As 2022 comes to a close, let’s take some time to look back on this year. Whether you called it the "Great Resignation" or the “Big Reshuffle,” the events and trends of this year, such as “Quiet Quitting,” further solidified the importance of treating employment as a relationship, rather than a transaction.
The exaqueo blog is a space where our team shares our expertise with colleagues, clients, and friends alike. Our team wrote many revolutionary, industry-leading blog posts this year so we are featuring our top three most-read blog posts of 2022.
If you’re a new employer brand professional or if you’ve just transitioned into a new employer brand role, don’t jump straight to tactics. Start by building a strong foundation. Set yourself and your organization’s employer brand up for success.
“In your first 100 days, you should start laying the groundwork for future employer branding initiatives. This can be done by reading everything you can find (annual reports, press releases, etc.), talking to people in different departments, and attending town halls or other events. Be sure to immerse yourself as much as possible in order to get a good understanding of the company. Gather data and build relationships with key stakeholders, before you start making your big recommendations or sweeping changes.”
Click here for 10 tips to get you started.
“We’re hiring. Join our team.” is no longer cutting it. We are in a candidate-driven job market that requires employer brand professionals to focus on differentiation in order to stand out to attract candidates.
“To understand what makes your organization different from all other competitors, both inside and outside of your industry, start by talking to your people. Have meaningful conversations with employees at all levels. A good place to start is interviewing new hires about what is important to them in a job and employer, why they decided to apply to the organization, and why they ultimately accepted their job offers. Chances are they were also interviewing with other organizations, so ask what made your organization different or better from others.”
Click here for four actionable approaches to understanding what makes your organization, as a place to work, different from other employers.
These are just a few motivators employers would need to do/offer employees to get them back in the office 5 days a week. If you are currently working hybrid or fully virtual/remote, what would an employer need to do/offer you to entice you to work in the office 5 days a week?
“The Organization relationship is primarily measured in trust including: do I trust my organization to align with my values, reward me, to provide stability, to continue to provide opportunities, to make good decisions, to hire great people? I think people want employers to trust that they will continue to do the work, but they don’t need to be in the office to do so. The work from anywhere proof of concept, in the eyes of many professionals, is validated.”
Click here to read more about this fundamental shift in the relationship employees have with their organizations.
We thoroughly enjoy sharing our insights with you and we look forward to continuing to grow, share and create in 2023. Cheers!