It’s summer time and chances are you will be traveling to different states in the U.S.A. for work or pleasure and have a few times to reflect. I recently spent about 10 days in the states of Massachusetts and New Hampshire. Both are great states, but before you think about them what are your first three words…
If you are looking for a great resource, expert teachings and insightful commentary on using talent management best practices to create a world class workforce do not ask me. Ask Melany Gallant. Melany is in the Ottawa, Canada area and knows a thing or two about building your employment brand. She evens runs the TalentSpace Blog for Halogen Software and helps them make it easy for people like you to build a world-class workforce.
In talent management you have to find people smarter than you. And that’s what I did here, I’m out. Learn what Melany has to say……..
There’s a local company here that’s doing a lot of recruiting lately – good for them! On their website, as part of their employer brand, they boast about offering things like:
· Breakfast, lunch and snacks
· A childcare supplement
· A games room
· A sports allowance
· An open concept office space with no walls to get in the way of collaboration
· No set rules for office hours
Sounds great doesn’t it – unless you don’t have kids, have special dietary requirements, need quiet to do your best work…
I’m sure their employees think they’re an employer of choice. But would everyone?
So how do YOU become an employer of choice?
Know who you are
Before you can build your employer brand and be an employer of choice, you need to figure out what YOU mean by “employer of choice”. What kind of people do YOU want to attract? What kind of a work environment do YOU want to create? How do YOU want to stand out from the crowd for your customers?
There’s no “one size fits all” when it comes to that stuff. Understanding what makes you unique is how you build your employer brand.
Walk the talk
Now that you’ve figured all that out, start making it happen. You need to walk the talk. Make sure you live your employer brand values every day, and do things like:
· Let everyone who works for you know who you want to be as an employer.
· Hire and promote people for cultural fit.
· Recognize and reward your staff for strengthening your employer brand.
· Make sure everyone’s goals help support your brand.
· Regularly ask your employees if you’re living up to your employer brand and where you need to grow/improve.
And hold everyone accountable for contributing to your brand as an employer. It’s everyone’s job, not just HR’s.
Opposites don’t always attract
Finally, when you’re recruiting, tap the resources you already have. Your employees already know who you are as an employer and what it’s like to work for you. And chances are, they’re friends with people who are like them. So get them to work their networks and identify people who’d be a great fit for your organization. After all, they have a vested interest in making sure you hire good people for them to work with.
Melany Gallant manages the Halogen TalentSpace blog (email subscribers click through). Connect with Melany on LinkedIn.
Just spent 3.5 days in Las Vegas with 8,000 HR, Marketing, Sales, Product, Tech and a few other types. We gathered for HR Tech and we leave with with bags full of freebies, demos, fliers, promises and business cards. Many people back at your HR shop are not as pumped as you are, so find some endorsements of what you plan to do with your HR Tech game plan. It’s go time, but you need support and believers. Face it, HR Technology is not sexy or cool. You need to market it and make it easy. I have plans to do some of that at my own organization.
Keep things simple. Focus on how to activate you. It starts with you. You need a network bigger than what is available at your company. That network is we and you. We will trust you more if you work with us more. I trust people before brand or product or technology. HR pros inside of organizations need the person to person trust before they roll out a new technology. Did you know 50% of social media initiatives are not coming from the top down? Make it happen. No excuses. Hat tip to @BenBrooks.
HR Tech is a big show. Lots of parties, celebrities (Reggie Jackson is still a celebrity I think), famous people in the HR Tech space and more parties, then more networking, then water, sleep, and emails/tweets and bed. But move away from the big show and go to the side. The big show, like any big show is more about people, processes and politics. The side show is about the people and technology. On the side you will meet people, players, speakers, writers, executives and spouses of people. Last night, I played blackjack with about 7 people from Mercer. It was fun side show.
I look forward to the future of technology, people, and current and new connections. More writing and speaking gigs to come. I’m gonna keep things simple and laugh more at life. I could talk smack or brag about some of the tech vendors…but I will think about that for another day. Those are my parting thoughts on #HRTechConf.
PS–Click here and see how fast you can apply and introduce yourself to HireVue with your LinkedIn profile and video camera. (click through for email subscribers). Takes less than 5 minutes. Lots of people on the side loved this at #HRTechConf. I think you will too. Look forward to showing more people next week at the LinkedIn Talent Connect. Yes…back in Vegas next week for LinkedIn’s sold out Talent Connect conference. Oh boy.
I am going to share something you do not have. It is a landing place or area to send your current people or future talent who want to work for you. What I am about to share with you is a sneak peak into something that is going to grow and get bigger and bigger. A little something me and a few grit and grinders have been working on. Introducing (email subscribers click through)…
Team HireVue Blog.
We still have some final touches to it. But, I wanted you to know and see it first before it gets big and large and loud. Check it out, share your feedback and thoughts and subscribe or follow it. Drip by drip, message by message and interaction by interaction we plan to knock you out with killer content and stories about our incredible journey to change the way people interact at work and life. Team HireVue. That’s right. It is something you do not have, for now at least. Stay tuned…
Oh & BTW–today is Chip Luman’s traditional Rib cook off in SLC. Team HireVue can tell you more…Wish I could but, I am off to Alaska for a quick wedding.
Talking about culture makes me sick. Doing work to improve culture is not easy because nobody knows how or what to do. Doing work to improve sales is easy. Doing work to lower costs is easy. But, I have never seen a report or metric that describes a culture. If it were that easy, every company could write a book like the Zappos culture book. I pretty much know that you are not living the Zappos culture. So here are 3 ways to view culture…
1–>Instead of trying to improve your culture, just talk about it. How you talk work and how you do work, is the culture.
2–>You have your own individual culture. Your personal beliefs and views form your culture. Sharing those beliefs and views is how you talk about culture. Listening and sharing to everyone’s beliefs and views will tell you what people value about culture.
3–>Do not try to make every human in your company work the way you work. If everyone works the same, it will make the days be lame. Do not try to change people, just be more aware. But…Do try to align people in a direction. If you communicate the direction in a clear and trusting way and lead people in that direction, they will trust you. It will allow you to say, “we have a trusting culture”.
Have trust and keep doing things that build trust. Then one day, you will wake up and have a trusting and open culture. That takes time though. Enough talk about culture. Read more HERE for a quick snap on culture.
Hey look at Greg (fake name). He is having a meltdown in front of his fancy work peeps. I hear him saying, “ F#@K, S$#T, I can’t do this.” Graphite hits the ground. Poor guy turns a fun game of tennis into an ego match with his executive buddies.
Greg is a good athlete. MBA from a famous school. What’s the matter? Greg latter confides in me for tennis pointers. Not a pro, but I know a thing or two about the sport. His main concern is how he looks when he plays the game. He wants to look good and beat his executive buddies at the annual company retreat in California. That’s his first problem. Caring how others think. I say to him, “Play like nobody’s watching. Play your own way.” In short, it worked. He made an executive decision.
That’s my hook. Famous news media everywhere, Wall Street Journal amongst one of them, are telling us how CEOs and Executives fear SoMe (that means Social Media). They tell us seven in 10 Fortune 500 CEOs have no presence on major social media networks such as Twitter, Facebook, LinkedIn, etc. Those who do, 4% have known Twitter accounts and 8% use Facebook under their own names.