https://www.ere.net/lets-take-a-good-look-at-the-3-things-that-make-a-strong-recruiting-culture/
Let’s Take a Good Look at the 3 Things That Make a Strong Recruiting Culture Read More »
http://www.hrdive.com/news/damage-control-recruiting-talent-when-your-brand-has-been-tarnished/503973/
Damage control: Recruiting talent when your brand has been tarnished Read More »
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!
The Difference Between An EVP And An Employer Brand Read More »
https://www.glassdoor.com/employers/blog/4-ways-to-lead-with-mission-and-purpose-to-attract-informed-candidates/
4 Ways to Lead with Mission and Purpose to Attract Informed Candidates Read More »
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 »
https://www.inc.com/justin-bariso/this-email-from-elon-musk-to-tesla-employees-descr.html
What Great Communication Looks Like According to Elon Musk 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.
The Three Cs To An Enhanced Candidate Journey Read More »
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?
Once you’ve built a compelling squeeze or landing page that is attracting passive talent to your content 24 hours a day, and have captured the emails of the viewers via a voluntary opt-in, you’ve now moved into list nurturing mode.
The goal of this exercise is to help the audience or “list” know, like, and trust you and your organization.
We are not asking for one’s hand in marriage here. We are wooing.
Full article can be found on ERE.
How to Achieve List Bliss (When Building Thriving Talent Communities) Read More »
https://www.forbes.com/sites/forbescoachescouncil/2017/08/11/ai-and-the-reinvention-of-recruiting/#3e25a6211225
AI And The Reinvention Of Recruiting Read More »
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.
