Goldman Sachs wants to become the Google of Wall Street — and it’s taking a recruiting tip from the tech giant
http://www.businessinsider.com/goldman-sachs-careers-recruiting-2017-11
http://www.businessinsider.com/goldman-sachs-careers-recruiting-2017-11
A long time ago in a job market far, far away, the candidate pool was plentiful, job seekers eagerly awaited the calls of search professionals, and there was greater balance in the universe. Fast forward to today’s war for talent and you will find many disciplines suffering massive global shortfalls of qualified professionals. Information security is one extreme example of the talent imbalance that exists in today’s marketplace. This specific skillset is expected to experience a global shortfall of approximately two million professionals by 2019 (UK House of Lords Digital Skills Committee).
What does that have to do with your careers site? Many employers are not reaping the benefits of this prime storytelling medium (their careers site). Some may integrate an applicant tracking system (ATS), post some generic copy, stock photos, and call it a day. The problem with this approach is what should be a powerful branding tool has left no impression on the job seeker. With no distinct visual identification, candidates will struggle to recall what generic stock photo they were looking at. There was an opportunity to impact every stage in the recruitment funnel, however this opportunity was sadly missed.
A great test to see if your site has limited distinctiveness, thus poor brand recall, is swapping out your logo for a competitor. Could you interchange logos with ease? If so, your site lacks personality and an identity of its own.
There are TALENT WARS out there. Your careers site can be your lightsaber, your most powerful and trusted tool.
Need help designing an EPIC career site? Let us be your Yoda. Hit us up at Powerhouse Talent Inc. www.powerhousetalent.ca
May the force be with you…
How To Build An Epic Careers Site Read More »
https://www.ere.net/we-asked-145-companies-about-their-referral-programs-heres-what-we-learned/
We Asked 145 Companies About Their Referral Programs. Here’s What We Learned Read More »
https://www.inc.com/shawn-murphy/want-to-achieve-superior-business-results-focus-on-experience-of-work.html
Want to Achieve Superior Business Results? Focus on the Experience of Work Read More »
https://www.forbes.com/sites/quora/2017/10/10/millennials-are-requesting-these-workplace-changes-to-thrive/#51ff3f6c50be
Millennials Are Requesting These Workplace Changes To Thrive 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 »
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
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