In case it wasn’t totally apparent, our team is obsessed with employer brand. We live and breathe it every day and welcome every opportunity to educate and inspire on the topic.
Before I introduce you to our newest team member, I want to share a little story - it’s related, I promise! My daughter recently said to me: “Mom, I want to be like you and have two jobs.” I was curious what she meant - I didn’t realize I had two jobs in her eyes. She told me “You’re a mom and a…wait, what’s your other job?”
Going it alone can be valuable when you’re short on resources, and long for talent. But for many organizations, working with an external partner can provide in-depth, rigorous experience when you don’t have it in-house. Depending upon an organization’s goals, there is a whole list of reasons why you might take this step
Recruiting has fundamentally changed with the rise of the social web and technology. Candidates expect to easily access information about your company through a variety of resources, as well as more personalized communication, interaction and transparency. Candidates scrutinize your company in new ways and make more informed decisions than ever before.
This means you must work smarter to meet your candidates’ needs without knowing when they’re ready to make a decision or influence someone else’s. Today, it’s more important than ever to build a strong employer brand and provide a positive experience for candidates to compete for top talent. And that means you have to be just as detail-oriented and scrutinize every element of the employment experience. Just like a candidate.
In comes the moment of truth …
Knowing that Valentine’s Day is just around the corner, team exaqueo set out to uncover: Why do employer brand professionals LOVE what they do? Is it the creativity, the people, the impact or something else? So, we asked our teammates and industry pros to tell us—in 140 characters or less—“Why do you love employer brand?”
Find out what they have to say.
Here at exaqueo, we believe that a strategic employer brand is pulled across the entire employee lifecycle, from pre-hire to alumnus. The employer brand not only impacts talent attraction, but influences employee engagement and retention, too. This month’s talent and human resources update is curated with this belief in mind.
Read the full monthly update.
For football fans, the Super Bowl is the much anticipated game of the year, pitting the final two teams standing against each other to determine the season's NFL champion. For non-football fans, the Super Bowl is also a must-watch experience to find out which commercials everyone will talk about on Monday.
So what does the Super Bowl have to do with employer branding?
Find out now.
Consumer marketers know brands require consistency to be successful.
It’s how customers get to know their organizations’ products, services and purposes. It’s how brands build trust, reinforce their market position, communicate their value, and get their audience thinking and talking about them.
Marketers also know brands—and connecting brand messages to people—require up-front and ongoing research. As your company builds and refines its employer brand strategy, here are three consumer marketing lessons to help you succeed.
Get the full story.
With Thanksgiving just around the corner, team exaqueo is reflecting on all the things we have to be thankful for, including our families, friends, clients and each other. Additionally, we want to help you get ready for turkey day by sharing some of our favorite recipes. We hope your holiday is delicious and filled with time well spent with family and friends.
Access recipes and our Feeding America fundraiser.
When expertly executed, an effective employer brand strategy can make a positive impact on talent attraction, as well as talent retention. Here are five articles curated to help you recruit and retain best-fit talent. Enjoy!
1) How to Reinvent Retention Strategies That Work from Business 2 Community
Retention strategies for talent should be every company’s priority. It’s something that simply cannot slip past your radar. Competition is stiff, the market is actively looking for talented individuals and you have some of them. You have to be on your guard otherwise you’ll quickly watch your top resources slip away leaving behind a huge void in your talent pool.
There are several strategies companies have employed to encourage retention. Some of them include bonus plans, reward programs, training and so on. But if you’re working with a tight budget and still want to hold on to your top talent try these retention strategies.
Read the full weekly update.
Every year on Veterans Day, we pause and think about the sacrifice our military service men and women, and their families make for our country. For me, Veterans Day gets me thinking about my grandfather who was at Iwo Jima during WWII and my brother who is currently serving.
As many veterans will tell you, they don’t just want to be thanked, they want to be supported. Here at exaqueo, as we reflect on Veterans Day, we want you to consider how to help employ and support the career transitions of vets.
Get the full story and resource links.
Employer branding is near and dear to the hearts and minds of #teamexaqueo. Collectively, we have more than 40 years of talent acquisition and employer brand experience. And, as a team, we have had many unique opportunities to build employer brands ... as both in-house practitioners and for our clients. In that spirit, here are five articles about one of our favorite topics. Enjoy!
1) How These 5 Companies Built Brands People Want to Work For from Inc.
Employer brand has become one of the most pressing issues for recruitment teams around the world. Here are some inspiring examples to kick-start you into action. Recruitment marketing is quickly becoming one of the hottest topics in business. And for good reason, too.
Believe it or not, 94 percent of candidates are more likely to apply for a job if that company actively manages their employer brand.
Read the full weekly update.
Are your recruiters struggling to make real connections with candidates? As former recruiters, we know that requisitions run together and the hiring process can become rote. And that’s how we lose the personal connections with target candidates we so desperately need.
Here at exaqueo, we take a lot of lessons from consumer marketing; one of which is using personas to inform marketing strategies. Consumer marketers use personas to get behind the buyer: who are they, how do they feel and what spurs their actions? By using a similar approach in talent acquisition, we create candidate personas to help our clients better reach and connect with best-fit talent.
Read more about personas and how to create them.
There is a pervasive thought among technical candidates these days that the recruiters who are contacting them for opportunities haven't got a clue as to what they are doing. And, by and large, they are absolutely correct. After all, we're recruiters, and we're in a profession that has little to no barrier to entry.
While it's been proven that with the right amount of (correct) training, strong recruiters can be built in the model of nurture over nature, it doesn't happen by osmosis. So what can we do in order to help prepare ourselves better to speak with technical candidates? Because doing so will not only help us recruit better and build a stronger rapport with candidates, but will indirectly have a positive impact on your company's recruiting brand.
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.
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.
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.
We’ve all had moments where we focus on the negative aspects of our jobs. I remember complaining to my dad about some of the menial tasks that I had to do in my first job out of college. “It just wasn’t rewarding work,” I told him. How millennial of me. He told me that more than likely a job is about 70% grunt work (aka, the things you don’t like to do) and 30% enjoyable work (aka, the things you like to do). That outlook seemed pretty bleak to me at the time, and maybe his perspective was a reflection of his generation. But now that I’m a bit older, the general message he was trying to tell me was that no job is perfect. There will always be aspects of any job that you don’t like, but it’s more about what your willing to tolerate to also get the good stuff. You may love the content of your work, but you have a terrible boss. Or your commute is terrible, but you have incredible colleagues.
In a few days we’ll be celebrating Halloween here in the states. The role Halloween plays at different points in life is kind of funny. You love dressing up as a kid and getting as much candy as you can. Then you reach an age where it’s just not cool anymore to dress up and go around your neighborhood asking for candy (my mom has a policy that if the trick or treater is taller than she is, she won’t give them treats). Just when you think you’re done with dressing up, you get to college and young adulthood and the costuming resumes.
I remember the first year I decided not to dress up. It felt a little weird being on the other side, handing out the candy rather than collecting it. In some ways it symbolized a departure from innocence to responsibility. The next year didn’t seem so strange, and then it became more and more fun to be on the other side and show off that I was “older.” This got me thinking about change and transition.
As we near the end of the year, forget the turkeys and trees. It's performance evaluation time. From startups to Fortune 500 companies, we all crave feedback. It's the rare (and unfortunate) professional who doesn't care how s/he performs. For the most part, we all want to know: "what can we do better?"
Yet, we dread this time of year. Evaluations take time, energy and always seem to sink to the bottom of the to do list until we get those threatening "now or never" emails from HR. So here are five ways to make it worth your while (and theirs!).
1) Start with a S/O matrix
For each employee you have to review, start with a simple strengths and opportunities matrix. Create a four block and with stream of consciousness writing, quickly bullet point that employee's strengths and opportunities with specific examples of each. And if you can't come up with a specific example, don't include the strength or opportunity! This helps jumpstart start the process and ensures you're evaluating that employee on actual work rather than just past predjudice.