According to a Gallup poll, only 32% of workers identify themselves as engaged employees, while 51% identify themselves as not engaged and 17% identify themselves as actively disengaged. HR managers tasked with the job of effecting change in this environment must turn to new methodologies to engage employees more fully. To this end, a growing trend in HR is consumerization.
A recent Forbes article fills us in on the secret of ultra-productive people. Funny thing is that many of the “11 Things Ultra-Productive People Do Differently” go against the grain. What if an employee is super productive but doesn’t work in “the way things are done” at the company?
HR leaders know that they need a strong employment brand to attract talent. That is easy enough if you are Google or Goldman Sachs, but what if you are a small company unknown to the general public? The good news is that building a strong brand is easier than you might think.
Technology, social media, and the Millennial generation have ushered in a new era of branding. An era that requires greater transparency, digital know-how, and an unshakeable sense of who your customer is and the value you provide.
As the world turns, so must brands turn the page on their branding efforts. For HR this means changing your branding efforts to engage Millennials, job-seekers in particular.
Total rewards. It’s been HR’s responsibility for decades, right? These comp and benefits programs go beyond basic administration. HR has other things to do—conduct needs assessments, select the appropriate benefit mix, develop plans, evaluate the effectiveness of the offerings…you know the drill. What hasn’t been around so long—at least not as long as benefits—is employer branding.
The ‘Employer Brand’ is, to put it simply, an organization’s reputation as an employer. This brand is what people (employees, applicants, candidates, and the public) associate with the organization whether that be good, bad, or indifferent. It encompasses culture, history, traditions and all the various touch-points of the employment experience.
Tying your company brand to the recruiting process will help strengthen the onboarding experience and increase employee engagement. Here are 3 ways to get started:
You have 10 open roles to fill and plenty of candidates in the pipeline. Interviews are held and you’re starting the second round next week. Before you know it, “thank you” emails are flooding your inbox. You’re at 35 interviews so far and counting. What do you do with all of the emails?
Social media is not your enemy. Your organization needs parameters around social media use. Start with a simple policy and spend time educating your team. If you’re trying to determine whether your company needs to establish a social media policy, consider the following.