Delivering a Meaningful Employer Brand

Delivering a Meaningful Employer Brand In a world where image is everything and reputations are measured in shares, tweets, and comments for everyone to see, building a strong employer brand has never been more important. Indeed, the business benefits of a robust EVP simply can’t be refuted. According to LinkedIn, companies with stronger employer brands see a 43% decrease in cost per hire, and in CEB’s study, “Branding for Influence,” it was cited that a strong EVP can raise your quality of hire by 9% and improve applicant pool quality by 54%. While it’s certainly a step in the right direction to see more employers investing in the development of a strategic employer brand, the challenge is that too many have shifted away from an authentic experience in the quest for their own version of perfection. The barriers to a powerful EVP As more firms recognize the value a strong employer brand has on their competitive advantage, the question “how can we develop our EVP?” has become an increasingly common part of board-level discussions. However, this has led to a level of over-complication of the process and a number of myths have emerged as a result that are preventing organizations from creating a truly authentic employer brand. So what are the main myths that hirers need to avoid? You can create an EVP: this is simply not the case. An authentic employer value proposition already exists within your business â€" trying to create one from scratch could disengage those members of staff who are fully aligned with the natural EVP that’s developed organically, but have nothing in common with the new culture that’s being forced upon the business. Consider reviewing what your employees think of your organization before starting on your external messaging. Employer branding is for engaged applicants: The impact of your EVP doesn’t begin and end with a candidate actively applying for a role. It starts long before they’ve seen the job advert and continues into their employment. You need something really creative and different: In some cases, the opposite is in fact true. Having an employee value proposition that’s too aspirational or isn’t an authentic representation of your culture won’t help attract or retain top talent. Being true to your culture will have a much greater impact than being creative or bold in your approach.   Getting it right requires financial backing: Uncovering your EVP and developing your employer brand doesn’t need to be a costly and time-consuming process. In most cases, the basics are already there â€"your employees’ experiences and corporate brand and culture just need to be brought to life in a way that can engage your target audiences Where to begin If we accept that the above are myths that prevent the successful growth of a strong employer brand then we can agree that uncovering and nurturing your EVP doesn’t need to be costly or time-consuming. With this in mind, the first and most crucial step is arguably simple: talk to your people. How you do this is up to you â€" whether it be through engagement surveys or one-to-one management meetings â€" but the real storytelling begins with an open and honest dialogue about your employees’ experience. The added value of this process is that it not only gives you valuable insight into what makes your employer brand competitive but also provides nuggets of content to share while also reminding your employees why they joined the business in the first place. It’s also important to ensure you’re balancing your present-day employment offering with your aspirational brand positioning to align it with your long-term strategy. This will help give future and current employees a greater insight into where the company is heading and what their involvement will be in this development.   With global skills shortages continuing to drive the war for talent and the high cost of staff turnover meaning companies simply can’t afford to be inadvertently driving out their high-performers, having a strong employer brand is a competitive advantage firm can’t ignore. Taking the more holistic view mentioned above will ensure employers are in the best possible position to not only attract but also retain, the best talent. About the author: Sondra Dryer is Global Head of Employer Brand Experience at Alexander Mann Solutions.

The Most Attractive Employers in Europe, the Middle East Africa of 2015

The Most Attractive Employers in Europe, the Middle East Africa of 2015 This week LinkedIn held their annual Talent Connect London conference, featuring speakers from some of the most reputable global organisations and attracting attendees from around the world. During the event, LinkedIn made a series of announcements related to the current state of recruitment in 2015 and which employers are leading the way in terms of talent attraction and employer branding. One of the most notable revelations was this years ranking of the most in demand employers in Europe, the Middle East Africa. The findings were calculated calculated based on an analysis of  the  interactions between professionals and companies on LinkedIn. They also released a list of the  20 most popular employers in the UK alone, in which Google came in first place for the fourth year. Among the top employers across EMEA, one thing they all have in common is a powerful employer brand and international recognition. When a candidate applies for a job,  they dont just want to know about the details of the role, they want to know about the company culture and what it is like to work for the organisation. The companies who invest in and prioritise creating a strong and respectable employer brand will in turn attract the most talent, giving them the capacity to employee the best people available. In the top 10 employers are Apple and Google, two of the most recognisable brands in the world and companies that have been widely discussed in terms of the culture and work environment they provide their staff. It wasnt just the tech giants that made their way into the rankings however, as a few smaller companies also crept their way into the top 100, including online retailer ASOS and retail experts Chalhoub Group. The  10 Most in Demand Employers: Apple Google Procter Gamble Facebook Unilever Emirates The Coca Cola Company Nestle General Electric Shell Most Represented Industries Retail Consumer Products Oil Energy Technology

8 Building Blocks to Bolster Your Employer Brand

8 Building Blocks to Bolster Your Employer Brand Today’s best employee candidates are busy, and may not be looking for your job or any new job. They have many competing sources of information, advice, and networking, and are choosy â€" often cynical â€" about what they read and hear. Thus, in reaching your best potential candidates requires finding and entering the world they live and work in, and inviting them into yours. And that requires creating your employer brand, just as you do for branding your products and services. Your employer brand must be consciously built, nurtured, promoted and reinforced in all the ways and places your potential employees access and are exposed to information â€" general interest media, business-to-business press, social media, special-interest websites and networks, word-of-mouth, and on smartphones, mobile devices, and computers. So if you need to build or refresh your employment brand, or just want to reinforce and promote it, consider (or reconsider) these requirements: 1. Be clear about what you want to accomplish There’s been a lot of buzz around employer branding as the war for talent has heated up. Before embarking on the employer branding journey, ensure that everyone is on the same page when it comes to scope, objectives and success metrics. 2. Don’t assume you know how employees feel Would you go with your gut when it comes to understanding your customer wants and mindset? That’s a high-priced gamble. Strong employment brands are derived from research that gets to the heart of what makes working for your organization special. 3. One size does not fit all Design your employer brand research and methodology to address your organization’s specific needs and culture. An off-the-shelf, “one size fits all” approach will, most likely, result in generic outcomes. 4. Employer branding is not only an HR initiative While it’s often driven by Talent Acquisition and the need to attract top talent to your organization, defining your employment value proposition and crafting your brand should be viewed as a business imperative.  Active involvement from key stakeholders across the organization and in the C-suite is critical for success. 5. I want to be the employer of choice Always a lofty goal, in the grand scheme of things it comes down to the fact that you can’t be all things to all people. That just leads to generic “me-too” positioning that doesn’t differentiate your organization from your competitor down the street. 6. The experience is the message Building brand loyalty requires every brand to live up to its promise. So if perception doesn’t match the reality, you’re in trouble. Your employer brand builds trust when it’s anchored in your core strengths as an employer, but also needs to speak to where the organization is headed. 7. Do you have Brand Ambassadors? Do managers understand and embrace the employer brand? Do their behaviors reflect and support the brand promise? Having managers and employees fully engaged brings the brand to life. 8. What’s in it for me? A common mistake of many organizations is to speak from the company perspective. Your employment brand is designed to set mutual expectations, telling candidates what you expect, and what they can expect in return. Just as Rome wasn’t built in a day, employer brands aren’t built and maintained with scattered efforts and isolated job postings. It takes careful positioning promoted with systematic and thoughtful content and messaging. It takes a compelling story, distributed in effective ways that surround potential employees, creating awareness and attracting interest. About the author:  Steve Graham, SVP, Global Employer Branding at TMP Worldwide oversees the global employer brand group, evolving the practice and driving innovation, while capitalizing on the ever-changing digital, social and mobile landscape. He assists clients in identifying, defining and communicating their employer brand, both internally and externally with an emphasis on developing innovative ways in which employees of an organization can organically embrace â€" and live the company’s brand attributes.

3 Industries You Should Be On The Lookout For In Blockchain

3 Industries You Should Be On The Lookout For In Blockchain With how popular the blockchain trend has been, it makes sense that a lot of people have been looking towards how they can be first to market in helping change it. And while there have been some great innovations so far, only a few industries have stood out as the front-runners to blockchain tech. However, that’s why I’m bringing you some helpful examples to ponder   as you get to know more about this field. Check them out below: Logistics  As an industry that’s overdue for innovation, logistics is one field that could use cryptos influence. Not only has it been run off of a similar system for the past few years, but additionally has been relatively slow when it comes to progress. And as noted by PR Newswire, with the US market alone expected to reach $15.5 trillion by 2023, it’s no wonder that those in the blockchain community are looking to take advantage of this industry’s needs. However, this where the foundation is currently being built. With how convoluted the logistics industry can be, one hurdle that it’s facing is the need for transparency. Companies like Fr8, for example, are looking to solve this problem by offering a freight blockchain network that connects truck drivers with those who are seeking their services, which is a practice that has solely been done by brokers in the past. Additionally, some other people in the industry are looking to solve problems with logistics as well, including problems with food miles and cost. All-in-all, this is an exciting area for blockchain to explore and something you should be mindful of. Contractual Disputes  Although it’s something that many would say naturally fits the blockchain, the actual application of contractual disputes on a local level is commonly overlooked. After all, unless you use something like the Aaron Kelly fivehundo system of automatically producing a contract so you’re set to go, then having a contract in place is a time consuming and often expensive venture, and likely one you don’t have time to wait around for. Fortunately, that’s where the blockchain can make a big difference. As a big thing with the blockchain is the ability to offer people the ability to execute contracts automatically, it goes without saying that this could be a useful application for multiple industries. For example, according to Upwork, the average graphic designer cost between anywhere from $20 to $150 per hour, which let’s say that someone wanted to hire a designer for a logo. The designer assumed it would cost around $150 in total to get the logo done, which the buying agent agreed to. The point where a lot of designers get the short end of the stick on is the actual payment, where often they run into people who say they didn’t like what they did or don’t feel like paying for; which, the blockchain could solve by automatically executing a payment as soon as the design is finished. All-in-all, the world of freelancing contracts could be changed quite a bit, with blockchain perhaps playing a significant role. Health Care  Finally, as health care is an industry that’s constantly innovating, it goes without saying that this would eventually be impacted by blockchain as well. After all, with blockchain’s structure of being a safe and transparent file sharing system, it goes without saying how this could be a great use case. Plus, as noted by Singlecare, with 30 percent of medical bills going towards administrative costs, it goes without saying that this could be an industry that this is a field that could see some significant savings from blockchain. However, the problem is finding someone that can deliver consistently on this can be tough, especially with how vast the industry is. Although there hasn’t been anyone that’s solidified themselves as the frontrunner in overall blockchain healthcare quite yet, there have been some early favorites to do so. For example, the startup Nanovision has been looking to tackle the issue of sensitive patient information being transferred between practices with a health records blockchain solution that makes the entire industry more transparent and streamlined. Their technology will eventually allow for other labs to trade data and research in addition to patient information, making the healthcare field much more valuable and potentially leading to breakthroughs. All-in-all, be on the lookout for how the healthcare field can be changed by blockchain tech because it’s implementation might be coming much sooner than you’d think. What industries are you most excited about seeing changed by blockchain? Comment with your answers below!

Preschool Teacher Resumes - How to Write a Preschool Teacher Resume

Preschool Teacher Resumes - How to Write a Preschool Teacher ResumePreschool teacher resume is one of the most important documents you will ever need to make. If you have dreams of working in the early education industry, or if you are just looking for a change in career, then a preschool teacher resume could be the ticket you need to land a job you really want.To find a job that you would love to work in, you must know what is available and how to highlight your positive qualities. So, here are some simple tips on writing a preschool teacher resume:* First and foremost, it's a must that you include your name, your current job title, the date of birth, the education level and the institution that you have a diploma from. Do not forget to include your education degrees. If there is a specific profession that you have a degree for, then it is mandatory that you include it on your resume. You must also list any professional affiliations and former positions you have held.* When you comp lete this step, you have to indicate the education degree that you have, i.e. kindergarten teacher, middle school teacher, high school teacher, elementary school teacher, adult education teacher, higher education teacher, and some other professions that you have. Also, write down the schools and programs you have been enrolled in, the dates and the places where you received your education degrees.* When you do not have any personal information to hand, you can write about the different achievements that you have achieved, the reason behind them, and how they shaped your life. You should also explain your accomplishments in the career field you are currently working in and tell about the professional affiliations that you have made.* You must include other educational background that you have. Also, you should mention any awards you have won.* You must mention any internship that you have done for some educational institution that can help you in creating a new career. You must menti on if you are working as a program coordinator or training officer in this educational institution.* Writing a preschool teacher resume consists of just four steps: reading, writing, reviewing and choosing. Each of these four steps can be learned by heart, because you will not have problems with memorizing these easy steps. Review and choose the suitable categories on your resume according to the type of job you are seeking.

Is Social Media Hype or Reality

Is Social Media Hype or Reality So whats the deal are employers REALLY using social networking sites and search engines to screen candidates? I used to believe this was true and in growing numbers until I saw the SHRM (Society for Human Resource Professionals) 2011 survey.   This begs the question, Is the use of social media hype or reality? SHRM Data Indicates HR is NOT jumping on the bandwagon 67% of HR professionals say No, we are not using social networks to screen and dont plan to. 59% of HR professionals say No, we dont use search engines to screen applicants and dont plan to. This is from the 2011 study of SHRM professionals and 541 respondent answers were used. Heres a link to the study so you can read this for yourself. 66% say they are not using social networks due to a concern about legal risks/discovering information about protected characteristics (e.g., age, race, gender, religious affiliation) I scratch my head and wonder why these numbers are so high. Is it the respondents? Is it the year 2011? Is it how the question was asked, screening applicants, not recruiting applicants?   Here is other data showing the rise of social media being used to recruit/source/find candidates. Microsofts Survey Says 89% of recruiters and HR professionals said they were researching candidates online. They called it online reputational information.  In 2010, Microsoft commissioned a survey. 275 HR professionals and recruiters were surveyed during 2009 for this report. Jobvite Says.. 89% of companies will be using social networks to recruit (that means to source candidates and announce openings). Jobvite is recruiting software and an ATS system. 45% say they ALWAYS use social profiles to assess candidates. This survey was also released in 2011. Jobvite surveyed 800 respondents from the HR and recruiting industry.   Most were in a recruiting/staffing and HR role and represented technical, services and healthcare industries.   You can see for yourself by downloading their survey. Other Sources Weighing in: TweetMyJobs 45% of companies plan to invest more in social recruitment (a 2012 survey of 400 company representatives) TweetMyJobs shares job openings via Twitter. Bullhorn Reach 48% of recruiters use only LinkedIn to recruit and 21% of recruiters are using all 3 social networks according to Bullhorns survey of 35,000 recruiters in the Bullhorn user network. Bullhorn Reach is a social recruiting system. Takeaways There are many infographics showing the use of social recruiting and job seeker activity across social networks. So how wide-spread and how deep does this trend run?   The answer will vary depending on who you ask (the respondents), who conducts the study, the size of the company, and the industry. Some people are early adopters, others are afraid of the legal implications, others dont care at all and have asked for Facebook logins and passwords. You can wait on the sidelines or you can jump in and test the waters now.   As I see it, it cant hurt! How are you using social media in your job search?

3 Simple Steps to Maintain Momentum - Jane Jackson Career

3 Simple Steps to Maintain Momentum - Jane Jackson Career 3 Simple Steps to Maintain MomentumDo you sometime get fed up with people saying to you, “Keep going, if you keep trying you will do it.   It’s going to get better.   You can do it.   It will happen!”   Well, to be honest, if you keep pouring from an empty jug, you won’t be saying, “My cup runneth over” at all.Have you been really trying hard at something but not making headway?   If its getting you down, is it because: ·             You’ve been in the job market for a while and things are moving along far too slowly? ·             You’ve been trying to talk to your colleague, boss, spouse, flatmate, best friend about something important and they just don’t or won’t listen? ·             You’ve been organizing something and it’s just not working out? ·             You’ve been doing everything that you think is right and its turning out all wrong?Well, of course you will start to feel unappreciated, unrewarded and, ‘Oh, no, here comes another lousy weekend! ”When your efforts don’t yield the desired results in what you consider to be a reasonable timeframe, it’s natural to feel frustrated and de-motivated.   Consequently it will be your state of mind that will hinder your ability to act and take charge of your life and then it will be even harder to uncover the solution.Therefore the key to maintaining motivation and momentum is to create a stress free state of mind.   You will then be able to put in a sustainable effort to get creative and resolve those sticky problems.What works?   These three simple steps work for me:1.         Meditate2.         Look for inspiration3.         Write1.         MeditationThis is one of the most effective and easy to learn techniques to calm yourself and feel relaxed.   The benefits of meditation are now scientifically proven.The great thing about meditation is that it doesn’t require you to   change your beliefs, buy any equipment, or cost you money! You don’t even have to really ‘DO’ an ything.   There are many different ways to meditate but for now, let’s use the K.I.S.S. principle and try this:Sit in a quiet place.   Get comfortable.   Close your eyes. Slowly take deep breaths and focus your attention on your breathing.   If your mind starts to wander, it’s ok, when you notice your thoughts taking over just take it back to the breathing .   Keep doing this for about 20 minutes.   Twice a day, morning and evening.How easy is that?For a scientific analysis of how meditation really works, read this fabulous Time Magazine article   Meditation2.         Look for InspirationJust imagine you didn’t shower for several days.   Wouldn’t you feel dirty, old, tired and maybe even a little sick?   We shower daily to keep ourselves clean and fresh.   We need to clean out our mind too so it’s not clogged with negativity, worries, dark thoughts.   If we dont clean it out from time to time it could lead to a kind of sickness â€" lack of motivation, a feeling of hopeless ness, lack of confidence, everything a bit of a dark tunnel.Shower your mind with inspirational thoughts.   Just the way that good jokes can make us laugh and tragic stories can make us cry, words of inspiration lift our spirits.Give your mind a helping hand to become balanced and positive by reading something inspirational every day.   There are plenty of inspirational stories in bookstores and on the internet a good place to start could be at  www.greatday.com where you will find a wealth of inspirational quotes to keep you going.Read one before you go to sleep each night and focus on it as you fall asleep.   Wake up and tell yourself it will be your mantra for the day.   What a great way to start your day!3.         Write it downWriting makes you focus.   It’s a great way to get rid of negative thoughts and worries.   When you feel too worried, write about it, jot down anything that comes to mind.   Don’t think, just write and keep writing for 15 minutes or longer.   Getting it all down will lighten your load.   You may find that things don’t seem quite so bad after all.You can keep it all in a journal or you can tear it up afterwards and symbolically put it in a garbage bag and throw it out.   Do whatever feels good.Give these Three Simple Steps a go.   They will lead you to an oasis of peace and be a catalyst to you feeling more powerful, hopeful, motivated and creative so you can put in the effort required to achieve success.For practical assistance through coaching to manage and maintain your momentum in your job search or work towards your life goals, give me a call or email jane@janejacksoncoach.com.www.janejacksoncoach.com