Grow your Employer Brand From the Inside

Planning, developing and implementing Employer Branding strategy is not an easy task. Here, we have defined 5 steps to follow when implementing your Employer Branding strategy.

Employer Branding is a key component of every successful Talent Acquisition strategy. Having clearly defined Employer Brand can help you find the right job candidates, attract, engage and hire them.

In this world of “War for Talent”, well-planned Employer Branding strategy can be a huge competitive advantage that sets you apart from their competitors.

5 steps for implementing a successful Employer Branding strategy

Step 1: Define your Employer Branding goals

Think about what do you want to achieve with your Employer Branding strategy. Some of the common Employer Branding goals include:

  • Get more job applicants
  • Get more high-quality candidates
  • Increase online engagement
  • Increase candidate engagement
  • Increase Employer Brand awareness
  • Build trust with current candidates
  • Get more career site visitors
  • Get more applicant from social media
  • Increase referral rates
  • Increase offer-acceptance rate

Step 2: Identify your Candidate Persona

Defining your candidate persona is a crucial step here. Without knowing who your perfect candidate is, you won’t be able to send targeted messages to the candidates that you want to attract.

Here is a cheat sheet for defining a candidate persona!

Step 3: Define your Employee Value Proposition

Do you know why your current have chosen you? Do you know why do they stay? Do you know what do they like most about you as an employer? These are all the questions you need to answer in order to set up a successful Employer Branding strategy. Answers to these questions best explain your Employee Value Proposition. Your EVP is the message you will target your candidate persona with.

These are the main 5 blocks of every employee value proposition:

Compensation: Salary Satisfaction, Compensation System Satisfaction, Raises and Promotions, Timeliness, Fairness, Evaluation System

Benefits: Time Off, Holidays, Insurance, Satisfaction with the System, Education, Flexibility, Family

Career: Ability and Chance to Progress and Develop, Stability, Trainings at Work, Career Development, Evaluation and Feedback

Work Environment: Recognition, Autonomy, Personal Achievements, Work-Life Balance, Challenges, Understanding of One’s Roles and Responsibilities

Culture: Understanding of Firm’s Goals and Plans, Colleagues, Leaders and Managers, Support, Collaboration and Team Spirit, Trust, Social Responsibility

Step 4: Define the channels to promote your Employer Brand

There are around 5 major touchpoints with candidates before they get hires. They are points of, thus called, candidate journey. Many of these touchpoints are also channels for promoting your Employer Brand.

Methods and Channels for promoting Employer Brand:

Social Networks, Career Site, Current Employees, Candidate Relationship Management, Candidate Interview Experience

Step 5: Measure your Employer Branding success

Based on the goals that you set up in the first step, you should measure the success of your Employer Branding strategy. Data-driven recruiting, however, is impossible without the right recruiting tools! Today, there are many HR tech solutions that help companies excel their Employer Branding strategies

Pros and Cons of Working for a Startup Company

Salary and benefits, job security, and work-life balance are top of the list for most job seekers. Career growth and strong leadership matter too. Generational trends reveal different priorities. Career performance is paramount for Gen X workers. Company culture, growth potential, and work-life balance are important for Millennials/Gen Y. They also thrive at startups.

If you’re entering the job market or making a career change, the startup field can be intimidating, even foreign. Here’s why you may or may not want to work for them.

The Good

It’s a unique experience: It’s not always gaming rooms and skateboarding in the hallways, but startups know how to pull off a favourable work environment. Creativity and innovation grow the business, so a stimulating workspace is crucial.

You learn a lot: Startups place loads of responsibility for their employees. They’ll hire you because of your skills, but founders expect much more. You help with everything at a startup. Often, it’s work outside your job description, so opportunities for learning and growth abound. Founders and employees work together; there’s no middle management, so you learn from the best.

Employees work without supervision: They make smart decisions and take responsibility for the consequences. The chance to steer progress motivates them to perform well.

You can innovate: Startups need to grow fast. If they can’t keep up in the fast lane, they’ll crash out. Employees have the license to show off their brilliance. They deliver results with fresh designs and new concepts that capture consumer interest.

There’s pressure to break new ground, but dynamic energy drives progress at startups. Pride in growing the company and sharing in its ups and downs creates a tight-knit team.

The perks: Money isn’t one, but plenty of other perks keep employees happy:

  • flexible working hours
  • working from home
  • shorter work weeks
  • a casual atmosphere
  • gym and other health facilities
  • employee discounts and free services
  • free food (and sometimes drinks!)
Job satisfaction: Employees share in the birth, growth, and success of the company. That’s why it’s an attractive career path for this generation. They want to belong to something special. When the company does well, they can be proud of their contributions.

The Not-So-Good

The workload is heavy: Expect to work long hours, with few holidays and vacations. Startups must capitalize on trends quickly, and early growth is vital. Employees work around the clock to make this happen, so stress and burnout are possible.

Job stability/security: You’ll love your job, but you may not keep it long. Research suggests that over 90% of startups fail within their first three years! Tech startups, in particular, face the threat of technological advancements and new inventions wiping out their business.

Startup founders have a brilliant idea and secure enough seed money to start a venture. But that doesn’t make them experienced leaders. A lack of strong mentors affects job stability.

You don’t earn much: Investors don’t dangle a huge salary in front of aspiring entrepreneurs. They pump funds into operating costs, product development, and growing a customer base. In most cases, salaries are lower with startups than with traditional companies.

What social life?: You might have fun at the office, but you work hard too. Employees work under extreme pressure to avoid losses, so don’t count on having much of social life. Work-life balance is tough, and exhaustive hours at the office can take a toll.

Startups fight to survive even when they reach great heights and are more established. Technology changes fast, competition is fierce, and small missteps can have big repercussions. That’s why many startups struggle after going public.

Ask questions in an interview that clarify expectations. You can find a job with a startup through SapienHR. Call us for a free consultation.

Original Source: Thebalancecareers

Persistence Pays Off

Recruitment can get a bad rep, but it also has many redeeming qualities that keep someone there. You work with so many exciting organizations to find amazing talent and would also be helping people to find jobs — so why would you ever get a bad rep, since you’re doing an amazing work!  You will have many memorable stories involving people who have been struggling with their job search, or companies that desperately need someone quickly. That’s where you guys come in.

Of course, there is always room for improvement

How can you ensure that you get the right candidates answering you? You need to be persistent. You need to push back. But there’s a fine line between being tough in defense of what’s right and being too harsh, which is something you’d struggle with constantly. Finding the line between helpful and pushy is the key to success; you need to know when to push candidates to take risks and when to back down. In order to do this, you need to truly know your candidates — and your clients.

You will sometime find it difficult to be persistent with people and will find a way to get over that feeling, but still question, how many times are you allowed to reach out to someone? Some ways that you could overcome these concerns are by doing extensive research on each person’s background to ensure you’re bringing something valuable to the table. You should also realize that in those 10 + calls a day from different recruiters, you have done the best job finding something relevant and appealing to them. You have taken the time to research their backgrounds, interests, and projects they have done. In the end, they appreciate your call (even if they are not looking!) and that’s how you build a relationship. While it’s not an easy job, it is rewarding. As said, why would you ever get a bad rep, you’re doing amazing work!

So how many times IS too many to follow up? If you can connect with someone, being persistent is easy. You consistently follow up with people 4–5 times, in an effort to make that connection. Persistence, not pushy. There is a fine, but very important, line between the two.

Being in recruitment, being persistent, following up, and pushing back is a vital part of being a good salesperson — as long as you’re doing it in the right way.

Technology & The Recruiting Game

Today, technology isn’t just something everyone is using to get work done and to stay connected, it’s also impacting how employers recruit great talent and how great talent finds the right employer. While the principles of a well-written job posting to attract talent remain relatively constant, recruiting has rapidly changed the distribution model and has brought new, more powerful technological tools to the table for employers.

The job market of today bears little resemblance to their previous avatars. Millennials have a totally different way of connecting with one another than the generations before them had. Technology has evolved, and most people now rely on the Internet — including social networks — to find friends, jobs, and pretty much everything else.

Where once employers used to hold all the control, candidates are increasingly calling the shots.

So, what does this mean for the world of recruiting in the years to come? There will be a plethora of new channels through which to find that next job (if you’re a candidate) and that next candidate (if you’re a recruiter).

Social Media is Still the King

According to the studies, 29 percent of job seekers use social media as their primary tool for job searching and 93 percent of recruiters use or plan to use social media to support their recruiting efforts. Social networks are no doubt great tools for connecting with prospective candidates. It allows job seekers to interact directly with potential employers, read reviews and really see what a company is like before accepting a job there. Millennials have grown up using social networks and technology and savvy recruiters who understand how to connect with this age group in the places where they’re already hanging out will definitely have the advantage.

 Embracing Big Data & Analytics

Until recently, descriptive data analytics failed to provide recruiters with information that provides actionable insights for proactive hiring strategies. The use of social networks has opened up a much wider talent pool for recruiters to draw from, but the time it takes to do that research could end up taking hiring managers away from their most important task: actually hiring. It is not that easy to manually sort through a lot of profiles and social network data. These information will increasingly get the “big data treatment” so recruiters can quickly and easily locate the best people for the job. Big data is the opposite of yesteryear’s performance analytics and will use predictive analytics to help the recruitment team build and manage a pipeline of qualified candidates, do job-matching etc etc and once candidates become employees, the tools can be used to predict the churn, employee longevity and finally to work on retention strategies.

It’s a man-plus-machine approach to big data.

Information & Communication Technology (ICT) Impact

Across the globe, we are seeing a transformation of the world of work, thanks to information and communication technologies. Many employees have grown to see the traditional office as choking and to carry out their job, all the average employee needs is a computer. So, why commute to work, spend hours in an office, and then commute home when you have everything you need to do your job right in your house? ICTs are enabling new, more flexible forms of employment and work and technologies like smartphones, social media, and advanced chat clients give employers the opportunity to widen their talent pools.

Mobile- First Strategy

These days, more and more job seekers are carrying out their job searches on smartphones and tablets as its more of a convenience. In the coming years, we can expect the amount of mobile activity to increase. At the very least, the company career page should be optimized for the mobile experience. This allows you to reach engaging and dynamic passive candidates much more easily and provides a great impression of your brand. Moreover, this could also be extended towards interview scheduling and communications. The hiring process should also be optimized for recruiters to make their tasks easier.

Conclusion

While digital tools will never fully replace the human instinct necessary for identifying the right candidates, an ability to stay on top of technological trends could be a recruiter’s biggest advantage going forward.