presented by Rebecca Valladares
Why do people join your company? Why do they stay? What kind of people thrive in your environment? Candidates begin to form their impressions of a business before they even walk into an interview. Employees are willing and able to share their experiences — good as well as bad — with a savvy network at the click of a button. Your recruitment and retention results are tied to how you communicate your employer brand and employee value proposition.
An authentic brand experience can help attract and retain engaged employees who align with your company’s values. On the other hand, brand and employee value propositions based on empty promises often backfire, leading to increased recruitment costs, turnover spikes, and wasted money.
Promoting an authentic employer brand can make a real difference to your recruitment efforts and it doesn’t have to be a headache.
Join our free webinar on Wednesday, January 14, to learn how to develop and communicate the kind of authentic brand experience that will attract your ideal candidates and help retain your top employees.
Our expert speaker, Rebecca Valladares, will lead you through:
· Methods for defining your authentic employer brand and employee value position
· Mapping your candidate or employee touch points against your brand promise
· Creating HR policies and programs that reflect and support your brand
Rebecca will help you identify strategies to get started on improving your employer brand experience as soon as you get back to your desk.
Who should attend?
This webinar for recruiters and HR specialists who want to attract and retain more of the right candidates, reduce turnover, and build a sustainable recruitment pipeline.
The webinar will fill up fast. Register free to reserve your seat now.
Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.
More information | Register for this webinar
“2015 is the year content subsumes marketing and brands realize that content is the atomic particle of every aspect of marketing.” – Shane Snow, Contently
It’s old hat to say that Amazon CEO Jeff Bezos defined “brand” as what people say about you when you aren’t in the room. But even if that’s true, Bezos has only identified the situation without prescribing a way of changing it. If you can’t be in the room to change the brand, what can we do to influence how people talk about you?
For talent acquisition professionals, this is doubly important as our prospects form impressions of our brands long before we can reach out to them. Decisions such as to whether to sign up for updates, whether to respond to a recruiter, and whether to apply for a job start with the brand when you’re not in the room.
Which is why we’re so in love with content and content marketing. Think about that moment when people talk about you when you aren’t there. Content is what they are looking at. Content is what they are referring to. Content is what helped them form an opinion about you. At the same time, content is what draws you to their attention via Google and social media. Content is what gets shared because done well, it is engaging, useful, educational, and entertaining.
In many ways, 2013 and 2014 were when content marketing went from “interesting idea” to “useful tool” for talent acquisition. As case studies start trickling out of agencies, showing that content influences people at almost every stage of the sales or consideration process, everyone is taking content seriously. More companies are looking to content to advance their employer value proposition to prospects at every position of the sales funnel.
As 2015 approaches, no doubt you’re wondering what the future holds for content marketing within the talent acquisition space. While content marketing sometimes feels new and novel, the future boils down to being authentic, specific, and useful. keep reading…
Attention recruiters! Still looking for that perfect gift to give to your most demanding hiring manager?
We here at ERE’s Roundup HQ have the solution — a personal assistant temp for a day or two. What’s so special about that you ask? Ahh, these temps come from a very unique agency called ManServants.co.
Suggests the site, “Send him as a gift to a ladyfriend’s cubicle and she’ll have a personal assistant for the day to do her bidding.” keep reading…
Earlier this month, I decided to dip my toe back into the job market. It’s incredible to see how the candidate experience varies by company. While most of the applications and interviews are pretty standard, last week a company I applied with requested a video cover letter.
Initially I was surprised. I’ve been in the talent acquisition space for over 15 years and have never been asked (or asked anyone else) to create a video cover letter. I knew I didn’t want to do the standard “webcam 90-second life story,” so I decided to get creative. After editing the video, I compared it to my standard cover letter and came away with five advantages a video provides over a traditional written cover letter: keep reading…
The human brain processes images in a different way than text. Images create stronger associations and they apparently improve retention of the associated text by up to 42 percent. Text with images included is even perceived to be more trustworthy and valuable. Are we so shallow? Well, yes, we are.
Advertising has long used powerful images at the core of its dark arts — across all types of media. The story is not told in words. The malnourished African child asking for a donation. The gorgeous film star modelling the latest perfume. The college boys enjoying a Friday night pizza. These images stick in our heads forever.
What should it be so different with a job ad? keep reading…
Candidates are quicker to turn down offers, increasingly rejecting them within weeks of their first interview.
It’s another sign of what the vast majority of agency recruiters say is a candidate-driven employment market.
MRINetwork’s most recent Recruiter Sentiment Study says 83 percent of the 333 responding recruiters describe the current employment market as candidate-driven. In three years, the percentage of recruiters who say candidates are in the driver’s seat has risen 29 points. keep reading…
Come on, admit it. If you are like the rest of us, you have, at some point in time, indulged in wishful thinking about what to ask for if a genie appeared to grant three wishes with no limitations. So, what if Aladdin did actually appear from out of his bottle promising to fulfill three recruitment-related wishes, unencumbered by the dreary realities of limited resources or an ever-shrinking budget? What would you wish for? keep reading…
Consider the possibility that thousands of STEM women are literally missing out on billions of dollars in higher salaries as a result of the recent actions by tech firms.
Everyone knows that many of the larger tech firms have recently released their employee diversity numbers.
Obviously releasing this data was a positive move that resulted in an expanded discussion around the need to increase the number of STEM women employees at tech firms. But what most analysts have missed is the realization that, almost universally, the response to this shortage of women in tech firms has been some variation of a long-term “increase-the-supply” solution. In my book, increasing the supply is code for “doesn’t increase your salary costs.” This is what would occur if every firm instead solved its shortage problem with a short-term solution. This would involve actively recruiting STEM women away from other firms, because that competition would have the effect of immediately driving up the salaries of women.
Waiting 5+ Years for the Employees You Need Wouldn’t Be the Normal Response keep reading…
An employee gets a new job. They’ve told their company they’re quitting. They’re going to start the new job soon. Heck, why not see what else is out there before Day 1?
Yes, there’s now a job site for them. keep reading…
Trying to sell a relocating candidate on a lower compensation than what they make today, based on a lower cost of living, is a common closing technique in our industry. However, this is a pretty common miss in recruiting, but in my experience it is also a pretty easy fix. When attempting to get candidates to commit to relocation we most often go through a version of the “Ben Franklin close” — list pros and cons and hope that there are more pros.
I’ve recruited all over the world, and oftentimes when we are looking to differentiate one place from another, the concept of “cost of living” bubbles up high on the list either as a pro or a con. Emerging or developing markets, as well as rural markets often point to this as a great reason to move there and plant your stake in their community. It sounds good. Who wouldn’t want a lower cost of living? However, most often it’s used by organizations in those markets to try and hire talent that would command a higher market price elsewhere in a fashion that drives their compensation down to the new location’s cost of living index. This, my friends, is a classic logical fallacy. keep reading…
Call today’s Roundup High Crimes, Blunders and Hysterics From the World of HR.
And my oh my, what a collection it is. Let’s start with the crimes part. A meaty tale it is.
Over the pond in the UK, direct hiring is still something of a novelty. Though it is growing, most companies still turn to agencies to fill vacancies and outsource some jobs. So when Rossel Vaz applied for a cleaner job with Tesco, the giant supermarket chain, he was directed to another company that did the recruiting. keep reading…
Although recruiters are traditionally warned to stay away from job hoppers, many employers now expect candidates to have a history of job hopping. In fact, a recent survey from CareerBuilder shows that 55 percent of employers reported hiring a job hopper.
Why are recruiters ignoring the advice to avoid flighty employees?
For one, jumping from job to job is common. The CareerBuilder survey found that by age 35, 25 percent of full-time employees have held five or more jobs, while 20 percent of those ages 55 and older have had 10 or more jobs.
But there is a deeper explanation. Employers see the value job hoppers can bring to certain positions. For example, workers who frequently switch from job to job may have the personality and experience needed to excel as a sales rep.
Here are the top five reasons to consider hiring a job hopper for your open sales rep position. keep reading…
If your company hasn’t made a “Best Places to Work” list, you should be asking “Why not?”
There are hundreds, maybe thousands of these lists. The Great Place to Work Institute has what is arguably the most prestigious. Companies spend tens of thousands to make the top 100, and even then, many don’t.
But that’s no excuse for not making some list. There are “best places” lists compiled by business journals and C of Cs. SHRM chapters have them, as do any number of organizations. Every state has one; some have several. And there’s one in practically every city of size, including in the Yukon, where Home Hardware made the list. keep reading…
Most companies say their employer branding is successful, and 9 out of 10 small companies feel that way.
That’s according to a new survey of 100 professionals, from HR directors to recruiting consultants to CEOs.
While there are some great insights from polls and white papers that talk to what goes into a compelling employment brand (recognition, rewards, career opportunities, culture, etc.) there is surprisingly little about how companies conduct their employer branding/employer value proposition initiatives.
That’s why earlier this year we looked at how organizations plan, execute, and assess their employer branding. Here are some of its most significant findings. keep reading…
A career site called Shine is running an ad campaign highlighting its 220,000 job posts and overall suite of services, such as employment branding. The star is a mouse. keep reading…
What makes a recruiter stand out: It’s a culmination of their personal experiences, intellect, intuition, and what made them who they are today. I call this experiencing rites of passage. Aristotle said, “Knowing yourself is the beginning of all wisdom.” Recruiting is not a transaction. The military teaches that attention to detail is critical in all actions performed. This is where the wheat is separated for the chaff. If a seasoned recruiter doesn’t see a full, professional representation on a resume — it speaks a lot of the candidate. If the skill set is essential, maybe it is a matter of spending some time with the candidate to educate them on the importance of a well-defined resume.
When you’re in the people business, it’s all about understanding an organization’s needs and improving the return on human capital. Statistics reflect that the best hires are typically referrals. There are obviously a number of reasons why, but one is that an existing employee can comprehend a person’s motivational fit and drivers to the point that they’re confident the candidate will be interested and contribute to the results. Recruiters can do this with both internal and external candidates.
The same thing goes for establishing relationships with people and understanding the ‘who’ vs. throwing resumes at the wall. keep reading…
A new video from UPS isn’t exclusively about hiring, but given how much the company is staffing up for the Christmas rush, a near-tear-jerker like this sure can’t hurt. keep reading…
From the tight-knit rumor mill of recruiters and others in the field from around the world comes talk that Amazon wants to dip its toes into some sort of recruiting technology service. keep reading…
Are you ready for 2015 when it comes to talent acquisition? Well maybe it’s the holiday cheer or the start of a new year, but we have a gift for you! Please join wonderful hostess Nicole Dessain as she lets you in on a little secret, the best and most effective trends of 2014. In this upcoming CareerBeam-sponsored webinar, expect more than just the following:
- Understand how the 10 talent.trends impacted the talent agenda in 2014
- Learn how companies tackled challenges associated with these trends
- Get to know innovative talent frameworks that help address talent challenges in the 21st century (such as the talent.experience lifecycle™ )
- Gain perspective on what talent topics will be hot in 2015
Get registered today and learn about the top trends of 2014 before going in to the new year. That way you can use this newfound “gift” in all the most exciting and efficient ways.
Date/Time of Webinar: December 11, 2014 at 2 p.m. EST
Registration Link: https://cc.readytalk.com/r/eodawnmscir6&eom
Can’t attend? No problem! Register and receive the recording to watch at a more convenient time!
Corporate recruiting leaders and recruiters, as well as hiring managers who operate in small businesses, are constantly searching for new and effective recruiting approaches. There is certainly no shortage of new and emerging recruiting approaches, but unfortunately, most of the approaches that you are likely to run across are either expensive, overly complicated, or they are extremely difficult to implement. So if you’re looking for highly effective but cheap and easy-to-implement recruiting tools, here is a descriptive list of my top 12. Each one has already been proven effective, so you won’t be the first to try it.
The Top 12 Highly Effective But Cheap and Easy-to-Implement Recruiting Tools keep reading…