Culture and hiring go hand-in-hand. How can you become a talent magnet but also hire the right people? What does it take to have a winning culture mindset while still remaining true to company values? This week’s curated news offers helpful insight. Enjoy!
1) Winning Companies Lead With A New Culture Mindset from Forbes
“With today’s interactive social media and the real-time Internet, both customers and employees see inside your company easily, so you can’t hide your real company culture. At the same time relationship perceptions have become the biggest drivers to customer loyalty and employee engagement. Thus in every business, big or small, culture can make or break your success...”
When you left for work this morning, you probably grabbed a computer bag, a coffee, maybe even a lunch sack. Even if you work down the hall, you likely have a routine to start your work day. But whether you're walking in to your home office or one at company headquarters, there's one thing you can't forget. Yourself.
Whether we like or not, employees bring their whole selves to work.
We bring our hobbies (my sweet potato casserole won first place in The Ritz-Carlton Thanksgiving cook-off one year), our relationships (ever had a co-worker go through a messy divorce?) and our values. I once had a friend who received a job offer from a company with strong religious ties and she debated heavily whether to take the job. There's a reason we call it human resources.
From Gen Z to IT, we’re sharing the latest hiring news and insight. Enjoy!
1) Forget Millennials. Are You Ready to Hire Generation Z? from Fortune
“As head of recruiting for the Americas at audit-and-consulting powerhouse EY (formerly Ernst & Young), Black has taken a close look at what Millennials’ younger brothers and sisters are hoping to find in their first jobs. For one thing, he’s met and chatted with many of the almost 4,000 interns working at EY this summer; and the firm recently surveyed 3,200 Gen Zers worldwide about what kind of company they’d feel most comfortable working for. Black also hosted a series of informal “town hall” gatherings on college campuses, inviting college students and local high school kids to talk about how they see their futures. “This is not a shy bunch,” he says. “They’re much more confident and assertive about their goals, and a lot more knowledgeable about employers, than Millennials were at the same age."
Here’s a complete guide for employers on the youngest generation entering the workforce...”
Company culture and employer brand are inextricably linked. A company culture is the foundation. It's what's accepted and what is not. An employer brand is the whole experience and the strengths you leverage to position your company among competitors. This week, we're sharing some pieces on both hot topics. Enjoy!
1) How Company Culture Drives Digital Transformation And Business Adaptability from Forbes
"I don’t think companies put enough stock in their cultures. Company culture is like an employee’s attitude; it will make or break you. Your company’s culture is a strong determining factor in its adaptability. We’ve established that the only constants in the future of business are change, agility, and the ability to pivot in response to market shifts—and that technology is essential to the success of a company. Your organizational attitude is marked by your business’s aptitude to change. Are you prepared for the future?"
In this week's Talent and HR News Weekly Roundup, we're featuring insight on employee perks and more. Enjoy!
1) Employees underwhelmed with wellness plans from Employee Benefit Advisor
If employers want to attract and retain the best talent, they might want to first look in a seemingly obvious place: their benefit offerings and wellness plans.
According to a recent survey of full-time professionals from One Medical Group, two out of three employees would rather have better health and wellness benefits than other types of perks. Nearly 60% of the 1,000 professionals surveyed said employee benefits are “very important” to how they feel about their job and their employer, and 36% said benefits are “somewhat important.”
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
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