3 Powerful Ways Your Company Brand Fuels Your Culture
The ‘War for Talent’. I’m sure you’ve heard this phrase over and over – and perhaps, even have a battlefield story of your own. Today more than ever, companies are competing for talent – forcing employers to find ways to stand out from the pack. There is one thing that makes each company unique and should be the foundation for how you attract job seekers – your employer brand.
When you have a strong employer brand imbedded in your recruiting strategy, you find authentic ways to connect with and inspire the talent you need today and tomorrow. Today’s job seekers aren’t just looking for a J.O.B. – they want to work for a company with a culture that fits their goals, personality and values. If you brand speaks to this, you are more likely to attract the type of people that will fit into your culture – resulting in 50% more qualified candidates at your doorstep. Sounds amazing, right?
Well-known companies such as L’Oreal and Salesforce know how to position their employer brand in recruitment. But you don’t have to be a huge company to do this well – companies large and small made a recent top 10 list for winning at employer branding. So, what are these companies doing well? And, more importantly, how can you start doing it? Start off by considering the following strategies:
Careers Page
Your company’s career page should not just be a place where you list open positions (a thing of the past). Instead, use this as a platform to promote your company’s culture and values. This is your chance to connect to job seekers on an emotional level and make them want to work for you.
Your Employees
Words on a website are not enough. Use videos with testimonials from real, live employees – highlighting why they love to work for you or even show a ‘day-in-the-life’ of an employee. Let your employees do the talking. This connects job seekers to your people, giving it a personal touch.
Cohesive Message
Social media is your friend when it comes to promoting your employer brand. And with 79% of job seekers using social media in their job search (even higher for Millennials), this is a platform you just can’t ignore. Strive for a cohesive message across all social platforms with links back to your careers page – enticing job seekers to learn more. Instagram, Facebook and Twitter are all fantastic platforms to engage and create a fan-following – building a candidate pipeline for the future.
Hiring great talent is not an easy task. With companies competing for the best and brightest, it is vital that you position your company in the strongest way possible. Your brand tells the world who you are as an organization. What is your story?
3 Ways Artificial Intelligence (AI) Can Improve Your Culture, Hiring, and Bottom Line
When it comes to differentiating your organization, leveraging technology such as Artificial Intelligence (AI) can strengthen and improve your culture, and increase operational efficiency and productivity, if it’s implemented in a thoughtful way that doesn’t disrupt workflow. Bill Gates said it best – “The advance of technology is based on making it fit in so that you don’t really even notice, so it’s part of everyday life.”
Recruitment is one of the best applications for AI. Over the years, we’ve seen a gradual shift from traditional recruiting practices (think headhunter) toward automated, machine-driven features. AI is everywhere and is changing the game for recruiters. Chatbots, automated scheduling, gamification, and video-based assessments are all the rage. By 2020, it is predicted that 85% of customer interactions will be managed without a human. Whether we like or not, AI is here to stay and will continue to shape the way we interact with others.
But how can AI technology really help your recruiting function (and bottom line)? Consider these benefits:
- Increased Diversity (which has been linked to higher revenues)
Implementing AI in the recruitment process can help organizations achieve diversity goals – allowing the AI technology to rank and score candidates based on qualifications without bias creeping in. According to a recent Gallup study, the more diversity the better the organization with 14% higher average comparable revenue and a 15-fold increase in sales revenue for companies with high levels of gender and racial diversity.
- Increased Candidate Quality (which leads to less time and money spent sourcing talent)
Predictive algorithms are emerging as a great resource to identify the best candidates for your organization. Outside of what is on their resume, AI technology takes it a step further – assessing a person’s emotions, tone, word choice and behavioral gestures – giving us deeper insights into human behavior.
- AI and Your Culture (not just recruiting)
AI is not just for recruiting. In fact, an organization that embraces AI technology in its day-to-day activities, will promote a culture that is not afraid to try new things, is determined to stay on trend, and wants to offer the best experience for their employees – which just happens to be a culture today’s talent is looking to join.
One thing remains the same – recruiting is one of the most vital activities your organization undertakes. The people you hire will make or break your culture and business. Exploring innovative methods to find the best and brightest talent for your company should be top of mind.
Reach out to us at https://www.successfulculture.com/contact/ to discover how we can help hire and develop your people using today’s most cutting-edge techniques and resources. Our SCALE Academy is the perfect place to start! Building cultures where everyone feels valued is what we do best.
Running a GovCon Business in Today’s Economic Climate – 7 Drivers & 6 Trends to Know
The Deltek Summer Party attracted close to 1,000 people in the government contracting space this week. Sandwiched between two great networking opportunities was a two-hour overview of the government contracting landscape, and a non-sugarcoated assessment of what companies have to do if they are to survive the current environment.
Robert Lohfeld, President of Lohfeld Consulting and a capture management expert, gave his assessment of 7 market drivers, and how businesses should manage them to stay competitive. Jim McCarthy, Owner of AOC Key Solutions which supports $3.4 billion per year in client wins, and also a capture management expert, outlined 6 key trends that business owners must accommodate to keep moving forward.
When the CEO Must Become the CPO (Chief Process Officer)
Traditionally, the CEO is responsible for the “heart” of the organization… the vision, culture, mission, strategy, and values. They are the “Chief Evangelist Officer,” or the “Chief Cultural Officer” or even the “Chief Emotions Officer” (yes I’ve seen that one too).
Conversely, it’s usually the COO that is responsible for the “blood and guts of the organization” – the person that ensures the operations within the organization can support the vision.
Strategy & Process are Interdependent
Experience – backed up by a lot of research and peer consultation – has taught me that strategy and process are two sides of the same coin, and that the CEO must take ownership for the creation of the core processes that enable a business to run. It doesn’t matter how strong a vision is. Without the processes required to execute, the strategy will fall flat. And while I absolutely believe that “culture eats strategy for breakfast,” the one essential element that organizations require for healthy strategies, cultures, and ultimately growth is process.
Six Unique Traits Biz Owners Look For in Potential New Hires
As a business owner always looking for exceptional talent, and as a mentor to emerging entrepreneurs seeking guidance on how to hire great people, I’ve learned that there are six definitive traits that great potential new hires share. These apply to candidates in all positions, in every sector, at any level – from intern to senior management.
If you’re in the market for a new position, if you’re charged with scouting for new talent in your organization, or if you’re a business owner trying to make those essential first hires, consider these characteristics or behaviors.
Employees and New Hires: Do They Get It, Want it, and Have the Capacity to Do It? (GWC)
One of the most critical elements of any organization is hiring the right people. Whether you are an employee or an employer, chances are you have your share of nightmare stories about the fallout of hires that were not the right fit for a position, or the organizational culture.
