edited stock images and ignite employee pride. Capture real employees in action. Or, better yet, collect employee-generated content to help share your epic story. This can be done by way of social ambassadors who understand the broader content vision and are trained to capture the employee experience. From there, they can be granted posting access. Or for a “safer” process, route all content to a centralized curation team who can caption and schedule content to ensure it is both “on brand” and optimized for engagement. Use fun filters and animation features to humanize any piece of content and show your playful side.
  3. It’s community oriented — In a time when globalized and distributed work is commonplace, create a sense of unity and belonging online. Instagram creates a sense of community both within the career feed and also among a broader business eco-system. From rallying around important causes via compelling visual content and hashtags, to inviting others to share their perspectives and support, Instagram can be a very feel-good digital destination for employees and candidates alike.
  4. You can archive content and create video/image reels — Creating professional video content is expensive and credibility can be questionable if overly produced. Authenticity is where it’s at. With Instagram highlight buttons, organizations can create free video/image reels and categorize them to highlight their employee value proposition pillars (for example: one highlight focused on innovation, another on corporate social responsibility, recognition, etc.). Use content that is raw and fosters trust.
  5. It’s global — Instagram is a global phenomenon. Unify your global workforce by speaking a visual language. Captions can be translated according to the user’s settings and preferences. Use the highlight buttons to categorize content according to region and voila .. free video/image reels that don’t exclude more remote parts of the world (for example: one highlight featuring the Tokyo office, another for New York, Toronto, etc.).
  6. There is discoverability — Instagram has great discoverability features helping organizations reach new audiences via geo-location tagging and building hashtag sets. You can follow hashtags and join the conversation.

For the data stalkers, expect your follower-ship to be largely employees both current and former. While you may get some candidate followers, unless you are Google, chances are that candidates will lurk more than follow.

Instagram is great for top-of-the-funnel awareness building and as well as a lower funnel conversion enabler. It can help talent learn more about your organization, inspiring them to sign on the dotted line.  As such, make sure your content is being consumed via impressions and worry less of about follower-ship numbers. Put yourself in a candidate’s shoes. You would likely be creeping all over a company you are interviewing with but may not hit the follow button for fear they may check out your feed. Candidates love social stalking anonymity. Ask any of your new hires what content they looked at and if they followed or subscribed prior to being an employee … mic drop!

billion monthly active users can’t be wrong. Peel back the curtain and show your raw and real selves. From casual lunch outings to odd desk collections, the name of the game is “document, don’t create” a la Gary Vaynerchuk. Unite your existing workforce while magnetizing others to join the journey with the gram. Now back to some serious Kardashian scrolling.

 

This article was originally published on ere.net and can be found here

We work with employers who are ready to stand out in the war for talent and turn their company from “best kept secret” to “talent hot spot“. And the best part is, we make it feel easy on you as a busy HR professional, not to mention easy on your recruiting budget! We have put together a FREE employer branding webinar to help you rock the talent world! Click here to access it. 

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

Recruitment and employer brand training

Image of Powerhouse Talent -employer branding, culture and talent attraction Culture

A Day at a Taco Bell Hiring Party

The Unexpected Humanity of a Taco Bell Hiring Party

A lot can be surmised about a party in the Manhattan neighborhood of Hell’s Kitchen: There will be a mix of finance bros and the lifestyle bloggers who date them, tourists adventurous enough to head west of Times Square, young clubgoers whose fake IDs were turned away at Marquee.

 

We work with employers who are ready to stand out in the war for talent and turn their company from “best kept secret” to “talent hot spot“. And the best part is, we make it feel easy on you as a busy HR professional, not to mention easy on your recruiting budget! We have put together a FREE employer branding webinar to help you rock the talent world! Click here to access it. 

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

Recruitment and employer brand training

Image of Powerhouse Talent -employer branding, culture and talent attraction Employer Branding

The Role Of AI In Talent Acquisition

The Role Of AI And Machine Learning In Talent Acquisition

We have the ability to create systems that include the best of human experience and AI capabilities. We can use the efficiency of AI and machine learning to give our recruiters the bandwidth they need to turn candidates into hires.

Ready to learn more? Check out our employer branding and talent attraction courses and coaching programs here.

SMB recruitment hiring Employer Branding

How To Recruit And Compete As A SMB

You’ve heard it all before. There is a war for talent and it’s not getting any easier to fill those critical roles that are fundamental to your organization’s success. If you are like most SMBs, you may be asking yourself how you can compete with the big guys. Come hither friends because we have put together seven steps to help small business attract big talent!

1.Own who you are – This is not a time for “fake it till you make it”. You have a unique value proposition and it’s time to discover who you are as an employer and share that uniqueness with the world. Before commencing a recruitment journey, self-reflection is a great starting point.

 

You may wish to formalize this self-reflection and analysis in the form of an Employee Value Proposition (EVP). To learn more EVPs, click here. Regardless of how deep you wish to go with the process, you can’t attract others to your mission if you don’t know who you are first.

 

2.Design an end to end recruitment process – Now that you’ve uncovered your “secret sauce”, it’s time to build a candidate journey that delivers a remarkable candidate experience while optimizing the journey for efficiency.

Time kills deals! This is as true in recruitment as it is in sales. This is not about how quickly you can hire a body. This is about process excellence and allowing quality candidates to effectively navigate the journey with ease.

 

Not a DIYer? No worries, check out our recruiter training and blueprint…The Powerhouse Process. Still got the DIYer bug? We love that! Keep reading.

 

3.Train your hiring leaders– Your hiring leaders will shape the journey so we best be skilling them up to deliver a first rate experience. Train your hiring leaders on the overall process, what to ask in the interview and what not to ask. Help them see the bigger talent brand picture. Knowledge is power so enrich their skill-set with tools and education to help them rock the recruitment process.

 

4.Clearly define your needs upfront– Now that you have the process down, it’s time to consider the needs of the current vacancy. Many hiring leaders fail to spend the time to consider the true business need, not a wish list or a generic list of skills. What are the REAL requirements based on the actual accountabilities for the role? What skill-set would one need to have in order to perform the role? Next, articulate those needs in a manner that highlights your EVP or the “why” around your organization.

 

5.Select the right channels for advertising – Consider your ideal candidate and ask yourself where might they be spending their time. Select ideal channels and monitor your progress. If a channel is not producing the ideal results, optimize the posting further or select a new channel. Regular monitoring will allow for process speed and ease.

 

Better yet, consider programmatic job advertising where you only pay per applicant and roles are distributed across numerous channels. We’ve partner with a leader in programmatic advertising and can support you through this process. Hit us up here.

 

6.Add personal touches along the way – Once your have shortlisted candidates and have started the journey, make it special! This is where a SMB can shine!!! Many large organizations lose prospective talent by being plagued with impersonal and generic candidate experiences. The interview process is a time for authentic relationship building, not a tick box exercise.

 

Block multiple interviews into one day to help candidates have an easier time attending. Switch up the interview venues throughout the day by moving from meeting room to employee lounge to local coffee shop. Help candidates envision themselves working there, walking the neighbourhood, feeling out the employee experience. This alone is game changing!

 

7.Close out the process with a killer onboarding process– Knock it out of the park with an outstanding onboarding process. This doesn’t need to mean endless curriculum building. This is all about helping talent build a strong internal network quickly, communicating the excitement of their arrival to the team in advance, and planning for a special first week. Double down on people related activities and have a simple checklist to get the routine tasks organized such as technology ordering.

 

Well there you have it! As an SMB, you have a unique opportunity to humanize the recruitment process like no other. It all comes down to strategy, process excellence, and hiring leader development.

Ready to learn more? Check out our courses and coaching programs here.

Image of Powerhouse Talent -employer branding, culture and talent attraction Employer Branding

Home Depot is embarking on a massive hiring spree…

Home Depot is embarking on a massive hiring spree as retail’s war for talent rages on

A Home Depot spokesperson told Business Insider that the company is well on its way to hiring 80,000 associates “to staff our stores for our busiest selling season.” The company is looking to fill both permanent and seasonal part-time jobs.

Need help attracting talent to your organization? We have employer branding solutions for companies for all sizes and budgets. Hit us up here.

Join our journey on instagram.

Image of Powerhouse Talent -employer branding, culture and talent attraction Employer Branding

Innovation In Recruitment: “Siri, Find Me A Job”

Innovation In Recruitment: “Siri, Find Me A Job”

Leonardo da Vinci wrote the first CV in the 15th century when he applied for a job to the Duke of Milan. There hasn’t been much change in the recruitment industry in the intervening 500-plus years.

Need help getting started with employer branding? Check out our FREE Getting Started With Employer Branding Guide. Click here and don’t get left behind!

Image of Powerhouse Talent -employer branding, culture and talent attraction Culture

How Heineken is ‘rejuvenating’ its employer branding strategy

Awareness, engagement, pride: How Heineken is ‘rejuvenating’ its employer branding strategy

Heineken is “rejuvenating” its employer branding campaign ‘Go Places’ with a new focus on showcasing employee stories and driving awareness and engagement. The campaign, which launches this week, features the stories of 33 Heineken employees, from Carlos who heads up Heineken’s ecommerce business The Sub to Marcel trying to sell cider into the competitive South African market.

 

Need help getting started with employer branding? Check out our FREE Getting Started With Employer Branding Guide. Click here and don’t get left behind!

Image of Powerhouse Talent -employer branding, culture and talent attraction Culture

The Employee Value Proposition (EVP) and global mobility: a…

The Employee Value Proposition and global mobility: a tool in the war for talent? | Magazine | Relocate magazine

The “war on talent” is mostly due to a shortage of skilled labour. How can the Employee Value Proposition help employers attract and retain talent, especially in the world of international assignments and global mobility? This article is taken from the latest issue of Relocate magazine.

Need a hand crafting your EVP? Hit us up!