How to Fast Forward your Employee’s Career

Your employees’ professional growth doesn’t happen overnight. Developing people’s skills needs investment of thought, time and love in order to create meaningful change. Ideally a manager becomes a mentor. They provide guidance and coaching to evolve employee skill-sets, knowledge and confidence. With managers acting as the catalyst for progression, we’ve pinpointed five ways to effectively advance your employee’s career path.

Align your business goals

When you’re working closely with your employees, don’t forget to feed back the “bigger picture” to them. You can coach people in leadership qualities all day long but it’s pointless if you’re not communicating why. Employees motivation to excel can diminish if they don’t feel valued or believe they can create an impact for the company. Realistically, how empowered would your employees feel if they’re given the freedom to make smart, informed decisions however they still need to run their ideas by you before making moves? Communicate the objectives and company goals before anything else, and provide freedom for them to actually reach these.

Create a career development plan

Having conversations around career progressions is the first step in gauging employee development, but it’s important to follow up with implementing achievable objectives. This encourages employees to formulate their goals so they can actively execute them. Create a space where you can collaborate openly on short-term and long-term career goals and most importantly how these can be achieved. If you’re not sure where role progression can evolve, check out Search Party’s Career Path Tool to see all possible options.

Articulate expectations

Objectives and Key Results (OKR) is a popular technique to setting and communicating goals and results in organisations. The main purpose for OKRs is to connect the company, team and individual’s personal objectives to measurable results, ensuring everyone is moving in the right direction. The structure is fairly straightforward.

  • Define 3-5 key objectives on company, team or personal levels. These must be qualitative, ambitious and time bound.
  • Under each objective, define 3-4 measurable results based on growth performance, revenue or engagement.

When OKRs are a place and remain transparent across all teams, employees have complete clarity of knowing what’s expected of them and have something to work towards. Defining these can take into account career progressions or onboarding new responsibilities or projects and when you’re able to measure you’re also able to mentor. No wonder OKR’s are loved by tech giants like Google, Twitter, and Oracle. It’s a proven process that genuinely works.

Actively identify new opportunities within the organisation

When employees begin to seek new experiences or want to build their portfolio of skill-sets, 9 times out of 10 they’ll leave their current organisation rather than take on a new role in a different area within their current company. And it’s no surprise that losing talent and re-training new starters is timely and costly for managers. However this behaviour can be avoided if there is real encouragement and facilitation of internal transfers. Speak with the individual about what skills they would like to gain or areas they wish to excel in and then identify all possible new opportunities and paths they can explore within the organisation. Mentors are those who can look beyond their own areas or personal needs for growth opportunities, even if it means they’re losing a great asset.

Encourage developmental assignments

Developmental assignments come from the opportunity to initiate something new that an employee takes the majority of the reigns with. Internal projects, new product lines or championing a change such as adopting new technology or a restructure in workflows are all great ways to allow employees to step outside of their comfort zones. These kind of initiatives are the gateway into harbouring new skill-sets and embracing areas not usual to their daily tasks. Enabling employees to lead or manage side projects or totally new initiatives are the stepping stones into project management fields and opens a huge number of doors into other leadership roles.

Although most CEOs understand the importance of employee development, the sad truth is that they don’t devote the necessary time into excelling them into greater things. But the proof really is in the pudding. The more effort you put into developing employees, the higher the employee retention, productivity, engagement, turnover…the list goes on!

If you’re unsure as to where career progression can take you or your employees, Search Party have developed a nifty Career Path Tool. Simply type in your current role, and see how careers of people who’ve been in your shoes developed. Or, type in your dream job and see which paths can take you there. Check it out and let us know what you think!


Originally published by Search Party on 29 August 2016.

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What do Best Job Ads Have in Common?

What are the characteristics of attention-grabbing, engaging job posts that turn candidates into applicants?

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What makes a great job ad?

What makes a great job ad, the one that stands out from all the rest?

How to make a job ad that differentiates your job offer from million of similar ones competing for your ideal candidates’ attention?

How to write a great job ad?

First of all, all great job ads start with a clear and detailed job description. In a hands of an HR professional who understands recruitment marketing and who has learned to like a marketer, ordinary, boring job description turn into an amazing job ad.

We recently analyzed the best job ads examples posted by companies like Disney, IBM, IKEA, Hubspot, Marriott, etc. This is what we found out:

Follow these job advertising best practices tips if you want to create a job ad that will stand out:

1. Go visual

Use photos and videos in your job ads. Turn your boring text job ad into a stunning infographic or even a video! According to Career Builder, job ads with videos have a 34% greater application rate.

2. Get personal

Share your current employees’ testimonials. Let your current employees tell a story about your company and the role you are looking to fill! According to Edelman Trust Barometer, employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company.

3. Be candidate-centric and friendly

Focus on your candidates, not your company’s needs. Describe your hiring process and make it easy for your candidates to apply. According to CareerBuilder, 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity.

4. Sell the job

Highlight your employee value proposition. Don’t be shy! Flaunt all the “best place to work” awards your company received and highlight your perks and benefits.

5. Be creative

Get creative and think outside the box! For example, don’t be afraid of using humor in your job ad. Also, think of the ways you can gamify your job ad. Can you turn it into a contest or a game?

Conclusion

If you want to create a job ad that will stand out follow the above job advertising best practices tips.

Bonus tip

Once you’ve written your job ad, you can post your job ad to multiple job boards for free – with just one click!

Real-life Employer Branding Ideas

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Employer Branding ideas are essential for building a strong and attractive employer brand. Many firms have started investing more in their employer branding strategy so I decided write about some real-life employer branding ideas and strategies. HubSpot and Facebook have mastered their employer branding and recruitment marketing efforts, and here is how!

Why is employer branding important?

The concept of employer branding has become one of the most popular topics in the world of Talent Acquisition. Demand for talent is getting bigger, and supply is getting smaller every day. Naturally, the market is suffering from a big talent shortage, which has resulted in the “War for Talent”.

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Because all the changes in the HR and tech industries, the way we recruit has changed. Still, many companies are still sitting steal thinking that there is nothing to be done to attract talent.

Wrong!

Employer branding ideas and methods

To make employer branding as a recruiting strategy clearer, I decided to give you some real-life examples and ideas from the industry leaders. Use these brilliant employer branding ideas, and try them out in your own recruiting strategies.

Employer branding through social media

Social Media is a simple, fast and affordable way to target the right people and spread the word out. Similarly to product and service marketing efforts, social media can be used in Employer Branding and Recruitment Marketing strategies.

HubSpot on Instagram

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This is Hubspot’s post that grabbed people’s attention just a few hours after it was posted. Why is this post so special? Why is it considered a part of their Employer Branding and Recruitment Marketing strategy?

First of all, right below the business name, there is a tag line “My Happy Place” that immediately sends a positive message about the workplace. If you read what the post is about, you will find out that it is all about making their employees feel better.

Looking at their hashtags, you can see that they really made sure that this post gets to the right people- sales people and marketers. Finally, they encourage other candidates to engage and give them tips for staying motivated. In just one post, HubSpot used some of the best recruitment marketing strategies.

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Look at this post!

I know that not all of you have games and beer at work! However, many modern workplaces encourage fun times and games at work.

Even though you may not offer the same thing, I believe, and hope that, there is something your employees love doing besides sitting at the table and working. If so, capture the moment and share it on social media. Don’t forget to encourage your employees to do the same. They are your best brand ambassadors.

When promoting on social media, it is important to know who your candidate persona is. This way, you can make vetz targeted messages towards your ideal candidates.

Need help defining your ideal candidate, here is our guide to define a candidate persona.

Employer branding through Glassdoor

Websites such as Glassdoor are a great source of information about employers from all over the world. People go there to learn more about companies, their cultures, pay, positions, job descriptions, and most importantly, current employees’ opinions and reviews.

If you are struggling to find the right candidates, get a listing on websites such as Glassdoor and encourage your employees to write about you. At the end of the day, your current employees are your best brand advocates!

To understand the importantce of employer branding on Glassdoor, let me share a few stats from surveys done by Glassdoor and Allegis Group:

  • 69% are likely to apply to a job if the employer actively manages its employer brand (e.g., responds to reviews, updates their profile, shares updates on the culture and work environment). -Glassdoor
  • 76% want details on what makes the company an attractive place to work. -Glassdoor
  • Top five pieces of information job seekers want employers to provide as they research where to work: 1) Salary/compensation, 2) Benefits, 3) Basic company information, 4) What makes it an attractive place to work, 5) Company mission, vision, values. -Glassdoor
  • 69% would not take a job with a company that had a bad reputation, even if they were unemployed! -Allegis Group Services Study
  • 84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation. And most in $75-100K salary range would only require a 1-10% salary increase to consider such a move -Allegis Group Services Study
  • 84% of companies believe a clearly defined strategy is key to achieving employer branding objectives -Employer Brand International Global Research Study

Facebook on Glassdoor

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What is great about this job ad is that candidates can find tons of useful information about the company and position. This is one of their current employee’s testimonials. It is completely transparent. This is important because, to find the perfect job candidate, both pros and cons should be disclosed.

This particular employee says: “If you don’t like data, don’t come here!” If you are looking for a perfect match for your company and job opening, let the candidates know what would make them your candidate persona.

Employer branding through referrals

When looking for good employer branding and recruitment marketing ideas, always start with your own employees. Employee referrals are structured programs in which companies use existing employees’ talent networks.  

Research has proved many times that employee referral programs help improve many recruiting KPIs.

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But why is a referral program considered employer branding and recruitment marketing method?

The answer is simple- they strengthen your employer brand and reputation. When your employee wants to recommend someone for an open position, they talk to those candidates first. Trust me, these are mostly nice words about you as an employer and your Employee Value Proposition.

On their ‘Refer a Dev‘ webpage, HubSpot explains how much they love and need awesome software developers. If you refer such a developer to them, and HubSpot ends up hiring them, you’ll be rewarded with a paycheck or some other type of referral bonuses.

Already have a referral program? Check out these referral reward ideas!

Employer branding through inbound recruiting

Inbound recruiting is one of the newest HR strategies used to attract talented people. The main purpose of an inbound recruiting strategy is to, through relevant and useful content, get to the people that would best fit your company’s jobs and culture.

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Inbound strategy is a long-term solution for filling hard-to-fill roles. In the example below, you can see a blog post of an interview with 3 data scientists at Facebook. This blog is posted in Facebook’s career site, and it talks about their personal experiences as data scientists at Facebook.

Do you have interesting projects your company is working on? If so, these are likely to attract passionate and motivated people who want to grow their careers. You just have to have a strategic way to communicate your story with them.

Employer branding through career site

Your career page isn’t just a place to post your jobs – it is a place to attract high-quality applicants and sell them your job opportunities.

Candidates don’t apply immediately after hearing about a job. Instead, 59% look up the company’s website. Sixty six percent want to know about your company’s culture and values, 54% about perks and benefits, and 50% about mission and vision. -2016 Global Talent Trends

Check out Facebook’s career site.

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Do you see how their career site is used to attract ambitious people who want to make a difference? They really make their site a goldmine of meaningful content attractive to many job seekers.

Here are some more ideas for career site optimization.

Employer branding through video advertising

As video is the best way for delivering messages in marketing, it is now also widely used in recruitment marketing. Social media and internet users are just more likely to watch videos than read. Use video to record employee testimonials, and put them on your career site.

Make a video of your workplace, and share it on social media. Include videos on your job ads and on job boards. Since Google likes videos, these will reach much more audience than images and plain text.

I know this post is about Facebook and HubSpot, but I had to include this video from Dropbox!

Employer branding through job descriptions

There are no words to explain how important your job descriptions are for attracting high-quality job applicants. The goal of every job description is to mirror your candidate personas’ dream jobs, cultures and workplaces.

Same as you want to attract people with best fit, candidates want to find their perfect jobs. Explaining your company culture, EVP should be part of every job description. Precise requirement, duties, skills and characteristics should be listed.

Before writing a job description, do a research on which keywords people are using when looking for job opportunities. Use these keywords and include them in your job descriptions as Google will award you for that by ranking you higher on job search results.

To save time, we have made some editable job description templates for you.

Employer branding through talent community and recruiting events

Another great way for building your talent pool with high-quality job candidates is through talent community and recruiting events. Many employers have found this one of the best ways for finding people with the perfect match for their companies.

In a recent conversation with a few HR managers from fast growing companies, I found out about a few interesting ways to organize talent community events.

If you, for example, struggle to hire people with certain IT skills, think about creating a workshop where your IT professionals will educate students or anyone else interested in this area. Share your event on social media platforms, your career sites, do some paid advertising to increase your ad impressions and do a highly-targeted campaign.

HubSpot has a great strategy for building their talent community. For example, they have live online webinars about New Hire Training at HubSpot. Anyone can join the live event, and learn about how does the onboarding and training look at HubSpot. They are well known for having great training programs, and this is what attracts people.

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Talent communities and events are great ways to meet people interested in your company. This way you can find out about their skills, personalities and knowledge.

Employer branding through Candidate Relationship Management

Connecting with candidates at the point when you have a new job opening is an old an inefficient recruiting strategy. Today, it is necessary to engage with talent way before that.

This is one of the most productive ways for building your talent pool with high-quality job candidates. Companies that use this approach are much more successful in reducing their time and cost per hire, improving quality of hire and reducing employee turnover rates.

Why?

Talent that ends up in your talent pool through candidate relationship management and inbound recruiting methods, are candidates with the best cultural fit. They are your ideal candidates or candidate personas.

If you have a career blog, don’t just finish there. Allow your readers to opt in to a newsletter. Share useful tips and stories from your company through targeted email campaigns. Even if they are not ready to apply yet, you have the opportunity to connect with them and convert them into applicants later.

Remember, candidates are like customers. It takes as much research and touch-point for candidates to apply as it takes for customers to purchase. You need to make sure that you are delivering an exceptional and unique experience through all these touch-points.

Using a recruitment marketing platform for employer branding

All these steps seem complicated and very time consuming. They are, if you are not using the right tools. Recruitment marketing tools such as TalentLyft can help you implement your recruitment marketing and employer branding strategies.

With tools like this, you can easily create a well optimized career site, optimize your job descriptions, streamline your referral programs, and significantly improve relationships with candidates and improve candidate experience and candidate engagement.

If you are not sure if you need a tool like this, here’s our guide for buying a recruiting tool.

HR Buzzwords or Actual Recruiting Strategies?

Buzzwords or a real thing?

HR and Talent Acquisition (TA) industries have been going through some major changes in the past few years. Following the new trends, people have come up with new terms, HR technology, expressions, as well as new TA strategies.

Some experts believe that these new terms are just buzzwords, while others believe that they have become inevitable strategies of every successful recruiting and hiring strategy.

Here is my list of some of the newly introduced HR expressions.

1. Recruitment Marketing

Recruitment Marketing is an expression used to describe methods used for communicating organization’s Employer Brand and Employee Value Proposition to attract high-quality job candidates to apply for their open positions.

Recruitment Marketing strategies are described as methods with the main goal of improving Candidate Experience and encouraging Candidate Engagement.

Many companies that follow latest trends in the world of HR technology, use features offered by Recruitment Marketing tools to better communicate their Employer Brand and Employee Value Proposition.

2. Inbound Recruiting

Inbound Recruiting is a method of creating targeted and branded content with the purpose of increasing your firm’s popularity and strengthening your Employer Brand.

Inbound Recruiting follows the famous Inbound Marketing strategy; technique for drawing customers to products and services via recruiting content marketing, social media marketing and search engine optimization.

The number one goal of every Inbound Recruiting strategy is to engage qualified candidates and convert them into job applicants to expand talent pools.

3. Candidate Relationship Management

Candidate relationship management (CRM) is a method for managing and improving relationships with current and potential future job candidates. Many companies use CRM technology to automate and ease communication process with the job seekers, encourage their engagement and improve candidate experience.

For example, some Recruitment Marketing tools offer solutions for creating engaging email campaigns to provide highly relevant, educative and interesting content in order to build stronger relationships and expand their talent pools with highly-qualified job candidates.

4. Employer Branding

Employer Branding involves all the activities and tactics used to communicate Employer Brand and Employee Value Proposition to passive and active job seekers.

In today’s “War for Talent” Employer Branding strategies are considered very important when it comes to solving one of the biggest recruiting challenges – attracting high-quality applicants.

LinkedIn’s research has shown that more than 75% of job seekers research about firm’s reputation before they apply for an open position. Companies that have weak employer brands not only have problems in attracting candidates, but also in retaining employees.

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5. Data-Driven Recruiting and HR Analytics

Data-Driven Recruiting or HR Analytics are two expressions used to demonstrate new recruiting methods in which HR Professionals make hiring decisions based on data gathered through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.

Data-driven recruiting has proven to improve some of the most important hiring metrics such as time to hire, cost to hire and quality of hire.

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Question:

If you had data available that proves that referred candidates take shortest to hire, fastest to on-board, require least money and stay longest with your company, would you still waste your money on job boards and job promotions or would you improve your Employee Referral Program?

If you are wondering which HR metrics should you be tracking, here is our checklist of most important HR metrics with tips for improvement.

So are these just buzzwords or actual recruiting trends?

Street. Animals. Birds. Doves. An image from https://www.pexels.com.

Three ways a Mobile App will Improve Staff Engagement and Your Business’ Bottom Line

A man with iPhone 6 Plus. An image from https://www.pexels.com.

The Employee: Lost in the On-Demand Economy

Why is staff turnover so high?
What can I do to improve worker retention?
How can I keep track of staff that work off-site?
Can I even do anything to improve the worker experience for hourly, on demand and/or off-site staff?

After hearing these concerns from many business owners who schedule and manage remote and hourly workers, I put together a list of core concepts and even unpack a few specific features that will improve worker engagement for event driven businesses that rely on hourly workers.

The growth of on-demand workers dramatically altered the classic employer/employee relationship. In the past, workplace relationships were built nourished by employers and employees sharing time and space. Loyalty and accountability were natural extensions of the relationship. It was not uncommon for people to hold the same job for ten years or more. In the new worker paradigm, hourly workers are assigned event based shifts by catering, hospitality, security, promotions, fashion, and staffing agencies. Event duration can be a couple of hours and event frequency can be irregular. Loyalty, communication, and accountability often suffer as collateral damage of this new worker paradigm where the employer and the employee have minimal interaction, irregular schedules and few points of contact.

Tech to the Rescue

Technology solutions can benefit business owners and workers. Software will save your business (large or small) time and money, by automating processes and providing business insights to make more informed staffing decisions. Empowering workers by providing them with a mobile technology platform will lower absenteeism, reduce churn and improve productivity.

1. Mobile Automated Scheduling Solution

Manual scheduling can be a hassle. Workers have to sift through emails, text messages, calls, and/or excel sheet and then keep track of their personal schedules for their shifts for multiple non-recurring events at different sites.

To address this pain, employers should find a mobile solution that automates much of the scheduling process. Here’s why:

  • Mobile Today’s workforce is mobile first, you have to meet workers where they are: on-the-go and on their phones.
  • Retention If a comparable alternate employer offers an easier process for scheduling, onboarding, and keeping track of events – it will be more difficult to retain good talent.
  • Control Offering on-demand workers the option to accept and decline shifts to comply with their scheduling needs, offers hourly workers more control over their upcoming schedules.
  • Convenience Providing a platform and dashboard where the booking requests and confirmed gigs can be easily accessed removes much of the burden of scheduling from hourly workers.
  • Reminders Being able to easily schedule events to a mobile calendar and set reminders can reduce absenteeism.

2. Improved Communication

Workers that work hourly shifts can find it hard to keep track of their employer, manager and/or team. Working one-off events with different teams makes it difficult to feel connected.

Even in a scenario where it is hard to feel connected, if you choose the right platform, a mobile app will improve communication between workers and management and benefit all parties. Here’s how:

  • Familarity Managers that have access to staff profiles + photos can help develop familiarity enjoyed by people who have worked together for longer periods and improves managers’ ability to create a more pleasant team environment.
  • Teams Having an easy way to connect with fellow workers and managers helps teams build emotional connections, trust, and respect. Stronger teams do better work.
  • Complaints Creating a method to report issues or concern to management via a mobile app normalizes the reporting process, providing a comfortable and convenient way for workers express concerns which increase worker appreciation and loyalty.

3. Accountability

It’s easy for hourly workers that work off-site to feel removed from the business.
Giving contingent workers access to a system provides workers with a sense of accountability so they will be more likely to achieve their goals.

  • Brand Providing workers access to a dashboard, allows businesses to remind workers of their brand.
  • Accuracy Tracking time is a burden for workers and managers alike. Providing workers with a mobile solution with GPS check-in/check-out will track hours with greater accuracy.
  • Feedback Having a mobile app is a great way for businesses to ask workers for feedback allowing businesses to harness the collective ideas and feedback of staff that are on the front lines of the business. Feedback is also a great opportunity for businesses to demonstrate to workers that they value worker input and insights. When workers feel like their voice is heard, their investment in their work increases.
  • Rating Another option to increase accountability is to utilize a rating system, built into mobile a workforce management solution. Knowing managers will evaluate worker performance, gives workers incentive to improve and excel.

Adapting a mobile solution will improve team communication, satisfaction, and efficiency.

About the Author:

Omri Dekalo, Co-Founder and CEO of Ubeya

Omri Dekalo is the Co-Founder and CEO of Ubeya.

With web software for business owners and a mobile app for workers, Ubeya nails scheduling, communication and workforce management, empowering business owners and workers alike. Ubeya accommodates custom shifts for 1000s of workers in catering, staffing agencies, and other event driven businesses.

Website: https://www.ubeya.com

If you want to share this article the reference to Omri Dekalo and The HR Tech Weekly® is obligatory.

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How to Build a Strong Employer Brand Image

Employer Brand

There are many benefits to having a strong employer brand. It can decrease the cost per hire by 43%, and even decrease the likelihood that new hires will leave their new company within the first six months by 40%.

75% of job seekers say that an employer’s brand is a deciding factor when applying for a job. That’s 3 out of 4 qualified candidates that you could be missing out on because of a poor employer brand.

You could even be affecting your stock prices by up to 36%.

We looked at the impact of a negative employer brand in a recent post, but if you’re just starting out – or are changing direction – how do you build a strong employer brand?

Create a positive candidate experience

Creating a positive experience for candidates, whether they’re successful or not, improves your brand image and makes people more likely to reapply for future roles.

Creating a negative experience for candidates makes your company seem less welcoming to work for and could put off prospective candidates.

The easier and more open you make the application process, the happier candidates are likely to be. They may even advocate for you even if they’re unsuccessful!

If you create a negative experience, you may lose customers, as Virgin Media did in 2014. Thanks to a poor hiring process, they lost 7,500 customers.

More and more candidates and employees are leaving reviews on sites such as Glassdoor. Like it or not, these reviews have a significant impact on your employer brand.

As many as 52% of job applicants research a company on Glassdoor before applying for a role. If they don’t like what they see, that’s 52% of potential candidates you could miss out on.

Positive Candidate Experience

Give your employees more reasons to stay

Richard Branson once said, “Train people well enough so they can leave, treat them well enough so they don’t want to.” He went on to say: “If you look after your staff, they’ll look after your customers.”

When employees feel welcome and appreciated, they’re more productive and more likely to stick around.

One of the best ways to foster employee loyalty is to keep employees engaged. Allowing them control over their schedules, automating dull tasks and offering staff training are just some of the ways this can be done.

Offering employees perks such as flexitime, being able to work from home, or even discounted gym memberships all help to make employees feel valued. They will, in turn, be more likely to promote the company’s culture to their social circles.

This organic promotion of the company can yield great dividends. Discovering how well a company looks after their employees may make friends and family members more likely to consume their products but also more interested in working there.

According to StackOverflow 2017 Developer Survey, 27.8% of employed software developers found their current position through a friend, family member or former colleague. Given how expensive and time-consuming it can be to find developers this is a key growth factor.

Dog Loyalty

Be engaged and engaging on social media

Social media is a ubiquitous part of twenty first century life whether we like it or not.

I don’t know about you, but the first time I hear about a company, I search for them on Facebook and Twitter, before even visiting their website. And that’s just to find information about their services not because I want to work there.

According to CareerArc, job applicants use the same tools when researching a prospective employer – 62% of candidates research a company on social media ‘to evaluate an employer’s brand‘.

Not having a social media presence takes away an opportunity to display your business’ culture and identity. For example, you could use your company Twitter account to share your teams’ accomplishments and deal with customer queries.

Being active on social media helps promote a positive company image to both consumers and potential hires. Be friendly, inclusive and helpful – somewhere a twenty-first century candidate will want to work at.

Social Media Employer Brand

Building up your employer brand with Calendar Sync

Creating an engaged and informed candidate experience benefits your company in both the long and short term. It helps to attract and keep the best talent, as well as improving the likelihood that unsuccessful candidates will reapply in the future.

When employees are engaged, they feel valued and are more likely to speak positively about your brand. Whether positive comments are shared online or offline, they help to improve your employer brand and in turn attract the best talent that will help your company grow.


Source: How to build a strong employer brand | The Cronofy Blog

About Cronofy

Cronofy connects HR software to users’ calendars via a unified calendar API.

To discover how calendar sync can save you and your users time and money, and help to hire the best candidates, watch our Real-Time Scheduling video.

Why you should attend the Employee Engagement conference! | The HR Tech Weekly®

Why you should attend the Employee Engagement conference!

Marcus Evans: Employee Engagement | The HR Tech Weekly®

In a world where competitiveness is multiplying, the human factor is now the main differentiating factor. The performance of employees cannot be separated from the company’s.

Otherwise, different factors could turn employees into sources of loss if they are not as involved and especially engaged in their work.

According to the Steel Case and Ipsos study on employee engagement:

“Of the 17 countries studied and the 12,480 participants, 1/3 of the employees are disengaged.”

Germany, UK, the Netherlands, Spain, Belgium and France scored below the world average in terms of the rate of employees being engaged and satisfied with their working environment. Employee disengagement is not limited to a particular industry but affects all businesses. Some companies place more emphasis on employee engagement because they successfully established the link between commitment and performance. This is why they have put in place mechanisms to measure the degree of commitment of employees and try to establish programs enabling the optimization of well-being at work, through various actions targeting motivation, the quality of the working environment, managerial leadership and others, in order to build a culture of sustainable engagement.

There are no sectors that are eradicated or less affected by this scourge. As long as companies work in an environment that is changing constantly, there will always be sources and factors optimizing disengagement. As a result, it will always be necessary to increase the level of vigilance in order to limit the risks of disengagement.

Companies are interested in knowing more about:

  • How to improve the employer branding and communicate about the company’s values to the employees
  • How can we put the company’s culture at the service of employee engagement?
  • The role of leadership in managing employee engagement
  • How to create a sense of belonging among the employees?
  • How to use predictive analytics to improve employee engagement?
  • How to maintain employee engagement after a M&A or a strategic transformation?

Consequently, executives involved in HR, Talent Management, Engagement and Retention, Internal Communication and so on should definitely not miss out on this opportunity to attend the marcus evans‘ Employee Engagement conference taking place on the 27th-29th of September in Amsterdam, Netherlands.

People watching a presentation in a room

Employee Engagement and Experience Driven by “Culture First”

This is no more a secret that engaged employees are more likely to perform better and improve organizational success. And as the companies move more towards agile organizational models, there will be more increase in the employee engagement rates.

Employee Engagement refers to an employee’s job satisfaction, loyalty, and inclination to spend discretionary effort toward organizational goals. Companies measure engagement through an annual employee survey or by a continuous feedback culture.

The important characteristic to remember when thinking about employee engagement is that, it is a real-time assessment of how employees are feeling about their organization and their work.

Culture First

But this is not the only important one. We need to care about culture as well, for understanding what is happening within our organization. And engagement is a critical output of a strong culture.

For organizational culture, the definition centers on the concepts of values and assumptions which contribute to the development of norms, behaviors, and other cultural activities. Because employee engagement and organization’ culture both involve an individual’s relationship with their workplace, it is necessary to bring them always together.

But why the organizational culture is important here?

Check out the below INFOGRAPHICS on Organization Culture from Multigence. They are providing an efficient and scalable technology based solution that measures, evaluates and matches your organization culture with individual profiles of employees and candidates.

Organisation Culture in Infographics from Multigence

According to Multigence, organization must focus on fitting individuals into the corporate culture. Culture isn’t for your employees. It starts the moment a candidate first comes across your brand. And this immediate activate the drivers for your organization growth and success like below.

  • Right hiring and promotion
  • Proper alignments of skills, including the soft skills
  • Taking the right talent decisions
  • Fitting to the corporate branding

The culture of the organization is shaped by each single individual. Successful talent decisions will be driven by cultural fit.

And in the long term benefits, it also

  • Reduce in recruitment cost and higher success rate of recruiting with right hiring match
  • Increase in retention, employee satisfaction, performance indicators and productivity
  • Build and choose better leaders and find the right successors

According to Bersin by Deloitte, organizational culture, engagement, and employee brand proposition remain top priorities in 2017; employee experience ranks as a major trend again in 2017. “Employee engagement has become the top issue on the minds of business leaders, directing us to an entirely new model of management”. And companies need a new approach—one that builds on the foundation of culture and engagement to focus on the employee experience holistically, considering all the contributors to worker satisfaction, engagement, wellness, and alignment.

And according to them, the below figure shows the factors that contribute to positive employee experience. So it pretty clear that today organizations must focus on the employee engagement to have the right employee experience on the foundation of culture.

Simply Irresistible Organization Model

Back in 2015, Graham Massay, the Business Head of The House, came up with an interesting article Culture First Engagement Second. Where he mentioned the risk is that engagement becomes a once-a-year, box-ticking exercise, designed to prove that everything’s OK rather than actually making sure that everything’s OK. By contrast, a strong values-led culture keeps your organization healthy and your employees inspired.

Focusing on culture rather than employee engagement doesn’t mean giving up on measurement. Culture is an outcome. And the business cannot afford to focus solely on engagement at the expense of culture.

So the next question comes to our mind.

Why organizations should focus on employee engagement based on culture first approach?

Multigence has tried to bring the benefits of employee engagement driven by culture or based on a foundation of culture, with the below INFOGRAPHICS.

Employee Engagement Driven by Culture in the Infographics from Multigence

Now if the organization is looking to apply for these benefits, they must focus on employee experience and the world of digitalization. There are many digital tools available in the market which delivers great employee experience. These tools can be categorized as:

  • Productivity and Collaboration tools
  • Engagement and Feedback tools
  • Performance Management tools
  • Well-Being tools
  • Culture Fit tools
  • Employee Services tools

If one can commit to managing these aspects of your employee experience along with employee engagement and culture, then they can be surely a few steps ahead of their peers. The important thing is to consistently care about the employee experience and culture. The role of technology makes a great impact here and one should plan accordingly.

In beginning of this year there is also came up an article Culture First. Digitalization Second. (In German), by the writer Daniel Fuerg, an entrepreneur and according to him.

“It is about a cultural change in our society, triggered by the possibilities of digital technologies and innovations. But the change is not digitalization. The change is what the new possibilities with us humans make. It is a cultural change, which was triggered by technological changes. Companies must thus respond to cultural change and at the same time equip themselves with technology.”

So it’s clear that before we should plan and start considering about engagement, experiences, we must also consider culture the individual culture and off course the organization culture.

So it’s make sense to focus on “Culture First” approach over company first or even county first.

About the Author:

Soumyasanto Sen

Soumyasanto Sen — Professional Advisor, Consultant, Investor in HR Technologies having 12+ years of experiences focusing on Strategies, People Analytics, Cloud, UX, Security, Processes, Integration and Entrepreneurship in Workforce Transformation.

Blogger, Speaker and Evangelist in HR Technologies. Founder of HRTech Conscience.


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AI

Why and How to Improve Your Candidate Experience with AI

Why and How to Improve Your Candidate Experience with AI

An organization’s candidate experience is directly associated with their employer brand. Failing to attend to your employer brand can be detrimental to your organization. Nearly 60% of candidates have had a poor candidate experience, and 72% of those candidates shared that experience online or with someone directly.

The power that word-of-mouth holds in this day and age is exponential compared to any other marketing tool as 92% of consumers believe recommendations from friends and family over all forms of advertising. Cleaning up your employer brand, once negative word-of-mouth has spread, is harder than it may seem. How can you ensure a good candidate experience every time and in turn ensure a good employer brand? Artificial intelligence may be the answer:

Avoiding the ATS Black Hole

What is the ATS black hole? This is the phenomenon many candidates experience when they submit an application or resume online and have no way of knowing if it was received. It leaves potential candidates in the dark because they don’t know whether to expect a call or forget about the opportunity altogether. How can you avoid the ATS black hole for your candidates?

Many corporate recruiters already have more to do than they can handle, and responding to all applications can seem next to impossible. This is where artificial intelligence comes in. AI can be used in the recruitment process by integrating with an ATS and notifying candidates when their application has been received. It can help set guidelines of when, or if, they’ll receive a response. No one will slip through the cracks (even those not qualified for the position).

The communication shouldn’t stop there. 65% of candidates say they either never or rarely receive employer notice of the decision made on their application. With the use of AI, once a job posting has been filled and closed, candidates who were not offered the position will be automatically notified and given other open positions within the organization for which they may be better suited. This improves their experience (and job search) and reduces your recruitment team’s workload by moving applicants into a more appropriate funnel. Using AI in your talent acquisition process broadens your talent funnel without burning out your recruiters.

Guide the Way

93% of job seekers cited unclear application instructions as the primary cause of a bad candidate experience. Unclear application instructions can result in candidate delays submitting resumes or no submission at all.

A CareerBuilder survey found that 40% of candidates feel the application process has become increasingly difficult. With the guide of a chatbot, applicants will sail through the process. They receive direction and clarification in an instant rather than waiting for a recruiter to respond back to them when, or if, they have time.

Using a chatbot also provides advantages to the recruitment team as the chatbot can use the feedback from the candidate and apply it to the selection process. The recruitment team can then easily see how each candidate ranks from the applicants selected by the platform.

Provide a Two-Way Street for Communication

Time and time again, we’ve heard that communication is a two-way street. Yet many candidates feel the application process is strictly one-way and they’re the ones doing all the talking. 60% of applicants say “better communication throughout and after the application process,” would have the most positive impact.

Using AI, recruiters would be able to provide the communication so many candidates are looking for. Having a chatbot integrated into the recruiting process would allow candidates to ask relevant questions throughout the application process. A chatbot will also provide a faster and more efficient way to respond with meaningful answers from the recruitment team.

Creating a positive candidate experience is no doubt a crucial part of investing in your employer brand. Implementing artificial intelligence will give you the edge you need within your hiring process and have candidates lining up to apply for the positions at your company without fear they’ll be disappointed, overlooked or simply forgotten.

About the Author:

Noel Webb, co-founder and CEO of Karen.ai

Noel Webb is co-founder and CEO of Karen.ai (Your Cognitive Recruiting Assistant), the latest project from his role as Director of Product Innovation at Innosphere. A veteran of business development and out-of-the-box thinking, Noel has been a leader in his roles over the years for several companies, including Bam Digital, SpeakFeel and Agnition.


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The first investment of 500 Istanbul in 2017 goes to Peoplise

Peoplise

BIG NEWS: The first investment of 500 Istanbul in 2017 goes to Peoplise!

500 Istanbul, a micro-fund focusing on Turkish startups within the San Francisco-based 500 Startups, has invested in Peoplise.

This investment is catapulting Peoplise to the next phase, accelerating our global expansion, especially in the UK and US markets.

500 Istanbul started 2017 with a Series A Round investment in Peoplise.

Peoplise, with its innovative digital solutions for recruitment, improves the existing talent acquisition processes, creating a more effective candidate experience. After identifying the candidates within the desired criteria on social media, Peoplise offers a unique, employer branded solution to assess the selected candidates quickly and efficiently with a monthly subscription model.

Companies achieve significant savings due to the optimization; they are accelerating the talent acquisition processes 10 times with their social media, analytics and video technologies while still keeping the human-touch.

Our digital platform, has evaluated over 500,000 candidates, serves more than 50 corporate clients, including global giants in a variety of industries. It provides a solution that is complete, intuitive and easy.


Source: The first investment of 500 Istanbul in 2017 goes to Peoplise!