It’s not easy to recruit top talent if you run a small or midsize company. But there’s one area where even the tiniest firm can shine: by developing a great employer brand.
What is employer branding? Your employment brand is the perception by current and potential employees of what it’s like to work for your firm.
“An employer brand is the experience people will have when working with you,” says industrial and organizational psychologist Steven Lindner, executive partner and officer of The WorkPlace Group, a provider of outsourced and strategic recruiting solutions based in the New York City area.
Our friends at Glassdoor recently published five trends in recruitment that they predict we'll be seeing a lot of in 2016. Since so many of our readers are in management (or even HR, specifically), we thought you might appreciate a quick rundown of Glassdoor's predictions. To view the full article "Glassdoor’s 5 Recruiting Trends to Watch in 2016" in its original form, visit Glassdoor's website.
Think about a memorably fantastic experience you’ve had with a frontline employee. What was it that made the encounter so special? Chances are, it was something more than just having your expectations met. Perhaps the employee helped you through a challenging situation, or anticipated a significant need. Perhaps they simply showed through their actions or demeanor that helping you out was their number one priority, regardless of everything else on their plate. This kind of behavior can transform even the simplest encounter into something special. And it’s not something employees typically pick up from a rulebook.
By 2020 Millennials will make up over a third of the global workforce.
That’s one reason so many reports about them exist. Some say they are disloyal, self-absorbed and lazy, while others claim they’re a generation of digital entrepreneurs and innovators. Some aim to dispel the myths others have created. Just type “Millennials are...” into a Google search
to see the stereotypes.
This is not just another Millennial report. This report presents
new findings with fresh insights from the perspective of both
employers and employees. As world of work experts, we have nearly 30,000 employees advising 400,000 clients on hiring decisions andtalent development every year. We find work for 3.4 million people—about half of whom are Millennials
Just about everyone wants to connect with Millennials today. Products. Politicians. The Pope. And when you consider that Millennials are now the largest component of the American workforce, it’s no surprise that employers are seeking new ways to connect with this demographic. But advertising jobs for 18 to 34 year olds, and recruiting quality hires from that talent pool, is a very different process today. Millennials want a sense of purpose from their jobs, and unique perks to go with it. And they have an entirely different approach to job searching, using mobile phones and social media platforms at the expense of desktops and job boards.
Sometimes it can take a while for certain types of technology to catch on because the audience that likes the technology is just starting to dominate a particular marketplace. For years, the default method for searching for a job has been to get on a desktop computer and start using job boards. But thanks to the technology developed by the dating mobile app Tinder, and the fact that Millennials now make up approximately 33 percent of the entire work force, searching for a job using a mobile app that works like a dating app is starting to become the norm
General Mills is the world’s 6th largest food company, headquartered in Minneapolis, MN, with over 35,000 employees. The maker of Cheerios, General Mills is a fantastic example of a company that has recognised key recruitment challenges and has addressed them through a smart social recruitment and employer branding strategy.
Microsoft is a large, multinational corporation headquartered in the US, which provides a wide range of computing products through several different divisions. Named one of the World’s Best Multinational Workplaces in 2011, some of their most popular products include Microsoft Windows, Microsoft Office and Xbox. In recent years, the computing giant has revamped its recruitment and employer branding strategies, and social media is at the forefront.
Millennials, it seems, really are the job hoppers people say they are. Those born between 1980 and 1996 are the most likely to look for and change jobs, according to Gallup’s new report “How Millennials Want to Work and Live.” Our research — which provides an in-depth look at what defines Millennials as employees, people, and consumers — both confirms and casts aside some of the myths about this particular generation. It paints a nuanced picture that can help inform companies looking to hire and retain Millennial employees — a group that is now the largest generation in the U.S. On the job-hopping question, we found that 21% of Millennial workers had left their job in the last year to do something else, a number that is more than three times higher than that of non-Millennials who report doing the same.
As newly minted college graduates hit the streets looking for their first full-time professional career positions, research by the Hay Group division of Korn Ferry (NYSE:KFY), reveals the salaries they should expect, depending on their career choice and the cities in which they are searching. “The market for hiring college grads is extremely competitive this year, so employers need real, authentic ways to differentiate themselves and stand out as an employer of choice” Tweet this In the Hay Group study, researchers analyzed salaries of 145,000 entry-level positions from more than 700 organizations across the United States. Based on this data, the firm issued a sampling of 25 jobs, spanning multiple industries – providing a snapshot of what new grads can expect as they enter the workforce full time for the first time. In the sampling, those entering engineering roles will make the most ($62,174) – 29 percent more than the average of $48,270 for all of the 25 positions. That salary skyrockets to $78,988 for engineers in San Francisco, the city with the highest average salaries in the nation. The research also analyzes salaries for the New York, Atlanta, Dallas, Los Angeles and Chicago markets.
Customer service representatives can expect to make the least on the list, at $31,958, which is 34 percent below the average.
A major concern, especially for younger employees, is crushing levels of student debt. The statistics are staggering — $1.3 trillion in total debt, with the average 2016 grad carrying more than $37,000 each. As employees need higher and higher levels of education to be competitive, they’re paying the price for schooling.
No wonder our research found that one-quarter of all employees would leave their jobs for a 10% raise. The sooner employers recognize the problem, the sooner they’ll be able to attract higher-level talent. Employers around the country are tackling the problem head on by offering repayment plans. This benefit offers tangible results that any employee facing this problem will appreciate.
The ever-evolving nature of the workforce is changing the way professionals operate in the business world. There is a growing trend of individuals choosing to work "gig jobs" over traditional 9-to-5 jobs. Rather than working for one employer, individuals work a series of part-time jobs that combined are equivalent to a full-time job. Some economic experts, like Lakshman Achuthan of the Economic Cycle Research Institute, have expressed deep concerns about U.S. households working several part time jobs in order to make ends meet, giving the appearance of a robust job market. But where some see barriers, others see opportunity. The times, they are a changin'. For the self-reliant and independent worker who values flexibility and choice, establishing a portfolio career is a popular option.
During the next year, if given the choice, one in four Millennials would quit his or her current employer to join a new organization or to do something different. That figure increases to 44 percent when the time frame is expanded to two years. By the end of 2020, two of every three respondents hope to have moved on, while only 16 percent of Millennials see themselves with their current employers a decade from now. This remarkable absence of loyalty represents a serious challenge to any business employing a large number of Millennials, especially those in markets—like the United States—where Millennials now represent the largest segment of the workforce.
LinkedIn have just released their 2015 Talent Trends report, compiling responses from more than 1,600 professionals in the U.S. and Canada. Here’s a quick breakdown and what it means for you: Competition is increasing in unusual ways: Only 30% of the workforce in the two countries is considered active talent, up 25% last year. The study finds that active searchers aren’t necessarily unhappy with their jobs — nearly half said they were satisfied, while 20% said they were neither satisfied nor unsatisfied. 45% of all American and Canadian workers (both active and passive) are participating in professional development opportunities, “with one eye open for their next opportunity,” as LinkedIn puts it, even though only 30% are actively looking for jobs. These include researching jobs, researching companies, networking, and updating résumés. What this means for you: Even happy workers are on the hunt for better opportunities. That means now is the time for more targeted recruiting and a stronger employer brand to reach new talent, as well as employee engagement initiatives to retain your best talent. Workers rely on friends to find new opportunities:
A millennial marketing conference asked me to give a talk on how to market to millennials. The thesis of the talk I gave: Millennials don't exist and the entire idea of "generations" is unscientific, condescending, and stupid. For more misconception destruction, check out my show ADAM RUINS EVERYTHING on TruTV! New episodes coming in August!
As recruiters, we have two main groups of stakeholders: the hiring managers whose teams we’re hiring for, and the candidates we are assessing and advocating for throughout the process. In comparing the two, it can be straightforward to understand how well we’re fulfilling hiring managers’ needs through frequent alignment meetings, a speedy process, and ultimately making an excellent hire. However, it can be tough to understand how our process is interpreted by candidates. I’ve spent a lot of time considering this as Director of Talent Acquisition at Greenhouse.
Like GE, thousands of companies across the U.S. are trying to rebrand manufacturing as a high-tech industry full of opportunity. Their target audience: smartphone-wielding millennials and their parents who still think of manufacturing jobs as high-risk for moving offshore or as a backup career if one can’t become a doctor, lawyer or teacher. Manufacturers are recruiting both to attract skilled labor to a growing number of positions and to replenish a workforce from which baby boomers are retiring at a rapid pace. By 2025, there will be two million unfilled manufacturing jobs, predicts a study by the Manufacturing Institute and Deloitte Consulting.
Entitled. Greedy. Disloyal. The perceptions surrounding today's millennial generation aren’t always flattering. But we don’t get why this group so often gets a bad rap. In fact, we think the crop of twenty somethings breaking into the business world right now is about as energized and exciting a group of “kids” as we’ve ever seen. And we’ve seen them a lot over the past several years, visiting dozens of campuses, launching our own MBA program and teaching in two more, consulting for companies that employ thousands of millennials, and raising four of our own. Overwhelmingly, we’ve found millennials to be hardworking, startlingly authentic, refreshingly candid, and wonderfully upbeat. Basically, not to get all mushy or anything, we love them — and we see them transforming business for the better.
Intuit is an American company that provides financial software and services for individuals and small businesses. Known for ‘Going Beyond Innovation,’ Intuit has been widely recognised for keeping up with, and becoming a leader in, the evolving world of social media in online recruitment and employer branding.
Competing for top talent with the likes of Microsoft, Cisco, Adobe and SalesForce has made the company focus heavily on a clear social recruiting strategy.
our people are the key differentiator in a marketplace full of identical competitors™.
A very wise and successful ‘old school’ businessman once told me, “My assets go home at 5:00.” Today, many businesses work 24/7 to serve customers, but those words still ring true. Having a ‘people strategy’ in place that allows you to take charge when your competitors are struggling can make all the difference between success and failure; profit and loss.
The best playbook will not help a team with bad players. On the other hand, the best talent tends to produce excellent results.
Common Hiring and Talent Management Models
If you look at most of the hiring models used today, it all boils down to three philosophies, as follows:
In 1982 I started my career as a trainee. Philips Electronics wanted to hire some fresh forces for the personnel department and they thought a traineeship was the solution. After a tough selection process four eager high potentials were selected, and I was one of the lucky four. In 1994 I was the last of the four musketeers to leave this big multinational (read: “30 years in HR, part 2: Trainee”). Many big companies think a traineeship is necessary to hire high potentials. Not many companies are able to successfully design and sustain traineeships. Often the pattern is as follows. It starts with a big campaign. “We are looking for the future top!”. Out of a large group of candidates four to ten trainees are selected. The main ingredients of the traineeship: training, job rotation and coaching.
We've all had those days where we lack the drive to be successful at our job. This rings especially true for recruiters and hiring managers, who are tasked with the tough task of finding the best talent and placing them in jobs they love. Choosing the right people to work for you plays a large part in your company's success, so next time you're feeling frustrated or uninspired, check out these popular tech recruiting quotes.
We’ve made no secret of the fact that we’re big advocates for involving your developers in the hiring process. When it comes to learning more about what makes your company attractive, nobody can speak to this quite as eloquently as the people who chose to join your technical team. This is also a prime opportunity to reinforce to your developers that their input is valuable, which can go a long way towards keeping them happy and ultimately retaining them.
If you’re stumped for ice breakers to jumpstart your conversations with your tech team, here are three easy strategies you can use to learn more about what they find appealing about a company.
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