Category Archives: Recruiting

Employee Engagement Intelligence Briefing: 2017.07.10 – 2017.07.14

Restricted Declassified stamp - pixgood.com Employee EngagementI’m Simpson…Gregory F Simpson, Agent In Engagement.  Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest updates.

 

 

“These assets have been declassified and should be distributed to fellow “Agents” for review.”

 

 

SPOTLIGHT ARTICLE

8 Employee Engagement Ideas for Employers Who Care

Capterra: “Instead of making you suffer through another zillion-item list, I’m going to do something different. I’ve scoured HR and talent management blogs, websites, and e-books so that you don’t have to, and I’ve condensed all the best advice into eight rock-solid umbrella tips, presented for your reading pleasure in no particular order. They’re left unranked because it’s so hard to say which tips will work best due to the variety of company cultures out there. I’ve also offered three suggestions for ways to put each tip to work, because not every small business HR manager has the same level of control or influence over their company’s budget, planner, and employees.”

 


 

 

The Definitive Guide to Employee Engagement Surveys

Tiny Pulse: “My goal is for you to understand the fundamental reason the very best managers reach the top and leave everyone else in the dark. I want you to understand how they are able to maximize the talent potential of their teams, regardless of what company they join. By itself, understanding how the best do it won’t make you and your organization awesome. It’s a mere thought, after all. If you want to be like the top managers, you need to dedicate many hours of careful collaboration and experimentation with your team, all guided by the idea of employee engagement.

 

 

Interview Training 101

Greenhouse: “A common question I’m asked by colleagues in Recruiting, Human Resources, and People Operations is: How do you actually do interview training? First, the fact that you’re planning interviewing training is great! Training your interviewers is a super important—and far too often overlooked—piece of a great hiring system. Well-trained interviewers protect your company from unintentional discrimination, ensure a consistently positive process and result in better hires.”

 

 

How to be extremely productive without getting extremely exhausted 

New York Magazine: “A new book — Peak Performance — claims to offer the recipe for success. Authors Steve Magness, a coach of top runners, and Brad Stulberg, who writes about the science of human performance (for Science of Us and elsewhere), lay out a number of principles they say are applicable across endeavors, whether you’re trying to run a four-minute mile or get a promotion at work.”

 

 

This Week in Employee Engagement: July 14, 2017

Maritz Motivation Solutions: “The utter explosion of digital content presents countless opportunities for learning. Start here to narrow down your search each week in the often overwhelming landscape of employee engagement thought leadership!”

 

 

Engagement Weekly: Creating Great Employee Experiences

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at some examples of balancing employee wellness with engagement as well as evidence-based methods to improve engagement.”

 

 

 

Why Unconscious Bias Training Doesn’t Work—5 Ways to Actually Make a Difference

LinkedIn Talent Blog: “On the whole, people like unconscious bias training: it validates their experiences, opens their eyes to new insights, and shows that their company cares about diversity and inclusion. That’s all great. Unfortunately, unconscious bias training just isn’t that effective. Research shows that educating, training, and providing feedback to managers are the least effective ways to create a more diverse workforce. This poses a very real challenge when it comes to hiring for diversity. Raising awareness is a good first step, but it’s not enough—you need real action.”

 

 

10 Ideas for Hiring Great Employees (Video 17:29)

HR Sherpas: “We had such a good response to my post on 10 HR Ideas that I decided to shoot a quick video sharing 10 ideas for hiring great employees. What would you add to the list? Which idea will you try?”

 

 

How to Foster Adoption for Your New Tech Tools

Bonusly: “Introducing new technology in your organization isn’t always easy. There are many considerations, from finding the right tool for your needs (be they communication, marketing, engagement, or any other), to gaining leadership buy-in, and launching it. To make sure you get the most from the time and energy you invest in rolling a new technology out, we put together a list of tried and tested tips that are sure to make a positive impact.”

 

 

Top 10 trends influencing the workplace (Slideshow)

Employee Benefit News: “There is a new wave making its way through HR departments and changing the way benefits managers are looking at everything from recruiting to employee engagement strategies. Speaking recently at the Society for Human Resource Management’s annual show in New Orleans, Dan Schawbel, a partner and research director at Future Workplace, an HR executive network and research firm, shared these 10 trends employers can expect in the near future.”

 

 

 

Fellow Agents, what are your thoughts on this intelligence? What do you have to add?  What other sources should be consulted? Make entries in the comments log below.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Filed under Employees, Managers, Recruiting, Sr. Leadership, Videos

Employee Engagement Intelligence Briefing: 2017.06.19 – 2017.06.23

declassified - 1415 - top secret crossed outI’m Simpson…Gregory F Simpson, Agent In Engagement.  Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest updates.

 

 

“These assets have been declassified and should be distributed to fellow “Agents” for review.”

 

 

SPOTLIGHT ARTICLE

How Managers Drive Results and Employee Engagement at the Same Time

Harvard Business Review: “To understand how some leaders are able to perform both capabilities well, we compared the results for the group in the top quartile of both skills to all other leaders in the data set. We analyzed 40 behaviors and performed a statistical test (t-test) contrasting both group’s results. By analyzing the items showing the most significant differences, we performed a factor analysis and identified six clustered groups. These appear to be the behaviors that enable that 13% of leaders to consistently use both sets of leadership skills. We labeled these clusters “behavioral bridges,” because the evidence suggests they enable leaders to simultaneously drive for results and practice good interpersonal skills. Obviously, these outcomes single out leaders as possessing six powerful skills that allow them to perform at a much higher level than those who lack these traits.”

 


 

 

5-Point Checklist for Effective Employee Onboarding

TinyPulse: “In this post, you’ll learn everything there is to know about onboarding, including: a) Why companies are struggling with onboarding; b) What employee onboarding is; (c) How onboarding and ROI are linked; (d) What the benefits of effective employee onboarding are; (e) How you can use a checklist to achieve better onboarding; (f) What you shouldn’t do during onboarding; (g) How some companies uniquely approach onboarding; (h) How socialization plays a big role in effective onboarding; (i) How mentors can help enact successful onboarding; and (j) How you can determine whether you’ve met your onboarding goals.”

 

 

3 Workplace Habits of Happy and Engaged Employees, According to Research

Inc.: “This soon to be released book by Harvard Business School reveals the secret to happiness at work.”

 

 

How to Kill Happiness at Work – Part 2

Globoforce: “At the end of the day, it doesn’t matter which values you say your company lives by if your people managers aren’t living and breathing those values and modeling them for their teams. Companies are beginning to realize this, which is why the new role of manager as coach is one of the top six megatrends changing the face of HR and business. There’s a real shift in focus from command and control to inspire and empower.”

 

 

This Week in Employee Engagement: June 23, 2017

Maritz Motivations Solutions: “The utter explosion of digital content presents countless opportunities for learning. Start here to narrow down your search each week in the often overwhelming landscape of employee engagement thought leadership!”

 

 

Engagement Weekly: A Cornucopia of Ideas

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at why employee engagement is helpful and why it’s a better motivator than fear. They also give a bunch of engagement ideas to managers looking to help out their teams.”

 

 

Why Millennials Quit: Understanding A New Workforce

Digitalist Magazine: “Unfortunately for the workforce, [Millennials are] also the generation most likely to quit. Let’s examine a new report that sheds some light on exactly why that is—and what you can do to keep millennial employees working for you longer.”

 

 

Why You Should Invest In Servant Leadership – An Interview With Marcel Schwantes

15Five: “Over the past several months, my eyes have been caught by informative articles on leadership and productivity from the same author. I found an Inc. column so valuable that I asked if I could interview the author for our blog. Fortunately, he agreed to answer several questions about leadership, employee engagement, and organizational health. Marcel Schwantes is principal and founder of Leadership From the Core, a leading provider of servant-leadership training and coaching designed to create healthy, engaged, and profitable work cultures. He is an entrepreneur, executive coach, speaker, columnist, and a servant-leadership evangelist.”

 

 

How to Make an Open Office Floor Plan Work

Gallup: “Based on Gallup’s recent State of the American Workplace report, here are three key concepts to keep in mind for any workplace plan”

 

 

4 Ways to Contain HR Costs Without Impacting the Employee Experience

Entrepreneur: “Let’s face it: The cost of creating positive employee experiences quickly builds up and is often overwhelming — especially for small businesses. But, with the right tools and resources, many companies are able to balance cost and employee experience.”

 

 

 

Fellow Agents, what are your thoughts on this intelligence? What do you have to add?  What other sources should be consulted? Make entries in the comments log below.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Filed under Book Reviews, Conferences, Employees, Infographic, Managers, Onboarding, Recruiting, Sr. Leadership

Employee Engagement Intelligence Briefing: 2016.05.30 – 2016.06.03

2014-04-11-declassified top secret - pixgoodI’m Simpson…Gregory F Simpson, Agent In Engagement.  Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest updates.

 

 

“These assets have been declassified and should be distributed to fellow “Agents” for review.”

 

 

SPOTLIGHT ARTICLE

10 Leadership Qualities to Look for When Hiring a Manager

Tiny Pulse: “According to the Wall Street Journal, nearly half of employees who leave jobs do so to get away from their bosses. Since you don’t want to lose your best employees, it’s critical that you do everything you can to ensure you fill managerial positions with the right people in the first place.”

 


 

 

 

The Unsettling Cost of Unhappy Employees [Infographic]

Tiny Pulse: “Happiness, satisfaction, engagement — whatever you want to call it has a direct impact on a company’s productivity and revenue. Here’s a rundown from an infographic put together by Good.co.”

 

 

 

Steelcase Global Report: Engagement and the Global Workplace [Registration Required]

Steelcase: “The Steelcase Global Report is the first to explore the relationship between employee engagement and the work environment. It identifies one of the most serious issues facing leading organizations today: Only 13% of workers are highly engaged.”

 

 

 

Engage Your Employees – In Making Money

Forbes: “Here’s a revolutionary idea: instead of spending money on employee engagement, help your employees learn how to make money, both for the business and for themselves. Then stand back and see whether they’re engaged.”

 

 

 

Five Opportunities to Impact Employee Engagement

Recruiting Trends: “Before they can build a world-class organization of highly engaged employees, HR and talent-acquisition leaders must first understand how critical touch points can permanently affect how employees view the company.”

 

 

Engagement Weekly: How to Develop Your Workforce Into Engaged Leaders

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look into employee engagement strategies for managers, how recognition directly impacts engagement and building a workplace of future leaders.”

 

 

 

12 Ways to Engage Every Employee

Business 2 Community: “So how can your business rethink how you engage with each employee? Here are 12 places to start.”

 

 

 

A New World of Tools for Measuring Employee Engagement

SHRM: “Our most recent research identified more than 80 different vendors, ranging from always-on pulse surveys to feedback-based performance management systems to social recognition platforms. What does this mean to you, the HR professional?

 

 

 

 

How To Use Maslow’s Hierarchy of Needs to Develop Employee Engagement Programs

WeSpire: “Employee Engagement programs, unfortunately, are not effective when developed with a “one size fits all” mindset. Instead, employers need to create programs with diverse offerings that appeal to all of their employees.”

 

 

 

The 3 Reasons Why Your Employees Are Disengaged

 LinkedIn Talent Blog: “Here are three reasons for employee disengagement and guidance you can offer to help them turn the beat around.”

 

 

 

 

Fellow Agents, what are your thoughts on this intelligence? What do you have to add?  What other sources should be consulted? Make entries in the comments log below.

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Filed under Employees, Infographic, Managers, Recruiting, Sr. Leadership

How to Avoid Paying an Unnecessary Procrastination Tax to the IRS

Hidden Tax - Employee Engagement - - realestateinvestingtoday As Ben Franklin said, “In this world nothing can be said to be certain, except death and taxes.”1 While we can’t avoid paying taxes, we can avoid paying unnecessary ones.

 

The Procrastination Tax

Companies are no different.  They continually look for opportunities to reduce their tax obligation. However, there is a hidden tax that must be considered. A procrastination tax is levied when a company fails to make a sustained effort toward a known issue.

For instance, if a company fails to meet its employee engagement obligation, it will be subject to a procrastination tax.  The procrastination tax is incurred through increased recruiting costs, hiring costs, lost productivity costs, lost customers, poor partner and supplier relationships, and unmet shareholder expectations. This is an unnecessary “tax” that can be avoided by simply making some sort of sustained effort to address employee engagement.

According to Deloitte, “87 percent of organizations cite culture and engagement as one of their top challenges, and 50 percent call the problem “very important.”2 “Only 7 percent rate themselves excellent at measuring, driving, and improving engagement and retention.”3 In effect, they are electing to pay a procrastination tax because they aren’t able to realize the benefits of a fully engaged workforce.

 

The IRS

Companies need to establish their own IRS – Internal Retention Services. By focusing on engaging and retaining their employees, they will be able to reduce their procrastination tax burden.

 

Let’s consider the composition of this unnecessary procrastination tax in terms of employee engagement:

Employees – According to Gallup, 70% of American workers are “not engaged” or “actively disengaged.4 That means the company is taxed through the decreased productivity of their workforce.

Managers – Managers are employees so they mirror employee productivity. In addition, they can contribute to an even larger tax burden. “Manager talent is rare, and organizations have a hard time finding it.”5 The sought-after talent combination that characterizes great managers only exists in about one in 10 people.  Another two in 10 people have some of the five talents and can become successful managers with the right coaching and development.”6

According to Gallup, “Managers Account for 70% of Variance in Employee Engagement.”7

“Studies on the cost of employee turnover are all over the board. Some studies (such as SHMR) predict that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average.”8 “But others predict the cost is even more – that losing a salaried employee can cost as much as 2x their annual salary, especially for a high-earner or executive level employee.”9 The tax adds up quickly if a person isn’t a good fit in their managerial role.

 

The Multiplying Effect

Now the multiplying effect kicks in since each group builds on the previous one.

 

Teams – The lack of strong managers and mostly disengaged employees means that teams aren’t as efficient or productive as expected.

Departments – When you look at the unnecessary taxes associated with a single team, consider the effect of having multiple teams in a department.

Offices – Multiple departments comprise each office.

Regions – Multiple offices comprise each region.

Company – Multiple regions comprise a company. Also, being able to attract new talent is vital to all companies.  Companies that fail to focus on employee engagement will be hit with higher recruitment costs because the pool of interested candidates will be smaller.

Partners/Suppliers – How effectively is the company interacting with its partners and suppliers?  Given the lack of engagement in groups mentioned above, are they treated well? Do they want to work with you?

Shareholders – How diligently is the company working to minimize its costs and increase its profits?  Continuous churn in recruiting and hiring costs, decreased productivity, lost customers, etc., increase costs and lower profits.

Customers – How many customer relationships have been damaged or lost because of poor treatment from the disengaged employees and managers?

 

It Adds Up Quickly

As you can see, those hidden taxes add up quickly.  As a result, companies pay an unnecessary tax when they fail to invest in employee engagement. That tax is the result of procrastination and it is avoidable. In 2016, begin to focus on how your company can avoid the procrastination tax.  Start working with your IRS – Internal Retention Services to lower your tax burden. 

 

 

1 “Benjamin Franklin.” BrainyQuote.com. Xplore Inc, 2016. 13 April 2016. http://www.brainyquote.com/quotes/quotes/b/benjaminfr129817.html

2 Brown, David, Sonny Chheng, Veronica Melian, Kathy Parker, and Marc Solow. “Culture and Engagement: The Naked Organization.” Deloitte University Press. Deloitte Development LLC, 27 Feb. 2015. Web. 13 Apr. 2016. P. 35. <http://dupress.com/articles/employee-engagement-culture-human-capital-trends-2015/>.

3 Ibid., P. 36.

4 O’Boyle, Ed, and Jim Harter. State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders. Rep. Washington, DC: Gallup, 2013. Print.

5 Harter, Jim, and Brandon Rigoni. State of the American Manager: Analytics and Advice for Leaders. Rep. Washington, DC: Gallup, 2015. Print.

6 Ibid.

7 Beck, Randall, and James Harter. “Managers Account for 70% of Variance in Employee Engagement.” Gallup.com. Gallup, Inc., 2 Apr. 2015. Web. 17 Mar. 2016. <http://www.gallup.com/businessjournal/182792/managers-account-variance-employee-engagement.aspx>.

8 Merhar, Christina. “Employee Retention – The Real Cost of Losing an Employee.” Zane Benefits. Zane Benefits, Inc., 4 Feb. 2016. Web. 13 Apr. 2016. <http://www.zanebenefits.com/blog/bid/312123/Employee-Retention-The-Real-Cost-of-Losing-an-Employee>.

9 Ibid.

 

 

 

What are your thoughts on the procrastination tax? How does your company address reducing its tax burden?

 

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

 

Comments Off on How to Avoid Paying an Unnecessary Procrastination Tax to the IRS

Filed under Employees, Managers, Recruiting, Sr. Leadership

Glassdoor Employer Branding Summit Recap – Part 3 of 4

Employer Branding Summit 15

On Friday, September 25, 2015, Glassdoor hosted its second annual employer branding summit. For those unable to attend the event, Glassdoor offered a live stream which was recorded. Videos of the presentations are available on YouTube and the presentation materials have been posted on SlideShare. Below is a recap of presentations 7 – 9. Next week’s post will recap the final remaining presentations.

 

Glassdoor for Employers YouTube main link

Glassdoor for Employers SlideShare main link

Twitter hashtag: #GDSummit

 

 

 

Recruiter Branding: The Newest Element of Your Employer Branding Strategy

J.T. O’Donnell, Founder & CEO, Careerealism
(Video – 31:53) (SlideShare)

 

“Today’s job seekers want to connect with a person not a company.”

Job seekers no longer want to work for a company, they want to work with a company—partnership.

Job seekers are consumers, i.e. they mimic consumer behavior.  This means they research (81%) your company so they can make an informed decision. A dedicated careers page and a basic Glassdoor profile are expected to be seen as legitimate.

A recruiter bridges the gap between an employer brand which represents the company / leadership viewpoint about what it is like to work for the company and the talent brand which is what your employees say it is like to work for your company.  Need to be consistent between the two. The solution lies with the recruiter brand since they are part of both worlds.

What are the expectations of a recruiter brand:

  • People want proof of recruiter experience
  • Be authentic and transparent
  • Create the opportunity for a personal relationship, i.e., make it easy for people to find commonality.

 

94% [of job seekers] would find it helpful to have a Recruiter Directory. Careerealism just released the first recruiter directory.  All company information in one place.  Includes information for job candidates and recruiter’s perspective sections.

 

Lars Schmidt stepped in to open a Q&A session with J.T. O’Donnell. He encouraged the use of signature lines in emails. They should provide links to your Twitter accounts, etc.  When roles are posted, the names of the responsible recruiters should be included. Make it easy to connect and interact.

 

Q: How do you balance the time between candidates you want to pursue and those you do not?

A: Build and auto generated form for anyone that reaches out to you. Manage expectations. Give candidates a framework for what is happening. Refer them to Glassdoor, Twitter, etc. Give some careers resources and close loop on rejection. Hootsuite posted their process templates to HROS.co – download for free.

 

Q: Mr. Schmidt flipped the discussion and asked attendees to share their company’s practices.

A: To better engage creative types, a recruiter created an interactive, visual job description and a collateral piece that is sent to candidates.

A: For onsite interviews, candidates are given a free docu-sign account in confirmation email regardless of whether hired or not.

A: A company created 5 videos of actual employees in a certain role explaining that role and then sends them out to candidates so they can get a feel for role responsibilities, personalities, etc. Added benefit is that they may actually see those people when they visit the office.  Also created a fun video that is sent to candidate upon completing the application process online to let them know that their application was received and that someone will get back to them.

 

Automated response emails are the most valuable for setting expectations according to Mr. Schmidt.  Add FAQs, tell them what happens in the process, timeline, etc.  JT O’Donnell added that 44% of candidates will not apply to a company again if they received no response to their previous application. They assume the company isn’t interested.

Not many companies have Service Level Agreements (SLAs) in place for responding to candidate applications.

 

Summary

Recruiter branding is relatively new. As you go forward, you’ll need to figure out what are the most important and impactful things you can do and then prioritize them. Ultimately, you want to find a way to respond to every candidate that applies.

 

 


 

 

The Employer Brand Action Plan For Those That Don’t Know Where to Start

Stacy Zapar, Principal & Founder, Tenfold Employer and Brand Strategist, Greenhouse
(Video – 30:21) (SlideShare)

 

“Sourcing is like fishing.”  “Employer branding is like casting a net.”

83% [of companies, HR execs] agree that an employer brand has a significant impact on the ability to hire great talent.

What if you don’t have a strong brand, if you don’t attract the right talent, or don’t have a clue about what your employer brand is? 50% of recruiters don’t understand their own employer brand.

You can build an employer brand by starting small and then build on your success.

An employer brand (a realistic story of what it’s like to really work at your company) is composed of four things:

  • Employee value proposition
  • Company culture
  • People (current, past, clients, etc.)
  • Candidate experience

 

Gameplan:

  • Research: good, bad, average. Locations, teams, offices all have different cultures.
  • Ask Questions: Employee surveys, focus groups, one-on-one talks, etc.
  • Social listening – People are talking about you online whether you are joining the conversation or not.
  • Identify core values/ develop an EVP
  • Establish the goals of an employer branding program  using internal and external data
  • Provide social training for employees
  • Build an employer brand roadmap and realize it will evolve over time
  • Take inventory of relevant content

The MEH

PR Awards

Marking/ corp blog

Earning announcements

Job postings

Corp social responsibly

Company benefits

The WOW

Work currently being done is the most popular content

Co Culture/ day in the life

Department/ employee blogs

Office environment/ cube life

Employee spotlights.

Unique perks and benefits

Candid photos/ iPhone videos

Company events

In the news

Asking questions

Career strategies

Humor/ memes

Relevant quotes

 

@PRSarahEvans: “Great content makes people want to share, care or swear.

 

Checklist:

  • What’s in a name? Everything.  Think like a marketer for blog name, projects, etc. What resonates with employees. It must be memorable and represent your brand
  • A unique and consistent hashtag
  • Establish pillars of content. On what subjects will you be focusing. Be sure to keep passive candidates in mind.
  • Develop a measurement plan
  • Develop a content curation strategy
  • Develop a community management plan – who runs/managers
  • Develop a content calendar
  • Set up a blog: tell employee stories
  • Establish an engaging careers page
  • Branded, innovative job postings that are mobile friendly and use video, pictures, etc.
  • Develop a Glassdoor strategy: Good content, Regular status updates, a Response strategy, and an  Engagement strategy to get people involved (candidates and employees)
  • Focus on candidate experience

 

 


 

 

 

Standing Out from the Crowd: What it takes to be different

Richard Mosley, VP Strategy, Universum
(Video – 27:30) (SlideShare)

 

Mr. Mosely is a former anthropologist. He noted that strong cultures and strong brands have a lot in common. For instance, they are sure of themselves – know what they stand for.

Consumer brands and employer brands are the same.  How stand out with what offering.

Mr. Mosely listed the Top 35 of the world’s most attractive employers 2105. These are good companies but they fail to stand out among the competition.

Many companies use same buzz words. In the banking sector, “a world of opportunity,” is on example. 20 companies use this same phrase. In the technology sector, “Innovation is in our DNA” is used by a lot companies.

Visually, most of these companies use the same mix of people to denote inclusion and diversity:  2 men, 2 women, an ethic mix…and sitting around a table and smiling.

Too many companies are positioning themselves the exact same way. “It’s not easy to be different”

Employment Brand is the foundation of all a company does.

 

Three ways to stand out:

Visual identity: Look different. You cannot limit this to your career page or job postings, you must be consistent across the company for the visual identity to successful.

Brand positioning: talk different

Mr. Mosely talked about 8 territories: status, purpose, teamwork, empowerment, learning, career, performance. Companies need to understand where they fit within each territory and determine what makes them unique in each.

Signature experiences: BE different

 

 

 


 

 

What are your thoughts on these presentations? What was your key takeaway from each presentation? Stay tuned for the final part of the series.

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Glassdoor Employer Branding Summit Recap – Part 2 of 4

Employer Branding Summit 15

On Friday, September 25, 2015, Glassdoor hosted its second annual employer branding summit. For those unable to attend the event, Glassdoor offered a live stream which was recorded. Videos of the presentations are available on YouTube and the presentation materials have been posted on SlideShare. Below is a recap of presentations 4 – 6. Future posts will recap the remaining presentations.

 

Glassdoor for Employers YouTube main link
Glassdoor for Employers SlideShare main link
Twitter hashtag: #GDSummit

 

 

 

An Ecosystem Approach to Close More Passive Talent

Jennifer Johnston, Senior Director Marketing and Communications, Salesforce
(Video – 25:50) (SlideShare)

“In the war for talent, scarcity is the new reality.” “Power is continuing to shift to the candidate.”

Salesforce developed a recruiting ecosystem to focus on engaging and enabling everyone in the company to sell the EVP (employer value proposition) across the recruiting lifecycle.

The five steps of this approach were:

  1. Targeted Lead Generation

Define your audience and drive leads through referrals, advertising, and research.

Referrals: Programs created to get information to employees about the referral process / information on the company’s hiring needs. They will even help employees go through their contacts to determine potential referrals.

Advertising: Since their candidates are in a narrow market, they must target where they focus.  Use contests and games to attract / engage candidates.

Research: 8 referral leads vs. 154 non-referral leads to get a hire. Used data to disrupt the perceptions of hiring managers on what skills and traits are needed for certain roles. Developed a profile of the best candidate.

 

  1. Qualifying and Mapping

If do not meet profile, let them go nicely because there is a low probability they will be hired. No need to string them along.

If do meet the profile, they are put into nurturing activities if there are no current roles available. If a role is available, then they are fed right into the process.

 

  1. Prequalified Prospect Nurturing

Build relationships to move people from prospect to candidate using three key nurturing tactics.

Look at media coverage, corporate, and employee created content and package it into:

Snackables – tidbits that are sharable

eBlasts – Best of the best content is sent to potential candidates in an email. Marketing then collects data on who opened, links clicked, etc. to help better focus the conversation.

Events – Most popular is to piggy back on customer events. Invite prospects and then allow them to mingle with Salesforce employees. This allows for an assessment of fit on both sides. Goal is have candidates think of you when they are ready to make a move.

 

  1. Amazing Candidate Experience

Weakest link at Salesforce right now. Goal is to close more candidates by engaging hiring managers since they can better assess fit and sell the opportunity.

Three tactics:

EVP Certification – managers trained / coached to better communicate the EVP.

Competencies Interviewing – helps deepen the line of questioning in interviews.

Candidate Journey – how best communicate with candidate along their journey.

Pre-interview team briefings so prepared for the candidate

Send tips and closers on day of interview

Pre-emptive thank you to the candidate after the interview

Ask for the sale at offer

Offer personal congrats and welcome communication at signing

Keep candidate engaged prior to start date using a pre-boarding journey

 

  1. Engaging Employee Experience

Referrals are #1 source of hires at Salesforce

Culture – greatest asset so make sure everyone can speak about the culture.

Hire for fit, immerse quickly, and live the culture every day – inside and outside of the company.

 

How measure success?

Enthusiastic shares on social media, blogs, etc.

Fair reviews on sites such as Glassdoor

Regular employee referrals to maintain potential candidate pipeline


 

 

 

Using Glassdoor to Build Candidate Trust & Employee Engagement

Christopher Hannegan, EVP Employee Engagement, Edelman PR
Jennifer Newbill, Senior Manager of Global Talent, Dell
(Video – 30:24) (SlideShare)

Mr. Hannegan began by talking about today’s trust landscape. Edelman trustbarometer, the largest global study of trust. Focused on two bits of data in the study

“Company experts, “person like yourself” most trusted.”

Percentage of people considered credible when wanting information about a company:
67% – technical experts
63% – person like yourself
49% – employee
43% – CEO

Who is most trusted based on a specific topic?  Looked at engagement, integrity, products, purpose, and operations. Most compelling were in:

Engagement: Treat employees and customers well. Credibility – 41% employee to 21% CEO
Integrity: ethical business practices. Credibility – highest was 34% employee.

Opportunities:
How can we elevate and amplify the technical expert and employee voices?  Label your people as experts.
How do we build trust with our workforce as a starting point to build trust with customers and potential talent? Has to start internally.
How can a company keep engaging via Glassdoor and other sites throughout the talent lifecycle? Mine data from these sites to enhance employee engagement strategies.

Mr. Hannegan turned the presentation over to Jennifer Newbill. Ms. Newbill walked through a Dell case study.

Transparency is a core founding belief at Dell.
Certify employees to me social media advocates though Social Media and Communities University

A recruiter received feedback from a candidate about a negative experience.  The candidate said that 1) he was not interested in Dell; 2) he would not refer anyone; and 3) he would never be a customer. That jolted Dell to understand that candidates are customers. What’s worse, that candidate went on to a role in which he was responsible for $2 billion of technology procurement.

Candidate experience program was created that made specific commitments to candidates and those commitments were posted online to ensure accountability.

How (and why) Dell embraced Glassdoor – 6 steps:
Step 1 – Making the case (within our own recruiting team) – getting buy-in from the right people
Step 2 – Assessing our Glassdoor presence
Step 3 – Branding our page
Step 4 – Monitoring the sentiment and trends – review “Advice to Sr. Management”
Step 5 – Achieving buy-in from our Senior HR Executives
Step 6 – Roadshow – make Glassdoor part of the conversation within the company

Candidates as consumers:
Monitor and respond to reviews in a timely matter.
Educate stakeholders and team on an on-going basis.
Create a philosophy around soliciting reviews.


 

 

 

Employer Brand Strategies to Attract and Retain Millennials

Carolyn Eiseman, Enterprise Holdings
(Video – 20:11) (SlideShare)

Discussed Enterprise Holdings brands:

Global presence in 70 counties / 9000 retail locations
Privately held.
Decentralized operating structure – operating groups to manage clusters of retail locations.
200+ recruiters to hire for local operating groups.

Enterprise management training program  hires 8500 (millennials) each year. They are trained and developed to run branches and provide customer service.

Retail locations are the talent pipeline to senior leadership (promote from within). In an effort to show not tell, they added a ticker on their career site that provides a running count of the number of internal promotions each year. By the end of 2015, that count should be at 13K.

Engage where candidates are: Instagram, Twitter, and Glassdoor. Not only engaging with individuals but with their networks as well.

Strengths:
Strong employee referral program – incentives vary by operating group.  30-35% of hires come through referrals each year.
Why Care? Why Share? Approach. If employees care enough to share, then it’s important. Sometimes employee content can be repurposed / redeveloped for a corporate branding opportunity.
National internal meetings provide a broader focus than just the operating group with which they associate. They have the opportunity to meet and talk to senior leaders. For this last meeting, they created an app to encourage engagement prior to those meetings, during the meetings, and to keep in touch after the meetings. This became a good source of content for national promotions.

In 2015, they began to provide recruiters with content in order to be consistent in messaging. Over time, they’ve learned how to better engage potential candidates by posted certain types of information on specific channels, i.e. brand or local. For instance, career tips posts by recruiters yield 5-6X more engagement than the same post on from a brand channel.


 

 

 

 

What are your thoughts on these presentations? What was your key takeaway from each presentation? Stay tuned for part 3 of 4.

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

Comments Off on Glassdoor Employer Branding Summit Recap – Part 2 of 4

Filed under Conferences, Employees, Managers, Programs, Recruiting, Social Media, Sr. Leadership, Videos