How to Throw a Great Office Party

Office holiday parties’ are usually memorable events – but not always for the right reasons. Lack of foresight and adequate planning can result in an office party that’s awkward at best and a complete disaster at worst. This list of things that can go wrong at an office party is a long one, but does that mean you should ditch the idea altogether? Of course not!

Office parties are actually one of the best ways to raise employee morale, improve group dynamic, and help your co-workers de-stress. An office party is also a valuable opportunity to get to know your colleagues better and find out more about how they function as a team.

With some clever planning and the help of these next few tips, you’ll be guaranteed to throw a great office party:

The right time

Don’t let all those epic party favors you have in store go to waste by picking the wrong date for your office party. Choosing the most convenient date is the first step to take when organizing a party for your colleagues. Since it’s practically a given that most of your fellow employees will have a schedule full of events they want to attend during the holiday season, you need to plan your party early and set the date at least a few months in advance.

While Saturday might seem like an obvious choice, keep in mind that not everyone will be willing to sacrifice their weekend for an office party. Mid-week is your best bet if you want to maximize the chances of a great turnout. Make sure you check the calendar in order to avoid conflicts with public holidays, and if you want to be extra safe, you can always set up an e-mail poll and let your guests vote on the date that suits them best.

A fun theme

Is there anything worse than a bland and boring office party? Since corporate parties often get a bad rep for forced niceties, awkward conversations, and flavorless food, you want to give your guests an actual reason to attend voluntarily. So put your thinking cap on and try to come up with a fun party theme that everyone will enjoy.

Theme parties are not just for children’s birthdays. In fact, there’s nothing like an awesome theme party to let you unwind after a long day of being a responsible adult. The theme for your office party can be anything from pop culture and sports to game shows and sports. Set aside enough time to make a list of options and then try to pick a theme that matches your guests’ personalities and interests.

 

Pre-event buzz

Creating pre-event excitement is one of the key ingredients for a great office party. This is also a clever way to gauge employee interest and estimate the number of people who are actually going to show up. If you’re running low on creativity, there are tons of fun office party invitation templates online that you can print out or mail to your guests.

Or simply use the power of social media to spread the word about the party and generate some much-needed buzz. You can create a Facebook event and spark the invitees’ interest by giving them a snippet of what they can expect at the office party – it can be anything from pictures of mouth-watering food to a cool music playlist that are bound to get everyone excited weeks before the actual event.

Food to please everyone

Let’s face it – lousy food can either make or break your corporate party, which means you really don’t want to take any chances when it comes to the menu. Don’t risk ruining your office party with sketchy food items and leave the catering to professionals. But what kind of catering should you choose? While options are many, one thing is for sure – few people would object to a tasty Spanish-inspired menu.

Paellas, tapas, and canapés come in many different flavors that will suit all palates and dietary needs. Hiring a reliable paella catering service such as Tapas Market catering is a foolproof way to ensure your office party is remembered for the scrumptious food. Letting experienced caterers take care of the food and drinks will prevent any menu-related mishaps that can leave a bad taste in employees’ mouths even long after the party is over.

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What HR Professionals and Employees Can Learn From Motivational Speakers

What do human resources professionals and motivational speakers have in common? For starters, they both provide inspiration and tips on how to engage employees.

So it makes sense that the best HR pros strive to bring motivational speakers into the office in an effort to encourage employees to do the best work they can do. Whether your teams are feeling uninspired or even jaded, struggling to meet previous goals, or your company is pushing in a new direction, it may be a good time to invite an inspirational speaker for some outside guidance.

Let’s consider at a few things HR professionals can gain from listening to motivational speakers and why it’s important for employees as well:

Employees Want to Know HR Cares

If your company does hire a speaker, look at it as an investment in your employees. By investing in employees, the company is showing that you care about them and their work. There are many ways to show your employees appreciation, and having a good motivational speaker come in is just one tool.

“The best motivational speakers deliver a quick snapshot into the ideal attitudes, behaviors and mindsets for a high-performing organization,” according to The Meerkat Motivator. “Their invigorating one-hour keynote talks inevitably ignite a series of teachable moments.”

In turn, HR can take what they hear and learn from inspirational or humorous stories and apply it in a genuine way to fit your corporate culture. HR professionals may come up with their own ideas to incorporate as a result.

If HR learns new ways of thinking and teaching, and shares it with employees, it shows employees/teams that the company is invested in their career development and care about them as people too. When employees are happy, they are less likely to leave the company they are working for.

A Motivational Speaker Breaks Up the Monotony

Office attitudes can get pretty stagnant sometimes, especially if people see and hear the same things day in and day out. An outside, fresh perspective can help employees look at challenges and problems differently and may not even see them as such. A motivational speaker may have the ability to look beyond the daily grind because they aren’t entrenched in it every day.

“One of the greatest advantages that a motivational speaker has is that they are outside of the daily processes,” says business writer Alfred Stallion. “Instead of being bogged down by the daily grind, they can see the bigger picture and will probably see the way forward much clearer and easier than your staff, or even you, will see it. Their expertise in the field can be used to provide a new perspective and reinvigorate the staff and you to push the business in a new direction.”

At the same time, employees sometimes just need to be reminded that they are doing a good job from an outside source. Staff that are consistently good at their jobs often get overlooked and eventually can feel unappreciated.

Maybe they just need a pep talk that they are doing a good job from an expert who isn’t necessarily associated with your company. However, the motivational speaker may have experience in the industry you’re in and can give you insight into what other companies are doing, provide a new point of view, and motivate staff.

What Kind of Speaker Do You Want?

Perhaps the speaker doesn’t need to be related to your industry. Maybe he or she is there to simply encourage the employees by sharing their life viewpoint or maybe how they’ve pulled themselves up by their bootstraps.

“Motivational speakers don’t necessarily need to be related to your industry,” according to an article on CultureIQ. “Instead, these speakers re-energize your employees through their stories and approach to life. Motivational speakers are particularly appropriate when morale is low or the team is heading into crunch time.”

Even if people generally get along within the office environment, it never hurts to have a pep talk. Meanwhile, some companies need more innovation introduced to them because that’s what they are seeking to stay on top of their game. A motivational speaker can address new ways for employees to tackle their work, share their entrepreneurial story, or talk generally about creativity or innovation.

Conclusion

As we head into a brand new year, your company has probably already set new goals for the year and identified weak points that need addressed. Now may be a good time to bring in a guest to talk about what skills the company needs to be successful and the importance of work/life balance.

Whatever the reasons are for bringing in a motivational speaker, hiring one may be a good opportunity for human resources, managers, staff, business owners, and the company as a whole. Everyone should be inspired to work a bit harder. Sometimes people just a reminder that what they do matters. Purpose in your work life is a good thing, and sometimes all that is needed are some inspirational words to help define that purpose.

Leading Employees Through Interpersonal Conflict

Not everyone gets along all the time. This is especially true during times of high stress, which can turn minor differences of opinion into full-blown arguments and trigger all sorts of stress reactions.

High-stress situations and conflicts can also bring to the surface underlying biases and unpleasant reactions to women in positions of authority. Because of this, managing conflict can be a point of particular difficulty for women in the workplace, no matter how well trained and skilled they are as managers or HR professionals.

Managers need to be savvy and adjust the leadership style they employ, as well as carefully investigate the source of a conflict in order to diffuse issues. These are excellent best practices to employ anyway, but the stakes can be especially high for women, who may find more authoritative styles of leadership backfiring.

 

Digging to the Root of a Conflict

The good news is that the extra work women often need to put in to conflict resolution tends to lead to better management as a result.

Quickly and permanently resolving a conflict requires finding and addressing its cause. Otherwise the issue is likely to boil over again. There are different types of workplace conflicts, each with a different impetus. The solution to two people quarreling over differing social values will vary greatly from employees butting heads because they have too few resources for everyone to do their work effectively. Both of these are very different from conflict caused by policy violation or harassment.

The idea is simple: solve the specific problem that causes the conflict. If employees need more resources, but those resources can’t be allocated quickly, some creative solutions to how people work together might be needed. Someone may need to be assigned different tasks in the meantime, or there may be a broader cultural issue if certain people’s needs are routinely neglected. Finding other ways to keep employees motivated will help with stressful work environments.

When the cause of a conflict can be traced directly to the actions of an employee, things can become complicated quickly. Poor internal policing of harassment is a common problem in many industries, and if a harasser enjoys the protection of someone higher up on the food chain it can be extremely difficult to correct their behaviour or dislodge them.

 

Leadership Strategies for Conflict Resolution

Once you know what’s causing a conflict, you can apply the type of leadership that you feel will work best. There are a number of different leadership styles, each with pros and cons, and differing effects on different demographics and workplace cultures.

If a conflict arose due to differences in values or different interpretations of workplace culture, a more restorative and transformational type of leadership may be required. Sitting down with employees to work through their differences and seeking common ground can help them work together in the future. Issues like these may also indicate that company policy may need to be updated to be clearer about workplace goals, and re-affirm which types of conversations are not work appropriate.

If employees butt heads due to resource allocation, workload, or other stresses related to the work environment directly, then a more authoritative resolution could be disastrous for a manager of any gender. Employees may need to be reminded of appropriate conduct, but the structural issues putting stress on them in the first place need to be addressed.

Cases of harassment present a whole host of frustrations. Harassment can be difficult to prove, and firing someone without a strongly documented case against them can land a manager in legal nightmares, not to mention internal scrutiny. In many cases your hands might be tied to even make those decisions.

The two most important things about cases of harassment are documentation and supporting the victim. Accurate, dispassionate documentation is vital, especially if the behaviour dips into criminal territory and the police need to become involved. It also protects you and the company against legal action when disciplinary measures are taken.

You may need to invoke several different leadership styles to navigate the situation, to make victims feel safe, to convince other employees to tell you truthfully what they witnessed, and to handle the perpetrator of harassment according to the specific statutes, legal definitions, and workplace laws in your state.

 

Preventative Measures to Take Against Conflict

The earliest preventative measure against conflict is the hiring process. Every company has a unique working environment, policy, and culture. Hiring people only for the skills they possess might get work done, but could result in a volatile mix of differing work ethics, team dynamics, and people skills. Creating a workplace with little conflict starts from the very first hire. No workplace can be 100 percent issue free, but a candidate with the best resume but a bad attitude can cause a lot more damage than someone with less experience and an eagerness to cooperate. That’s why many companies choose to look for evidence soft skills, leadership ability and even teamwork on applications.

A robust onboarding and training process, even for experienced hires, is also a big part of helping people adjust to the ins and outs of their new environment. Assigning new hires to mentors — peers who can help them adjust and answer lighter questions — is another great way to ensure that employees come to understand the social dynamics of the workplace quickly.

Having enough employees to complete the work, paying enough, providing workplace resources and having policies that promote work-life balance are all also preventative conflict resolution. People who are happy coming to work are less likely to lash out.

There’s no catch-all answer to conflict, but many of the things you do every day to make your workplace better are also conflict-prevention strategies. Being proactive about employee satisfaction and mental health can go a long way to preventing problems in the first place. When resolution is needed, a little investigation and a firm but fair hand can keep the work environment pleasant for everyone.

Strategies for Greater Retention Rates for HR Managers

For an HR manager, the costs of creating and maintaining a staff can be plagued by employee turnover and disengagement. For most companies, revolving doors are a destructive force for financial growth, considering the cost to replace an employee is roughly 50% of that employee’s annual salary. An effective HR department, therefore, needs to hire appropriately, work to engage employees in the success of the business and constantly monitor observable measurements to ensure that they are on track.

So how does an efficient HR department gauge their progress and ensure best practices for employee retention? How do companies evolve past the everyday, worn-out methods of keeping employees engaged and make the work environment a place where employees can truly thrive?

Hiring Process

The trickiest part of the hiring process is ensuring that HR brings on the right person for the role to not only fill in missing personnel, but foster growth. The person needs to fit the values, short and long term goals of the company. A mismatch of skills, values, and commitment can create loss for a company. For hiring members of HR, there is a host of resources out there for hiring managers who want to maximize their hiring potential and run their small business like a larger corporation.

Primarily, hiring managers need to think about the kind of skills they need to bring into the company as opposed to simply filling a slot or replacing someone who has moved on. Is the company facing challenges? What skills would be the best counter to those challenges? A potential area of growth? It’s easy to fall back into patterns of hiring to replace, but hiring to grow benefits the company far more.

Observable Metrics

A handful of easily observable paper metrics can give HR departments an idea of how engaged and happy their employees are. Turnover is one of the most obvious metrics. If a company is perpetually bleeding employees, there is something seriously wrong. Likewise, the average length of employment can help indicate employee engagement. If most employees leave within a year, or conversely, stay for many years, these are indicators of the company’s ability to engage. The amount of sick or personal days taken can indicate an employee’s level of involvement in their job as well. Finally, the revenue per employee can help companies determine how engaged employees are on the clock.

Observable metrics are just the beginning of the story. An employee can love and be dedicated to their work, but also have a sick family member that leads to absences. When an observable metric indicates disengagement, look past the numbers into the human element. Is there a solution that would allow the employee to contribute in the way they’d like while acknowledging the issue? Would working from home allow them to care for the relative while hitting goals?

Greater Employee Engagement

Once the right employee is hired, the key to maintaining that employee’s performance and commitment is growing their engagement in the company. The best tool for engagement is communication. It’s important for management to keep lines of communication between themselves and their team open. Fostering trust and making employees feel heard helps them feel important, both to the company and as people. That level of emotional engagement is invaluable.

Help employees understand their role in the company — how their efforts aid the company’s success, and how the company’s success affects them. The ability to draw a direct line between cause and effect, both for the company and the employee, creates real stakes that encourages a better work ethic.

Goal Creation and Attainment

Realistic, attainable goals encourage greater engagement and growth of abilities, output and capability. Achieving goals can be rewarding in themselves; they can also be steps for future growth within the company. Goals should be appropriate for the company and for the employee — they should be a marriage of the interests of both parties. Is this something the employee is passionate about and finds rewarding? Is this an area of interest that benefits the company? Do they have the skills to achieve this goal, in a way that benefits the company?

For the employees, goals can include growth of current abilities, or the push to finish a project. Potential rewards for employees can include extra benefits, like a day off, the chance for a promotion (or more eligible to promotion), or a treat of some kind, like free lunch. Whenever a company uses a reward as an incentive for achieving goals, they should be clearly communicated and legitimately achievable. Carrot-and-sticking rewards like promotions is a dishonest method, and will ultimately lead to decreased morale.

Avoid Demotivation Pitfalls

Demotivation can come from many fronts. Lack of communication and transparency between management and employees creates a vacuum of information — one that is bound to be filled with speculation and guesswork. In a workplace without healthy feedback and communication, that guesswork can be powered by anxiety and untruths, which barely benefit anyone. Recognize employees, listen to their feedback.

Make sure the employee who puts her all into her job is recognized and rewarded fairly. Don’t feel the need to treat everyone the same. Follow through on commitments and promises. Show employees why certain team members are celebrated, and help the others find ways to be celebrated as well.

The bottom line is this: HR might be about acquiring and maintaining people as a resource, much like paper or computers, but remember that you and your crew are not robots. Metrics are useful, and numbers don’t lie, but everyone involved is a human. They have human feelings and human motivations, which don’t often conform to spreadsheet analytics. Address the human side of the equation to balance the metrics, and make the most of your skills as a leader to address real, human concerns to foster greater employee retention and engagement.

Common HR Mistakes Startups Make

Regardless of how small or large your business is, the team that you assemble to work for you is an essential component to its success. As soon as you begin hiring staff members to join your startup, you must take on important human resources responsibilities. In many cases, hiring and developing talent as well as maintaining relationships with each team member can be stressful and challenging, and serious mistakes can be made.

Approaching the hiring and management tasks professionally from the start is essential for the success of your startup. It can reduce the number of issues that you run into and their severity. This means that you need to develop and follow effective human resources policies and processes immediately, and these should be scalable to accommodate growth in the years to come.

Identifying common human resources mistakes that startups make can help you to avoid making these same mistakes yourself. These are among the more common mistakes that startups make in the realm of human resources.

Not Seeking Professional Assistance

It may seem like hiring an employee to join your team is a relatively straightforward process and that you require little to no help with it. However, hiring a human resource professional as soon as possible to facilitate the hiring and management processes can help you to choose the right individuals to join the team. This step could also help you to retain the talent that you have worked so hard to recruit.

A good rule of thumb is to add one HR manager for every 50 employees on your team. This ensures that each individual on your team is properly managed. It also can help your HR team to identify potential issues that need to be addressed, answer their questions to promote happiness in the workplace and more. It is wise to have your HR professionals hired before adding even more individuals to join the team.

Hiring the Wrong Individuals

Entrepreneurs may be stressed with many responsibilities related to starting and growing a young business. With this in mind, it is understandable that you may take the approach of hiring any individual to join your team who has the right skillset and experience. However, there are many other factors to consider when making a hiring decision than simply the credentials on a resume. For example, a new-hire should have the right mentality to fit into corporate culture, solid personal skills to be an asset to the team and more. Your hiring process should successfully screen applicants in all relevant areas.

When you hire the wrong individuals for your positions, you may have operational issues. These individuals or others in the team could become discontent when new-hires are a poor fit, and your employee turnover rate may escalate. This type of employee experience could ultimately cost the company a substantial amount of money. To combat this, you need to have a solid financial plan for your business, and you need to stick to it. This plan should focus on standardizing the hiring process and creating clear, effective criteria to make a hiring decision by.

Not Having Strong Company Culture

Many of the largest and most successful corporations have a strong and identifiable company culture. For example, Apple is known for its outside-the-box thinking and for hiring creative individuals with fresh perspectives. You may assume that a company’s culture simply develops over time on its own, but the reality is that culture is created by the business owner though individualized decisions. For example, the interactions between team members and management can lay the foundation for culture. Without culture, your business may flounder.

Because of how important company culture is in even small companies, you need to understand how to create it. Choosing policies and processes that are aligned with the culture that you want to achieve is important. Your management team’s interactions with staff members also should represent culture. As you create corporate policies and business processes, the concept of corporate culture should also be in mind.

Failing to Develop the Team

While you may go to great lengths to hire new team members by focusing on their experience and skills, the business world is constantly changing. You need your existing team to be dynamic, and their ability to grow to meet changing needs is directly tied to the training opportunities that you provide to them. Keep in mind that your team members may also be personally interested in advancing within their career. They do not want to feel as though their skillset is outdated, and they may have a goal of climbing the corporate ladder within your company.

Developing your team begins during the onboarding process, which is a time when a new-hire learns about company culture and professional development programs available to him or year. These development programs could include in-house training and mentoring, assistance obtaining certifications, college tuition reimbursement and more. Development opportunities should be offered, encouraged and available to team members free of charge.

Final Word

While many aspects of your business operations require constant attention and thoughtful effort, hiring the right individuals to join your startup team is essential. Unfortunately, many entrepreneurs make serious hiring and management mistakes, and these can ultimately be detrimental and costly to the business. If you are preparing to hire team members soon or if you are facing HR and management challenges, it may benefit your business to reassess your human resources efforts and strategies.

Social Media Recruiting: How to recruit on Facebook?

Social Media Recruiting: How to recruit on Facebook?

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One of the biggest trends in recruiting over the past few years has been the use of Facebook to attract and convert talent. This practice even got its own buzzword – “Facebook recruiting”. So what is it exactly and how to do it #likeaboss?

facebook-recruiting

What is Facebook recruiting?
Simply put, “Facebook recruiting” is the process of recruiting (potential job candidates) through the use of Facebook. You can use Facebook to source, attract, convert and hire new employees. “Facebook recruiting” is a form of social recruiting and a vital part of recruitment marketing.

The benefits of Facebook recruiting
Here are the top 3 benefits of Facebook recruiting:

1.) Facebook is the biggest talent pool

Facebook is the largest social network site in the world: it has over 2.07 billion monthly active users, so more people will come across your recruitment ads on Facebook than on any other platform.

2.) You can reach active job seekers

It’s little known that active job seekers prefer Facebook – research shows that there are more job seekers on Facebook than on LinkedIn!

3.) You can also grab the attention of passive job candidates

Passive candidates are those candidates who are not actively looking for a new job, but would be willing to accept a better offer. Facebook is a great tool that can be used to get in front of these people.

How to recruit on Facebook: Step-by-step guide

Step 1: Find potential candidates

Did you know that you can use Facebook as a proactive sourcing tool? Facebook has a powerful built-in search engine, called Graph Search. Graph Search utilizes publicly-available information listed on Facebook users profiles. Facebook Graph Search allows you to find candidates who meet specific criteria using filters (e.g. city, education, company etc.).

Step 2: Create a Facebook page

Your company probably already has a Corporate page, but you should think about opening a Career page too because the audience and message you deliver on those two pages should be different. On your Corporate Facebook page you talk to your customers, and on your Career Facebook page you talk to potential employees.

Step 3: Share your company culture

If you display a great culture within your company, people will want to become a part of it! Post photos and videos which show what it’s like to work at your company. Facebook makes it easy to be visual with your storytelling. People want to be able to envision themselves working for companies, so here photos really are worth a thousand words.

Step 4: Create a job ad

Start by considering your tone of voice, which should be a reflection of your business’s personality and the vacant position you are looking to fill. Next, find or create an eye-catching image. Following, think of a great copy! This is your chance to communicate your key message in an inspiring way that will make potential candidates eager to work at your company!

In the end, don’t forget to add the target link that leads directly to a job listing.

Step 5: Free promotion of your job ad

There are two most important additional channels you can use to promote your job ads: Referrals and Facebook groups. Referrals on Facebook can be done with just one click and reach all of employees’ network on Facebook. Also, take advantage of: hiring groups, interest groups and student/alumni groups.

Step 6: Paid promotion of your job ad

Promoting jor job ads does call for a budget, but if done correctly, investing just a few dollars in promoting your job ad can really pay off bigtime! The reason why Facebook ads work so well in recruiting is because you can specify exactly who you want to reach. The targeting option lets you select location, age, education, interests etc. of the people you want to reach.

Step 7: Use Facebook Live

Facebook Live streaming makes it possible to interact with your potential candidates in real-time via live chats and videos. Live video session is a unique opportunity to introduce your team, give a tour of your office and answer candidates questions in a real time and in a really engaging and fun way!

So should you do Facbook recruiting?

Facebook is and will continue to be a powerful recruiting tool in 2018. With new features rolling out and new trends emerging, we can expect a lot of new opportunities for recruiters, HR professionals, business owners and small business CEOs to connect instantly with thousands of high-quality candidates through Facebook.

Difference between structured, unstructured and semi-structured job interviews

Difference between structured, unstructured and semi-structured job interviews

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There are 3 main types of job interviews: structured, semi-structured and unstructured job interviews. In this article you will learn the differences between them so you can decide which one is your best choice for assessing candidates. Tips & tricks for conducting a great interview included!

Job interview types

Recruiters and human resources professionals divide job interviews into 3 different types:

  • Structured interviews
  • Unstructured interviews
  • Semi-structured interviews

Structured interview

A structured interview is a type of interview in which the interviewer asks questions which are planned and created in advance.
Tips&tricks for conducting structured interviews:

  1. Prepare interview questions to ask candidates in advance.
  2. Develop a scale for grading candidates answers.
  3. Take detailed notes of each candidate’s answers.

Unstructured interview

An unstructured interview is a type of interview in which the interviewer asks questions as they arise spontaneously in a free flowing conversation.
Tips&tricks for conducting unstructured interviews:

  1. Keep in mind specific experiences and qualities you are looking for in candidates.
    2. Feel free to explore specific interesting points from your candidate’s resume.
  2. Develop each next questions based on your the candidate’s answer.

Semi-structured interview

Semi-structured interview is a type of interview in which some questions are predetermined and others arise spontaneously during conversation.

Tips&tricks for conducting semi-structured interviews:

     1. Create basic set of interview questions to ask your candidates.

  1. Customize your follow up questions based on your candidates’ answer.
  2. Return to your basic set of questions and repeat the whole process.

Which type of job interview should you use?

You should choose the right type of interview based on the needs of your candidate persona. Create representation of your ideal candidate by defining the characteristics, skills, and traits that make up your perfect hire.

Try to put yourself in your candidate persona’s shoes. Create questions which would allow your candidate person to show of her/his best qualities and skills.

Importance of choosing the right job interview type

Choosing the right type of job interview will help you find and hire your ideal job candidate, improve your candidate experience and make your recruiting efforts more effective and successful.

How to define your Employee Value Proposition (EVP) and use it to attract candidates?

How to define your Employee Value Proposition (EVP) and use it to attract candidates?

How-to-define-EVP-and-use-it-to-attract-candidates

Employee Value Proposition (EVP) is a solution for attracting talent in a highly competitive job market. In order to make yourself their employer of choice, you have to be able to trigger your perfect candidates’ interest by differentiating your company from your competitors.

You can do that by presenting your unique Employee Value Proposition (EVP).

What is an Employee Value Proposition (EVP)?

Simply put, Employee Value Proposition (EVP) is a compelling answer to the following candidate’s questions:

“Why should I work for your company instead of somewhere else? What’s in it for me?

Why is your company a great place to work at? What can you offer me that other companies can’t?

When faced with that questions, many companies highlight the salaries and benefits they offer.

However, compensations and benefits are just a part of an effective Employee Value Proposition (EVP).

Employee Value Proposition (EVP) is a comprehensive offering that companies provide to their employees, which has 5 main components:

1. Compensation

This component encompasses employee’s satisfaction with salary, but also additional rewards such as bonuses.

2. Benefits

This component incorporates different benefits (health, dental, retirement, tuition and disability), but also paid time off and life insurance.

3. Career

This component consists of employee’s career stability and a chance for its development, including opportunities for training and education.

4. Work environment

This component refers to a positive work environment, sense of personal achievement and a healthy work-life balance.

5. Company culture

This component is based on positive relationships and team spirit with your colleagues and managers.

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Steps: Define and promote your EVP

There are 4 crucial steps in the process of defining and using your Employee Value Proposition (EVP) in order to attract candidates:

Step #1: Define your candidate persona

The first step in defining your company’s Employee Value Proposition (EVP) is defining your candidate persona. 👩

Step 2#: Define each main component of your Employee Value Proposition (EVP)

The second step in defining your company’s Employee Value Proposition (EVP) is

specifying each of its main components with your candidate persona in your mind.

Step 3#: Personalize your Employee Value Proposition (EVP)

In order to use your Employee Value Proposition successfully, customization is the key. If you want to attract the right talent for your company and open positions, you need to segment and personalize your EVP for your target audience.

Step 4#: Promote your Employee Value Proposition (EVP)

There are many different types of content (such as team blogs and company videos) and communication channels (such as your career site, social networks etc.) which can be used for promoting your Employee Value Proposition (EVP).

Employee Value Proposition (EVP) examples

Here are 2 different, but very effective examples of Employee Value Propositions (EVPs), presented in a popular video format.

BMW’s Employee Value Proposition (EVP) video

In this video BMW employees explain what makes BMW Group such a special employer and what do they like the most about working for BMW. In this video you can see young, talented people explaining why they chose a career with BMW over other companies.

(https://www.youtube.com/watch?v=u5KMRNdY4g0)

Deloitte’s Employee Value Proposition (EVP) video

This video offers a glimpse into the everyday experiences of Deloitte’s employees. At the same time, it very cleverly incorporates and showcases different components of Deloitte’s Employee Value Proposition (EVP).

(https://www.youtube.com/watch?v=qDXWYzz7cHM)

We hope this two videos have inspired you and gave you some fresh ideas.

Now go on and start defining your own Employee Value Proposition (EVP)! 🙂

How to Write a Job Description Like a Pro?

How to Write a Job Description Like a Pro?

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Have you ever struggled with writing clear, precise and compelling job descriptions?

If you have, this article is for you. It will let you in on recruiting professionals’ job description writing secrets and present resources and tools that will help you write your job description like a pro.

The trouble with job descriptions

Sometimes writing a great job description can be easier said than done. If you’ve ever stared at the blank page, you know how frustrating that can be.
But you don’t need to struggle anymore! 🙂

This article is your guide for writing job descriptions like a pro.

I will let you in on recruiting professionals’ job description writing secrets.

If you want to learn all their little tips and tricks for writing great job descriptions, this article is for you!

The benefits of writing job descriptions like a pro

Carefully crafted, clear and precise job description are important for two main reasons.

First is improved internal communication, and second is improved external communication.

Improved internal communication

Clearly and precisely described job position can eliminate possible misunderstandings inside your company.

Writing down all the job position’s duties and responsibilities will get everyone on the same page about the position you are looking to fill.

Without it, you risk managers having one idea, HR professionals another, department you are looking to fill with a new role third, etc.

Improved external communication

Clearly and precisely described job position is crucial for communicating your needs and requirements with possible candidates.

Crafting a compelling job description is the first step in finding and hiring your ideal job candidate.

A well written job description can help you attract high quality candidates and repel unqualified, thus saving your time and money.

How to write a job description like a pro?

Here is the list of essential knowledge, resources and tools that will help you write your job description like a pro! 💪

1. Learn the difference between job description and job posting

Recruiting professionals know the difference between job descriptions and job postings

A job description is an internal document which explains company’s job position. It contains all the details about the role and it is written in a formal tone.

A job posting, on the other hand, is an advertisement for your open job description. It is a document meant for external use, to attract candidates.

In short: Job description explains the job, while job posting sells it.

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2. Follow the common job description structure

All professionally written job descriptions follow the common structure:

  • Job title

           Write a clear and precise job title. Use commonly known titles in line with industry norms.

  • Role summary

          Explain why is this position important for your company and specify how it contributes to your business goals.

  • Duties and responsibilities list

           Don’t write a laundry list of job duties and responsibilities, just list the main ones.

  • Qualifications and skills list

           List the required education level and type, professional certifications, years of experience, technical and soft skills.

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3. Define your candidate persona

As you write your job description, keep your ideal candidate in mind.

Imagine a person that would be a perfect fit for this job.

This representation of your ideal candidate is called candidate persona. 👩

Provide enough information and descriptions to help your ideal candidates visualize themselves in your job position!

4. Use job description templates

Instead writing your job descriptions from scratch, start with professionally written job description templates.

These job description templates are a great starting point.

They will save your time and make sure that you don’t miss any of the key requirements for a certain job position.

Feel free to copy these job descriptions templates and customize them to suit your own needs.

5. Use professional tools

Modern recruiting professionals use specialized recruiting tools to help them write and advertise their job descriptions.

Specialized recruiting tools can help you with all phases of posting jobs, from writing job descriptions to publishing and promoting your job ads.

With professional recruiting software you can access free job description templates, build beautiful career sites (no coding needed!) and publish your job postings on multiple job boards with just one click.

You can also set up employee referral programs, create engaging email campaigns and easily share your job postings on social media – all from one easy to use platform!

And… voila!

That’s it.

Now you know how to write your job descriptions like a pro.

So go on and start writing! 🙂

Employer Branding on Social Media: Best Examples

Employer Branding on Social Media: Best Examples

Browse the best Employer Branding examples found on Social Media and learn how big brands use Social Media to promote their Employer Brand and attract top talent.

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Employer Branding on Social Media: How to do it?

You have probably already heard that you should put more effort, time and money into promoting your Employer Brand on Social Media.

What nobody is telling you though, is how exactly to do that.

What type of content should you publish on your company’s social media profiles in order to portray your company as a favourable employer?

Here are 8 inspiring examples of great content big brands use to promote their Employer Brand on Social Media.

1. Employees’ testimonials

Feature your employee stories and testimonials.

Sharing their personal stories will make it easy for your potential candidates to see what type of people you are looking for.

Example: Marriott

Marriott International, Inc. is a leading global lodging company with more than 6,000 properties in 122 countries and territories.

Marriott has a great Instagram page called Marriott Careers, where they often feature their employees’ testimonials.

Are you ready to meet Duffy?! 🙂

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2. Office and workplace

Share the videos and photos of your office environment.

Don’t worry if you don’t have the coolest office space ever.

Most candidates don’t expect you to have a huge yoga studio or a video game room in your office.

They just want to see the space where they could be spending the majority of their day.

Highlight details of your office that send out the good vibe. Maybe you have a cozy coffee corner. Or a great view. Or some interesting posters on the walls.

Example:

L’Oreal’s Instagram career page is called L’Oreal Talent.

Although L’Oreal surely has many of those offices “to die for”, they still keep it real by posting photos of their employees’ desks.

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3. Perks and benefits

Make sure you also highlight perks and benefits you offer to your employees.

Example:

Here is another great example form Marriott’s Instagram page.

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Your company probably can’t offer an employee discount for a vacation on exotic islands. :sigh:
But hey, you company surely has something special that you offer to your employees, weather it is flexible working hours, tuition reimbursement, gym membership, free lunch etc.

4. Company culture

A great company culture is based upon positive relationships with colleagues, managers and company’s leaders. You should send a message that your company culture is characterized by trust, collaboration, team spirit and support.

How can you do that?

Example:

Here is an absolutely brilliant example of showcasing company culture on Microsoft’s Instagram page.

Microsoft know that a little sign of appreciation and support can mean a world of difference. ♥️

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5. Company events

Besides your business related events, it is also important to present your events which are not directly business oriented.

These events include team building activities and any similar events and social gatherings of your employees, such as parties, celebrations, special occasion etc.

Example:

Nanobit is a company specialized in developing and delivering mobile applications and games.

They often organize saturday Game Jams where their employees gather in office to play games, socialize and have some fun together in a relaxed and cozy atmosphere.

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6. Awards

Make sure to highlight every award, certification and recognition your company receives.  Celebrate your success and don’t forget to thank your employees for their hard work and commitment to a higher cause.

Example:

HubSpot is an inbound marketing and sales platform that helps companies attract visitors, convert leads, and close customers.

Hubspot has recently been awarded as the Best Place to Work in 2018. on Glassdoor. Here is their celebratory Instagram post.

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7. Recruiting content

Creating and sharing specialized recruiting content is a must if you want your company to be perceived as a serious employer.

But what do I mean by “specialized recruiting content”?

Recruiting content is a social media content created created with a goal of informing your potential employees’ about your hiring process.

Example: Microsoft

Microsoft has a great Facebook career page called Microsoft Life.
Microsoft Life regularly hosts live interviews with Microsoft’s recruiters.

Potential candidates could send in their questions before the event and tune in during live broadcast.

Candidates who weren’t able to follow the live broadcasting can watch the recording of the event posted on Microsoft’s Facebook career page.

Live interviews are a great way to open a dialogue with your potential candidates and answer their questions.

Below you can an example of Facebook post Microsoft used to announce their event.

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Employer Branding on Social Media: Lessons learned

Social media makes it easy to be visual with your storytelling.

People want to be able to envision themselves working for companies.

A great way to enable them to do it is by using photos and videos across all your social media platforms.

Show off your Employer Brand by sharing stories, photos and videos of:

    • your employees testimonials
    • your office and workspace
    • perks and benefits
    • your company culture
    • educational, corporate and recruiting events
    • awards and recognition you won (especially Best places to work recognitions)
    • specialized recruiting content.

There is no magic formula for choosing the right type of content and communication channel that is guaranteed to work for every position and every company.

What will work best for you depends on your candidate persona. A candidate persona is a semi-fictional representation of your ideal candidate.

Based on your candidate persona, you will be able to define the right type of content and the appropriate channels to distribute it.

We hope that examples presented in this blog have inspired you and provided some interesting ideas you can use to create your own winning Social Media Employer Branding strategy! 🙂