How to Use Employer Brand Management to Attract and Recruit

How to Use Employer Brand Management to Attract and Recruit How can your organisation use employer brand management  to attract, recruit and retain the best talent? What social media channels work best for  employer branding? Richard Mosley, VP of Strategy at Universum,  provided us with some insights. Whats the difference between  brand management and  employer branding? Yes, these terms are often used interchangeably, but I think if I start with the employer branding piece first, I think if you are using employer branding in the way that branding is used within consumer marketing, it’s largely about the way you create the image through creative expression, communication and so on. And of course, this is a very important thing to be doing, and it’s an important part of employer brand management. And one way of looking at brand management is simply, as in the corporate brand sense, making sure that you’re policing that identity and that branding to make sure it’s consistent, and you’re getting your message across in a consistent way. But I think in the more advanced companies, those that are beginning to push beyond that, it’s also about managing the brand experience itself. So I guess you could describe employer brand management at its best, in terms of coordinating all of the parts that make up a positive brand experience. So that’s communication, but it’s also those elements of people management, where you’re designing processes and you’re designing experiences that are going to reinforce that brand. The    7 point plan  to employer brand management: Strategy: I think if you’re building it from the bottom up, you’ve really got to start with the strategy of the organisation. And I’m assuming, in this case, that you really are taking a more integrated approach. But you’ve got to understand the kind of talent you need. And when you think about talent, you also think about skills and capabilities, and so on.   Take the external view:  You need to understand how you’re currently seen. I mean, your employer brand is how you’re seen essentially. What kind of associations people have with you â€" awareness, consideration, etc. â€" and how that stacks up against your competitors. Have a really honest look at yourselves: Where are your strengths, where, partly because of organisational needs and performance needs and also partly because of the need to strengthen some areas to attract the right talent, you also need to think about where your stretch is, where your realistic aspirations are in terms of improvement. Building your employer brand platform: That’s partly your EVP, the priority areas, the three or four things you’re really going to focus your attention on. Plus your identity, your look, feel.   Plan and execute your communication: Ideally internally as well as externally because you want to be building engagement and advocacy, so you can fully leverage the social media, employee-generated content and so on. Build the experience: It’s a bit like any kind of marketing. One side of it is, of course, building equity externally with your communication. But you’ve got to keep improving the product. In this respect there’s no difference between an employer brand and a consumer brand. So internally, you’ve got to be mindful of how you continue to improve the employment experience â€" how you improve your learning development, various processes, orientation, and maybe performance management.   Measure it: So, we all know that HR analytics are particularly sexy at the moment and I think continuously will be. So the final part of the cycle is really just checking out where you’re making progress, and where perhaps you’re slacking behind and need to improve or adjust. Who owns the employer brand? HR or marketing? Everybody should own the brand, or at least feel ownership for it. So that’s one way of thinking about it, but of course, it’s also the responsibility and accountability for getting things done. I would say, if you’re in an organisation where employer branding is essentially still just communication, then I think marketing should own it. Because it’s a marketing activity. If it’s just communication, then the experts are the marketers and you should really let them take a degree of control over it. If, however, it extends into experiences as well, and of course, as I say, we say it should be, then I think it should be HR, because HR are the people who really understand the people management side of the business, better than anyone else. So they are experts, they are the consultants, they should understand all of the ins and outs of people management. How to  measure your employer brand: You’ve got to understand what your ratings are in terms of things that you want to be associated with. So if you want to be innovative for example, or you want to be seen as progressive, or you want to be seen as a good development company, then you’ve got to measure those things. And of course, that’s Universum’s bread and butter. We help measure employer brands from that perspective. And once you’ve got that right, you need to have the flipside of that because you’ll make your call on what you want to be associated with based on its effect on consideration and preference, etc. So you also need to measure the extent these brand associations are driving the kind of behaviours you want. Is it driving people to consider you as an employer and to prefer you versus the companies you’re competing with? So that’s one side, your external employer brand. But what’s often missing, of course, is the inside perspective. And likewise, just as your external image may be driving consideration and preference, internally you’re measuring what the strength of association with those particular qualities is internally. For example  is this is a place where we can innovate, or this is a place we get great development? And ultimately you should be checking the degree to which these associations are translating into engagement and advocacy. How does employer branding work together with content marketing? You want to make sure that the content that you get out to people is well-branded so they recognise that it’s about your company. And if they go from one site to another, from your career site to your Facebook Page, to LinkedIn, to Instagram, and other places, that it’s recognisably the same company because you’ve got good branding, and you may have some anchor taglines and so on. Okay, they’re consistent overall. But within this brand frame, you have your content marketing, and your content marketing is where you have a much richer and continuous flow of personal, story-driven content. It’s not always personal because you can have infographics about the company, and you can have all kinds of other games and quizzes and interactive things, but largely speaking it’s personal and story-driven. We found that the content marketing that’s really working at the moment is primarily focused on people and culture. But interestingly, if you look at the full range of content, this doesn’t necessarily account for the biggest chunk. There are lots of other things that people communicate about, but we found that the most engaging content is story-driven, it’s personal, it’s about the culture of the organisation, and it really appears to be giving an authentic inside view. The best social channels for employer branding: There are slightly different roles. LinkedIn is more serious, more professional, and a way of targeting individual people. It doesn’t appear to be quite as effective engagement-wise, in terms of telling the personal story or the inside story of the organisation. For some reason, it’s not. It doesn’t seem to be playing quite that role in the same way that Facebook is. I think Facebook is really emerging now as that prime vehicle for getting across the personal side of your organisation. And it’s still a bit experimental at the moment. I mean, people are posting all kinds of stuff, but I think those organisations who are putting together a good content calendar on Facebook, and really thinking through the various themes that they want to communicate are doing really well on Facebook. In some markets, Instagram is doing extremely well. I’ve been doing a fair bit of work in the Middle East, where Instagram is really big, and in some respects, bigger than Facebook, and I think that’s because it is card-based content. I mean, you get it in Facebook, but card and visually-based content is very attractive to people when they’re trying to get the feel of a company. And of course, Twitter.  It’s not everybody’s cup of tea, and a lot of companies, probably wrongly, just to tweet out jobs. But I think Twitter is increasingly being used to connect  people to the right content, depending on where they’re looking for. I think you’ve got to look at the full picture. Because it’s like in your own network, it’s not like you can necessarily just manage the things individually and think that way, or miss some of them out. Follow Richard on Twitter @RiMosley  and make sure you subscribe to the Employer Branding Podcast.

If In Doubt Map It Out - Personal Branding Blog - Stand Out In Your Career

If In Doubt Map It Out - Personal Branding Blog - Stand Out In Your Career What do you do when youre trying to understand something? Do you gather data? Do you phone a friend? Or do you get a pen and paper and write it down? If youre really trying to understand something sometimes it makes sense to write it down. This is especially true for kinesthetic learners. The act of writing it down does something withing your brain chemistry that makes it especially helpful for thinking, learning and remembering. Whether its on a whiteboard, a piece or paper, or something else its sometimes worthwhile to just write it out! Or Map it out. Mind Maps and Sanity Checks When it comes to mapping it out there are a lot of options to choose from. For me personally I like mind maps. I also like T-Charts. Ultimately, use whatever works for you. Mind Maps â€" I use mind maps to think creatively around problems, issues and ideas. Sometimes it takes a few iterations of a mind map to really get to the root cause of the issue. T-Charts â€" Sometimes these are called Ben Franklin Charts. The idea is to have two columns of information. There are different ways to label the columns, but the most common examples for T-Charts are with the headers Pro and Con. Then you put an idea along the top edge and start thinking about the topic. You can use the T-Charts to map out and validate your ideas. Whiteboards Butcher Paper â€" I use these as my canvas. Sometimes it’s nice to be able to have the semi-unlimited canvas to workout ideas. (see Pro Tip below for capturing these in real-time) Chat it Out I like to talk while I ruminate thru ideas. Sometimes to myself and sometimes in a group. If this works for you … Use it. But, be warned: some people find this way of brainstorming to be distracting. Use your discretion. Pro Tip: I use Microsoft’s Office Lens application (it’s free for iPhone, Android and other mobile devices) to capture documents and whiteboards. I have mine setup to send directly to OneNote (which is also free for all mobile devices). What Can a Map Do for You? Creating a map … via whatever means work for you … is a way for you to think about, process, and evaluate ideas. When you can map things out they can help you personally and can help your professionally. Being a good mind mapper will help you stand out in your career. As you get better at mapping out your ideas you’ll see that you  invariably  consider multiple options and angles. When you can see things from various perspectives you’ll likely be able to take on a much bigger picture (and longer term) view of the challenge at hand. In doing so you  will stand out in your career. Managers are Looking for Problem Solvers While it may seem obvious that companies want people to solve problems and not create them it is worth stating the obvious here. People that can look at a challenge and can map out a few ways to think about addressing those challenges become increasingly valuable as they move up and through the organization. As you get better at mapping out your ideas you will likely find tools and tips that work better for you and for your intended audience. Pro Tip: Invite your (intended) audience to chime in. Learn from your experiences and put them to use the next time you see a problem. Then find a whiteboard, butcher paper roll or piece of paper and start to map it out.

How Texting is Helping Recruiters Screen 10 Times the Candidates Daily

How Texting is Helping Recruiters Screen 10 Times the Candidates Daily With the U.S. unemployment rate at an all-time low, hovering under four percent, the talent market is getting more and more competitive. According to the Bureau of Labor Statistics, there are 6.7 million job openings and just 6.4 million available workers to fill them. Connecting to candidates has become increasingly difficult and relying on traditional recruiting techniques like phone calls and emails to connect with an on-the-go workforce will likely result in losing out on a worthy applicant. Instead, companies are utilizing methods that align with the communication preferences of today’s talent generation and switching to text-based recruiting. Check out a few ways this new technology can help recruiters boost candidate response times, connect with more applicants with less hassle and retain candidates or hired employees. Connect Faster to Higher Volumes of Talent Recruiters are facing one of the busiest, yet best, times of their careers with a 16-year low unemployment rate and a record-high number of job openings. In this demanding, candidate-driven market, screening the high number of candidates necessary to fill open positions is a big challenge for recruiters. SHI, an $8.5 billion global provider of information technology products and services, began using text-based recruiting platform Canvas in November 2017 after realizing its limited recruiting staff didn’t have a way to communicate quickly with candidates. With traditional recruiting practices, the company’s recruiting team would often miss out on great candidates as they were flying in and out of the job funnel in less than a week with other job opportunities. Technology, like text-based recruiting, is making it easierâ€"as much as 10 times easierâ€"for organizations to screen a high volume of talent daily. In fact, after SHI switched to text-based recruiting, the company cut response times in half. Streamline Screening Texting works particularly well in the early screening process when bringing job applicants into the funnel to begin the conversation. It is not meant to completely replace in-person and phone interviews. While those are still great options for second and third round discussions, just like in the online dating world, text can be a great “get-to-know-you” tool. Ranked among the nation’s most integrated healthcare systems, Indianapolis-based Community Health Network (CHN), first started using text-based recruiting in May 2018. By the end of June, the organization had 22 recruiters trained and using the tool. The organization utilizes text-based recruiting after the application is complete and recruiters have a mobile number to reach out to the candidate. From there, they communicate back and forth through a text to really get a sense of how the candidate might interact with a patient or customer. They can then determine whether to bring the candidate in for a phone call or in-person interview. To date, CHN has contacted  nearly 7,000  individual applicants and obtained an 85 percent  response rate using text-based recruiting. Before, using traditional recruitment methods like email and phone conversations, response rates typically ranged from 45-60  percent. Engage with New Hires As a recruiter, being able to reach and connect with candidates during the initial screening process is extremely important. With traditional recruiting methods, it can take days or weeks for recruiters to get through their dreaded email inbox to respond to waiting candidates. If the flow of conversation isn’t consistent, the potential employee could become frustrated and go looking elsewhere. SHI uses text-based recruiting to stay connected to new hires. The company sends short video touchpoints  to keep the connection alive with  college seniors  who are gearing up to begin their employment post-graduation with the SHI. These short videos are sent through the text-recruiting platform and are an easy way to establish a relationship and remain top-of-mind. CHN connects with its candidates every step of the way through text-based communication, from proactively sharing benefits and PTO information to automatically responding to questions and responses through an automated Canvas Chatbot feature. Candidates respond positively to the text-based communication and both parties can use emojis, Bitmojis and humor to show their personality. Different Trades? Text-Recruiting Still Works Healthcare, technology, and software sales are a few of the most competitive industry types. While they might be different in nature, text-based recruiting has given them a way to stand out to top talent and give recruiters an edge. SHI and CHN recruiters are motivated by the innovative, easy-to-use technology as they no longer have to worry about spending countless hours on candidate research. The days of missing a call back from a candidate if the recruiter steps away from their desk are overâ€"finally, they can even text dozens of candidates at once. Text-based recruiting may seem like uncharted territory for a lot of recruiters and candidates, but the benefits of reaching and engaging top talent are unparalleled. Companies and executives are quickly adapting to using text-based recruiting, just as candidates have adapted to using text messaging in nearly all walks of their lives. About the author:  Aman Brar  is CEO of Canvas, the first text-based interviewing platform that enables recruiters to screen more job candidates and market employment brands. With Canvas, companies have transformed their reach and engagement with talent by designing their recruitment strategies in a way that aligns with the communication preferences of today’s workforce.

Innies vs. Outies Introverts in the Workplace

Innies vs. Outies Introverts in the Workplace If you’re an introvert in business, you probably feel different every day. Not differently; just different. I’ve met many introverts who feel that they get less attention, less credit, even fewer promotions than their extraverted peers. It’s true that in most business settings, extraverts take up all the air in the room. Marti Olsen Laney, Psy.D., has written a great book on how to manage your introversion, be heard, and feel good about the way you’re wired. The book is called The Introvert Advantage: How to Thrive in an Extrovert World. Laney, an introvert herself, describe growing up embarrassed that she was not more like the majority of her extroverted classmates. Like many introverts, she says, she judged herself by the extrovert standard: articulate, action-oriented and lively people see themselves as normal. The quieter, more reflective introverts can come off as shy or even arrogant in some settings. Introverts are inwardly focused; they tend to need more time to reflect on what they’re hearing or thinking before expressing or sharing it. Sometimes, they never get around to sharing it. I’m an extrovert, and it’s typical extroverted behavior to want to share what we think, feel and experience. In a way, it’s the sharing itself that makes an experience (a story, a poem, or a sunset) real to us. Introverts don’t feel the strong need to share experiences. Introverts react to stimulation differently than extroverts. Laney says it’s because their brains process the chemicals produced by stimulation differently. Too much of any stimulation: ideas, projects, chatter, interaction, change in routine, can overload and drain an introvert. The third difference Laney mention is that introverts prefer to develop deep and complex understanding of subjects, where extroverts tend to be generalists (think “deep” instead of “wide.”) Variety is energizing for extroverts; it’s debilitating for introverts. So what do you do as an introvert in business? One of Laney’s suggestions is to be sure to pace yourself during the day. In general, she says, introverts move more slowly than extroverts. They need to pace their activity to maintain enough energy for the whole day. If you’re an introvert, be sure to let your coworkers know that youll b’ taking what time you need to peruse, consider and act on information. Be assertive in setting your own pace (within reason, of course) and allowing interruptions. Practice saying the phrase: “I’m in the middle of something right now; can I call you in 20 minutes or so?” Take the time to write down your thoughts before going into a meeting. Laney says that introverts often freeze when asked for input in the middle of a discussion. They only remember what they intended to say after the meeting. Preparing in writing helps you to focus on key points during the meeting. It’s also fine to say, “I have some ideas on this that I’d like to share; can I follow up with an email to outline them for you?” Next: Introverted job seekers, and how to make sure your introversion is not sinking the job search.

What to Do if Your Wages Have Been Garnished CareerMetis.com

What to Do if Your Wages Have Been Garnished â€" CareerMetis.com Imagine this scenario: Payday comes around, and you log onto your bank accountâ€"only to realize a large portion of your wages are missing. This is the reality for taxpayers that have been hit with a government wage levy after failing to pay off their taxes.What is a Wage Garnishment?evalThe IRS can garnish your wages to make up for a tax debt that you’ve consistently failed to pay. If a garnishment is enforced, your employermay be required to continue the levy until your debt is settled.evalA wage levy can be financially devastating, as the IRS is allowed to seize up to 65 percent of your paycheckand/or any social security checks. A wage garnishment won’t take you by surpriseâ€"the IRS sends out numerous notices before taking this kind of action.Their final notice, the aptly-titled Final Notice of Intent to Levy, will be sent to your home at least 30 days before your wages are seized.Will My Job Be Affected?A single wage garnishment isn’t likely going to cost you your job, as the Consumer Credit Protection Act prohibits employers from firing an employee due to garnishment of a singular debt. However, this protection ceases after your second wage garnishment.Some employers may view a wage garnishment as an indication of poor management and lack of responsibility, which could affect your superior’s perception of your work ethic. Taking Action: What You Can Do if the IRS Has Garnished Your WagesCall the IRSIf you’ve realized your wages have been garnished, speak with your employer and ask for a copy of the wages levy. This notice should offer a numberâ€"call it immediately. The sooner you contact the IRS, the sooner you’ll be able to work out a payment plan that stops the levy.Determining Your Monthly Disposable IncomeAfter you’ve contacted the IRS, they’ll work to determine your monthly disposable income. What you deem “disposable” will likely be very different than what the government agency does; many delinquent taxpayers find their levy am ount is higher than they can afford in the long run.If you can prove to the IRS that you have no monthly disposable income, your levy may be released; however, this is an unlikely scenario.3. Apply for an Offer in CompromiseevalIf your financial situation is particularly dire, you may qualify for an offer in compromise. This IRS tax resolution program allows delinquent taxpayers to settle their debt for a lesser amount. You’ll need to negotiate this number with the government agency; typically, there will be a need to work with a tax specialist to come up with a realistic sum.If the IRS accepts your offer, this sum will be the compromised tax now owed. After you’ve finished paying off this amount, your debt will be cleared.4. Apply for Currently Not Collectible StatusIf you qualify under the IRS hardshipprogram, you may be able to stop collections on your tax debt. Should your account be declared “Currently Not Collectible”, the collection process is paused; however, the lon ger it’s paused, the more interest you’ll accrueâ€"meaning your total bill will be more in the long run.5. Filing for BankruptcyevalBankruptcy should always be your last resort when dealing with financial woes, but in certain scenarios, filing for bankruptcy can be the most effective method of debt management.Bankruptcy lawrequires that wage levies be cleared once filed. Filing bankruptcy may clear you of the all the charges, but the consequences of filing may be more consequential than paying your tax debt would have been.If you’re in debt with the IRS, it’s important to consider the repercussions of failing to pay the amount owed. A wage garnishment can have long-lasting effects on your financial situation and your employment.If you believe you’re vulnerable to a wage levy, hire the help of a professional and get in contact with the IRS as soon as possible. Being proactive in this type of financial situation can pay dividends in the long run and help you (and your family ) avoid the consequences of overdue tax debt.

[Book Review] All Work, No Pay Finding an Internship, Building Your Resume, Making Connections, and Gaining Job Experience - CareerEnlightenment.com

Not every internship will lead to a job offer, but a job offer is not the reason to pursue one. Berger turned down a job offer during what she calls her coolest internship, because the timing was wrong â€" school was her top priority at the time, and she wasn’t willing to sacrifice that for a cool job. “The professional contacts I built at my internships are still paying off on a daily basis,” she says. “While an internship does not guarantee a job with an employer, it does guarantee an experience â€" an experience that takes you one step closer to where you want to be after college.”Any student who’s serious about strategically pursuing a career will benefit from Berger’s expertise on the ins and outs of college internships.

Objective Example For Resume

Objective Example For ResumeObjective examples for resume are simply getting to know and speaking with customers about a company or product. This is basically the first encounter between a candidate and a recruiter and is an important part of the interview process.There are actually several options for objective examples for resume. In addition to summarizing aspects of that position, it can also include any of the following. The candidate should first look into the objective example to make sure the person actually has the required skills and experience for the job.However, if the example does not include a real person, or if the job description is even slightly ambiguous, then the candidate will be able to improve their understanding of the position in order to avoid being put in a situation where the candidate may not know what they need to do. It would then be in the best interest of the candidate to speak with actual customers so they can hear how the candidate did not do for th ose customers.For this reason, if the candidate is interviewing with a job vacancy, the best option would be to try to create an objective example for resume. If there is a vacancy, then the recruiter will tell the candidate if they understand the position thoroughly and this will include a realistic list of skills, experience, and/or knowledge. If the candidate does not want to do this, then they will have to use examples that have some type of evidence to back them up and demonstrate that the candidate can meet the qualifications.For example, they could create a real job. This could include using a real job description, such as on a website or in a magazine. Or, the candidate could use the actual job description or an example of what they can expect from the position in order to give an honest example.Once the candidate realizes what an example should look like, then they can create a more objective example for resume. This can then be accompanied by another example. As an example , they could create an objective example for resume to describe what they can expect from the job as well as what the job entails.For the objective example, the candidate can use a web site as well as a magazine. They can list the same skills and experience, but then add in anything relevant to the job. This way, the candidate can get a better feel for the job, get more information, and still show the skills and experience they really want.After knowing exactly what the candidate can expect, the recruiter can help the candidate choose the best example and show them a few of the job vacancies they have found. After all, the candidate is looking for the perfect example, which can bring more people into the picture and help them find the ideal candidate for the job.