At exaqueo, we strongly value the need to fully disconnect from work and recharge, so we provide a shared week off in both the Summer and Winter as a benefit for our team to enjoy. In the spirit of exaqueo’s upcoming Summer break, we’re sharing the latest news on motivating employees with time off and incentives. Enjoy!
1) We Gave Our Employees Fridays Off Paid and Now We Have an Amazing Team from Entrepreneur
“Taking Fridays off isn’t an extraordinarily new idea. Billionaires Carlos Slim and Larry Page have spoken publicly in support of shorter work weeks since 2014, but the idea has yet to catch on.
At many companies, in the San Francisco Bay area particularly, work perks are very entitlement-focused and thrown at employees like Frisbees -- team happy hours, free gym memberships, a fully stocked kitchen, logo-emblazed hoodies, an in-office ping-pong table. These perks were essentially non-existent a decade ago, but have now become so common that employees actually expect them, lessening their appreciation for them. We often hear company leaders soapbox about employee wellness and providing a work-life balance, but does throwing employees a free gym membership truly promote that?
A recent EY survey revealed that one-third of employees report that managing a work-life balance has become harder than ever. This leaves me to believe that today’s run-of-the-mill incentives do nothing to motivate employees. They simply create expectations (for what?) and waste company money. While several hyper-funded, successful companies go above and beyond to offer something unique -- vacation allowances, college tuition reimbursements and long-term paid parental leave -- only a select few actually give employees a true work-life balance; one that includes more time off.”
In this week's Talent and HR News Weekly Roundup, we're featuring a mix of insight on innovative hiring. Enjoy!
1) A Data-Driven Approach to Group Creativity from Harvard Business Review
“How can you ensure that your company has innovative teams? Though many organizations already use assessment for hiring, leadership development, team-building, and executive coaching, it has not been extended much to hiring and building better innovation teams. Why does this even matter? It matters because innovation requires specific personality types, characteristics, and an environment that engenders psychological safety, to be unleashed. In select studies, innovation teams that leveraged personality types generated 95 times more profit and increased the speed as well as effectiveness of new business development by over 900% compared to their counterparts.”
This past June, FlexJobs hosted the TRaD* Works (*Telecommuting, Remote, and Distributed) forum on remote work. Major brands gathered to discuss how to maximize remote work programs, covering topics such as recruitment, management, communication tools, branding, culture, challenges/benefits and ROI. Not surprisingly, we learned that more professionals and companies utilize remote work than ever before. The newest U.S. Bureau of Labor Statistics data just reported that in 2015, 38% of workers in management, business, and finance did some or all of their work from home. And, many companies are realizing that in order to attract, engage and retain talent, most notably millennials, flexible work arrangements have to be a priority. Plus, it’s known that the more flexibility we give workers, the happier, the less stressed and more productive they will be - which will ultimately benefit the worker and company. That being said, there is a lot of pressure for companies to change their policies and keep up as fast as the rate technology is changing.
In this week's Talent and HR News Weekly Roundup, we're featuring insight into managing hiring and talent. Enjoy!
1) What to Look for When Hiring Your Startup Team from Inc.com
“There's a multitude of ideas to consider when building your team, and far more information than can be discussed in a single article. But if you keep these five basic suggestions in mind, you should be able to create the world-class team you had always dreamed of, and on a budget you can afford in your startup's early days.”
Employer branding is such an important focus area; it has the power to affect the overall market perception of your company. So what is it about your company that would attract talent? Why would people want to work for you? What makes your company stand out? At exaqueo, we understand that every company is unique, which is why we take a bespoke approach to building honest, authentic employer brands and powerful talent attraction programs for our clients. In this week's Talent and HR News Weekly Roundup, we're featuring recent insight into just that.
1) These Are Job Seekers' Top 3 Priorities Right Now, According To LinkedIn from Fast Company
"Last year, job openings in the U.S. hit a five-year high, clocking in at over 5 million, where they remain today. That's a lot of positions that need filling, but the good news for employers is that a staggering 90% of professionals, according to new research here at LinkedIn, are open to considering them.
One reason so many people say they'd like to hear more about job opportunities is because they simply don't know enough about them already. For all the job-search resources out there, it seems people still need more—or different—information about prospective employers than they're currently getting.
That points to a pretty big disconnect in the employer brand department, but to mend it, companies need to know what job seekers actually want to learn when they’re skimming job descriptions and career sites, and weighing whether or not to apply."
Project: Time Off recently released their latest report, The State of American Vacation 2016, which provides the most comprehensive look at America’s vacation habits to date. America is at a critical crossroads between taking vacation back or letting it go extinct. With the start of Summer, we wanted to share our insight into why this data is important and how companies can apply our Whole Self Model to influence change in the workplace, specific to employee engagement. Employee's lives outside of work, including vacation time off, are more important than you think.
In this week's Talent and HR News Weekly Update, we're featuring insight into innovative hiring, culture, talent and more. You may even ask yourself a few questions after reflecting on these good reads. Enjoy!
1) 7 Ways Leaders Can Shape A More Meaningful Startup Culture from Forbes
“It doesn’t take a genius to realize that it’s going to take more than a beer keg and an in-house masseuse to drive sustained performance of your startup. Beyond the perks and window dressing that business leaders adorn their exposed-brick workspaces with, what can be done to solidify certain ways of working that guide behavior to tangibly drive the results you’re looking for? Most articles out there about startup culture focus on some of the very important basic foundations that help align people in organizations: Creating a clear and compelling vision that creates a fire in peoples’ bellies about what you’re trying to accomplish. Articulating an intentional strategy where every individual can clearly see how their day-to-day behaviors support the bigger picture. Creating a non-negotiable set of core values that help members of the group understand what’s important and help guide decisions at the point closest to the issue. Right now, some of you may be saying to yourselves, “We’ve done that. Now what?” Well, let’s go there.”
In this week's Talent and HR News Weekly Update, we're featuring insight into meaningful work, employee happiness, and more. Here’s a fresh perspective just in time for the weekend. Enjoy!
1) This Is What Happens When Employees Find Meaning at Work from Entrepreneur
“Meaningful work is something everyone wants. Employees desire jobs with a purpose they can identify with; they want to know that they’re making an impact. But is "meaning" a workplace necessity? Shouldn’t employees show up to work each day engaged and ready to go simply because the employer is paying them? The answer to that question may be "no." While, at first glance, "meaningful work" sounds like just another fluffy, feel-good ideal, it turns out that employees want and need more than a paycheck to stay engaged at work.”
Our founder, Susan LaMotte, recently interviewed Allyson Downey, founder of weeSpring and author of Here's the Plan. Here's the Plan offers an inspiring roadmap for working mothers steering their careers through the parenting years. Ironically, Susan and Allyson have much in common - both are entrepreneurs, MBAs, writers and mothers. In this honest interview, Allyson shares with Susan why having a plan is important for women to thrive in the workplace. This may just be the motivation new mothers need to keep shaking up—and changing—the world!
When you are in Talent Acquisition, there are few certainties in your world. Job descriptions will change at the 11th hour, and budgets will be slashed, and candidates will change their minds with the frequency of strobe light. But one thing has remained the same through all the hiring (r)evolutions in the last decade or so – the resume.
In this week's Talent and HR News Weekly Update, we're featuring the latest thinking around interviewing and hiring. Enjoy!
1) Would You Meet This CEO for a 6:30 A.M. Interview? from The Street
"The job interview is a chance to learn about your potential employer. You can learn a lot from someone who would schedule an early morning interview as a power move. The way an employer schedules and conducts an interview with a potential employee can attract the best talent or drive away recruits in a hurry. That's because the particulars of that meeting can offer a window into company culture -- and a negative light may be all someone needs to take his resume down the street. Many CEOs are unintentionally choosing the latter strategy and repelling workers. Employees who encounter terrible circumstances for a job interview may see an awful future at a company with an unappealing culture: expanded working hours without a rise in pay and an on-call lifestyle."
Here at exaqueo, I'm so excited (and a bit surprised, honestly) that our boutique, bespoke approach to culture, employer brand and talent strategies are resonating so well. After all, employer brand is still seen as this typically tactical, recruiting based, execution arm of HR. And it's easy to get excited about the execution. After all, what's cooler than digital storytelling or Snapchat?
Execution tools are a must--they're fun, sexy, cool and generate all the buzz. At exaqueo, we do the cool stuff, but only after building a foundation and strategy based on workforce market research. Nothing gets executives more excited than data--and brands don't have legs unless your CHRO, CMO and CEO are on board.
That's why as we continue to grow, we're so excited to announce the addition of Kathleen O'Brien to our team as a lead consultant and project manager. Kathleen has spent her entire career in talent acquisition, marketing and branding, and project management. Specifically, she has developed employer brand and recruitment marketing strategies for both Northrop Grumman, a mature global Fortune 500 corporation, and Scottrade, a privately owned high-growth firm.
The race for talent is on. Companies are offering many different perks and benefits to stand out from the crowd. But are these what candidates and employees really value? Or just putting lipstick on a pig? In this week's Talent and HR News Weekly Roundup, we're sharing some of the latest thinking around perks, benefits, and work style.
1) Wedding expenses and Tesla leases: The arms race in employee perks from Washington Post
"Nick DeMarco runs a small biotech startup in Raleigh, N.C., that makes scientific instruments. But what got his company, Practichem, attention from CNBC's "Power Lunch," the Huffington Post, Fortune and other media outlets last week wasn't the innovative products he's making. It was his promise to lease Tesla Model 3s to employees when they become available. "The world’s changed a lot, and technology people are really hard to bring in," DeMarco, who has 10 full-time employees and is trying to double that number with new hires, said in an interview Monday. He believes spending money to lease the wildly popular cars -- which are not expected to be available until at least the end of next year -- will turn out to be a smarter recruiting investment than funneling more money to headhunters. Though he sees the leases as rewards for good performance to help retain current workers, he's also hopeful the media coverage and word-of-mouth from employees will help him hire people with the skills he needs in what he calls an "esoteric field." "We're not sexy," he says."
When you think about a the brand experience of employment, some might argue that there is no more crucial point than the new hire (of course there are arguments for other points in the process too). You've won them over as a candidate, and as they always say, first impressions make all the difference. This sets the tone for the actual employment experience and a mis-step could impact the rest of the journey. Below are some points of view on the onboarding or orientation process. Enjoy!
1) What To Do During Your Employees’ First Week To Avoid Losing Them from Fast Company
"If a new employee is going to quit, chances are it will happen within the first six months. More than 40% of turnover happens within the first month, and another 10% or more leave before their first anniversary, according to a study by Equifax Workforce Solutions. That means it’s more important than ever to engage them from day one. "There is a direct correlation between effective onboarding and employee retention and engagement," says Susan Vitale, chief marketing officer for iCIMS, manufacturer of talent acquisition software. "Ninety-one percent of [first-year] employees are retained in companies that have a formal onboarding program, but of those who don’t, just 50% are retained." employee after the first year, it ends up costing you three times the employee’s annual salary to recruit, hire, and train someone else." Bad onboarding costs companies lots of money and job turnover, says Mark Newman, founder and CEO of recruiting software provider HireVue."
I spent the past few days as the emcee of the Employer Branding Strategies conference (#EBrandCon). As usual, a rapt audience taking copious notes. But what next? It's Friday, everyone's headed home and come Monday, we often fall back to our routine of execution.
I'm on a mission to make sure we don't default to employer brand execution. We need to execute. We need great content. We need to market. But we need
If you want to elevate yourself and your career, you need a strategy. Here's how.
In this week's Talent and HR News Weekly Update, we're showcasing the latest thinking to keep you up on the beat. Anything from engagement (will we ever see this go away? probably not) to mental health days. Happy Friday!
1) Stripe's Crazy New Hiring Experiment: Bring Your Own Team from Inc.
"From Google's wacky (and now out of favor) brain teaser interview questions to Zappos' unusual offer to pay recruits to quit if they didn't feel at home in their new job, startups and tech companies regularly pioneer new hiring practices that entrepreneurs in other industries might want to consider trying. Here's a new one for you, courtesy of the management at payment startup Stripe: how about hiring teams, rather than individuals?"
This week's Talent and HR News Weekly Roundup features the latest thinking on hiring. There are lots of different perspectives below - enjoy!
1) How to Streamline Your Hiring Process and Attract the best team from Betterteam
"Want to make sure your company grows and keeps growing? Hope to enjoy working with your colleagues instead of dreading it? Trying to save time sifting through applicants? Get the right hiring process in place, and all of this will come together. Get the wrong one in place, or march forward without one, and it’ll cost you. Literally, as in tens thousands of dollars or more. Rather than hoping that each hire will work out, or trying to turn bad hires into good ones, build a solid hiring process - a system that creates a continuous pipeline of great employees. An effective hiring process will help you hire at the right moment, get more qualified applicants and save time by screening out unqualified ones. It’ll help you get the best applicants hired and keep them longer."
Since there was a lot of good stuff on the interwebs this week, we're sharing the latest. No themes, no topics, just the latest in HR thinking. Happy weekend!
1) Employers set to increase career development program to retain talent from Employee Benefit Advisor
"Career development programs are poised for significant growth this year, as employers recognize alternative rewards as part of a benefits strategy to keep and retain employees. According to new research by Korn Ferry Hay Group, companies are prioritizing career development over other alternative rewards, benefits and bonuses for their employees. More than half of the 242 employer respondents polled by the consulting group said they intend to expand the use of career development programs across all employee levels. “Retention of key talent is a top-of-mind issue for organizations these days, given the lowest unemployment in several years and continued economic health of most industry sectors,” says Tom McMullen, rewards practice leader, Korn Ferry Hay Group."
It takes a lot of energy to be thoughtful, and I'm not being flippant here. It's quite hard. In life and in work. On the work side, there are SO many things to think about - your employees' salaries, health, career opportunities, legalities, happiness, well-beings, etc. These aren't things you just check off a list. You can be intentional and thoughtful about them, while aligning with your employer brand. In this week's Talent and HR News Weekly Update, we're showcasing some articles that highlight the thoughtful side of employers.
1) The Big Disconnect That Could Cost You Your Best Employees from Forbes
"The U.S. economy has continued to add jobs in 2016, driving unemploymentdown to 5%. Although this is good news for job seekers and working professionals, a low unemployment rate also creates challenges for businesses with respect to hiring and retaining employees. In contrast to the recession, when open positions were scarce and employers had their pick of job candidates, today the demand from businesses for talented employees is at an all-time high. This has created a candidate-driven job market where job seekers and working professionals have the upper hand on employers. Businesses are increasingly competing with each other for talent, and job seekers know it."
Over here at exaqueo, we love brand. Consumer brands are cool, sure. But for me personally? Employer brand has more meaning. Sure, there are products and services that are invaluable and that change your life. But (almost) everyone works, and you spend most of your time at work. Deciding where to work is a major life decision. The salary you land on, the experience you get, the connections you make...this mostly sets the trajectory for your professional life. So that brand experience is crucial. This week our Talent and HR News Weekly Roundup features the latest thinking on employer brand. Enjoy!
1) How to Use Employer Branding to Become a Talent Magnet from Beamery
"Recruiters at Google probably have a much easier time of it than you! It’s not because they’re necessarily any better at their job, it’s because Google’s employer brand is so strong. The company has become THE place to work for many great engineers. Everyone has heard of Google and the exciting projects that it’s working on, (self driving cars being perhaps the most famous.) Therefore, whenever a sourcer reaches out to a top candidate, they’re already predisposed to listen to whatever it is they have to say. This is the power of branding! You may not have the resources or reputation of Google, but that doesn’t mean that you can’t build an awesome brand."