How Do You Get Your Boss On Board with Employer Branding

How Do You Get Your Boss On Board with Employer Branding Does your company ignore employer brand? Does your boss still think it is just a marketing buzzword? If your answer is yes to any of those questions then keep reading! Employer branding has proven to be imperative to the recruitment strategies of companies worldwide. But some people just cant get their boss on board with it. So weve put together 10 reasons from some employer  branding superstars that will help you talk your boss into employer branding. Carmen Collins How do you get your boss on board with any new project or initiative? You tell a story of what you want to achieve and how that impacts the business. The key is that “impact the business” part. For every social media channel, event we attend or web page we drive to, we have a business impact to show for it. If we drive employee referrals from happy employees, we can take the cost to acquire down to zero. If we drive candidates into the pipeline from social media, we can lower the cost to hire but also time to hire. Tell that story from tactic to impact. Carmen Collins, Social Media Talent Brand Lead, Cisco Estela Vazquez Perez The first time I did it, I had in front of me a group of leaders with influence at a global level so I took my chance and delivered a global proposal to design, develop and adopt the employer brand in many countries, across languages, across businesses and across cultures. The many other times were far less complicated, it was targeted. I define the KPIs and how much these affect ROI. There is nothing fluffy about employer branding, you have to know your numbers, cause and effects. If the KPIs are sponsored, then you can move on to strategy. You still need your sponsors to feel comfortable with your ways.  Once KPIs and strategy are approved, the tactical approach comes next and it is the most visual part, where everyone wants to play and there is no need for convincing anyone to come along. This is a fun ride. Estela Vazquez Perez,  Global Employment Brand Director, Royal Bank of Canada Ton Rodenburg Tell him or her how world class leaders like Steve Jobs, Tony Hsieh, Sergey Brin (Google) and Reed Hastings (Netflix) build winning teams by attracting, inspiring and developing great people. Or keep it closer to home. Take the biggest and most successful competitor and check how they manage HR or see what their recruiting vision is. If not convinced, show graphs on labor market development and compare that to the strategic manpower planning you (may) have built expressing quality shortages in digital, leadership, and most of the other 21st century skills everybody is fighting about in today’s labor markets. If still not convinced; tell that you plan to visit the supervisory board to ask them to get him or her fired. It might make him or her change minds and and embrace your plans. Ton Rodenburg, Employer Branding Strategy Director, ARA M/V Human Resource Communications Audra Knight It really depends on your boss’s management style. If they like stats, show them how many people view your Glassdoor, LinkedIn and Indeed pages each month. It’s also a good idea to ask people that interview if they did any research online before applying and share that info. Audra Knight, Recruitment Operations Manager, Tenable Hannah Fleishman If you’re having trouble getting your leadership team bought in on employer branding or inbound recruiting, simply things. It’s easy to miss the bigger picture when you’re trying to get more resources or budget for a particular project, campaign, or technology. But at the end of the day, employer branding is about people. You can’t grow a great business without great people, period. And competition for talent is only going to become more fierce. Being proactive about employer branding isn’t an option anymore if you want to hire and retain top talent. That’s the bigger picture that leadership can’t ignore. Hannah Fleishman, Inbound Recruiting Manager, HubSpot Sarang Brahme Employer branding is often viewed in silo, sitting either in marketing, recruitment or HR teams. The best results come when we combine the forces and collaborate. HR needs to show the impact of talent attraction, engagement and branding on talent pool / funnel which has direct impact on quality and quantity of hire along with retention. We have enough surveys and studies available to show case  why employer branding is key. Show your boss the magic of talent marketing! And yes, start small. Asking for big budget investments upfront may not fly. Sarang Brahme, Global Social Recruiting   Talent Brand Manager, Capgemini Shaunda Zilich I got my boss on board by showing.   We have got to stop talking and take action.   The minute I showed that we had 275K employees on LinkedIn and other social platforms talking about GE or representing GE in some shape or form… and that on low average our 10M applicants per year were telling 2-3 people about their experience, I was able to make her ‘jaw drop’ to realize we NEED to DO something!   When looking at impact on people’s lives employer brand actually becomes more important than company brand. Shaunda Zilich, Global Employment Brand Leader, GE Jörgen Sundberg A good place to start is to do an audit of your current employer brand, or call it reputation/perception as an employer if that makes more sense. Are you attracting/retaining the right people? If not, what should be improved? Who are your talent competitors, what are they doing? Once you’ve benchmarked your current situation and where you stand vs. competitors, you tend to get interest from management. Getting your boss on board is one thing, releasing budgets for employer brand project is another matter Jörgen Sundberg, Employer Brand Consultant CEO, Link Humans Jaclyn Campbell Thankfully, the Head of Talent Acquisition here at Optus sees the value in employer branding so there wasn’t much convincing needing to be done. However, as employer branding is still in its infant stages, together sometimes we have to spend some extra time to walk our stakeholders through what we’re doing and why. From experience, as soon as they see the data and the progress we’re making, they’re on board. Jaclyn Campbell, Employer Brand Consultant, Optus Jennifer Johnston The thing that works the best to get mindshare is data. Lucky for employer brand marketers, the data on employer reviews sites is public, so you can see how your employees are rating you vs. your competitors for talent. Careers social channels are also public, so you can see what your competitors are doing on there. And you can also easily see how you stack up vs your competitors for talent on best place to work lists. Remind your boss these are the activities candidates and current employees are doing when deciding whether to join or to stay with your company. Jennifer Johnston, Senior Director of Global Employer Branding, Salesforce

Twentysomething Start a company in 3 days with 70 friends

Twentysomething Start a company in 3 days with 70 friends By Ryan Healy According to adults the world works in a centralized, hierarchical structure and thats the way it will always be. They say young people will eventually adapt and accept things for how they are, despite the fact that decentralized websites and organizations have defined our childhood and early adult years. I dont buy it. We grew up with open source websites like Napster and Kazaa. Now we use Wikipedia and Craigslist daily. All of these sites have one thing in common; users control them. I dont need permission to post an apartment for rent on Craigslist and I can make up any word I want and create a definition in Wikipedia. Now there is undeniable proof that Gen-Y is bringing decentralized organizations mainstream After turning down $1 billion, 23 year-old Mark Zuckerberg took the user controlled Facebook to a whole new level by allowing everyone to create applications without pre-approval. If you really think about it, Facebook allows anyone to work for them without the hassle of reporting up the ladder, attending pointless meetings or even leaving their living rooms. With a good idea, a little programming knowledge and a small amount of money, anyone can make money through Facebook while simultaneously increasing the companys bottom line. Facebooks revolutionary new concept is just a glimpse into the all inclusive, non-hierarchical, out of the box future that generation-Y will continue to invent and embrace. My friend and web designer, Devin Reams reaffirmed this thought when he told me about his experience at Startup Weekend. The event began on a Friday, when 70 people showed up above a bike shop in Boulder, CO to vote on their favorite previously submitted business ideas. They decided to create a business that allowed people to take quick polls of their friends opinions. We broke into groups based on expertise: business development, PR/marketing, user experience, design, front end development, back end development, and legal. The groups allowed for quick action, says Devin. We had seven-minute update meetings every hour and the each hour flew by. On Sunday night we had a business model, website, and marketing campaigns ready to go for a product launch. The company was successfully started but no product had launched to the public. This was frustrating, says Devin, since the world was every move on live video from Ustream. But, the project has continued beyond the weekend and a launch is expected next week. Weve been playing with it internally and its amazing what a decentralized group can accomplish. After this amazing weekend, the group ended up with a fast polling website called Vosnap. The site allows you to send out a quick poll to friends via email or text messaging. For example, if a bunch of friends want to meet up for lunch, but all work in different places, they can send out a poll and meet at the restaurant that receives the most votes. Sounds pretty cool to me! Sure, Andrew Hyde is technically the CEO, but he doesnt have to approve everything, and the majority can vote him out at any time. This is strangely similar to Wikipedias structure of open source use based on a community of trust, rather than checks and balances. Can you imagine a typical company trying to agree on a product, design a website, create marketing campaigns, and draft contracts and legal arrangements in three days? It would take me three weeks to jump through the bureaucratic hoops just to pitch an idea to the person in charge. On a weekend; forget about it. When you put a group of talented, motivated young people together for three days without bosses, titles or egos, things seem to magically run very smoothly. Watching Facebook evolve and hearing stories like Devins excite me. They are proof that young people are not only motivated and capable of working together, but they show that we dont have to adapt to the status quo of the corporate world to succeed. Hopefully big business starts taking a few lessons from these progressive young leaders. Ryan Healys blog is Employee Evolution.

Choosing Your Housemates the Unofficial Guide

Choosing Your Housemates the Unofficial Guide If you’re in your first year of uni and thinking about housing for the next, then choosing the right housemates is a pivotal step.   With everybody suddenly jumping into housing and palling up pretty quickly, it can seem like you have little control over who you’re going to live with, but making the right decision can have a huge impact on your next year of uni, especially when your workload is going to increase and studying will become a lot more serious.   Below are few hints and tips to steer you on the right path. Don’t Rush In Since time began, first years seem to have a bizarre tendency to begin sorting housing about two days after the end of Fresher’s Week.   Ok, perhaps this is a slight exaggeration, but it’s a well known fact that many first years sign way too early and end up living with people, that by the end of the year, they barely speak to anymore.   You’ll hear it time and time again but the best advice you can be given is to not rush into housing!   There seriously is no need.   It’s simply true that there’s more student housing than students.   Student properties are everywhere, so you’ll never be stuck for a place to live.   Leaving it at least until after Christmas gives you a bit of time to actually get to know the people around you and figure out whether you’ll be able to live with them or not.   The first couple of weeks of uni aren’t always going to reveal to you everything about the people in your flat or on your corridor, so be cautious, relax and just give it a bit of time. Big House or Small House? Have a think about what kind of house you want to live in.   Some people absolutely love living in a big, bustling house with loads going on and people around all the time, but this can get hectic at times, and, if you’ve all got different schedules: when you want to work, your housemates might want to party.   If that’s cool with you, then no problem, but think about this before you sign and figure out what you really want from housing. Do you actually want to live with friends? Most people do and most people don’t regret it, but it’s not something people really think about before they sign.   Some students decide to live with random people and keep their housing arrangements and social lives a little bit separate â€" this can work fantastically, not in the least because when you have to think about housing in third year, you’re not tied into a certain set up which you may be obliged to stick with.   Living with people you don’t know is also a great way to meet new people, but of course, you may meet the infamous difficult housemate who could make things tricky, so there’s always a slight risk involved. Think About Their Living Habits It’s easy to decide to move in with some people because they’re fun or you have a good time on a night out with them â€" both valid reasons, but there’s a difference between a friend you can live with and a friend you can’t.   Don’t end up ruining a perfectly good friendship by moving in with someone who actually has very different attitudes to cleanliness, noise and nocturnal/diurnal living.   It can end up creating a lot of hassle and potentially unnecessary and trivial animosity. Compromise Once you have moved into a house, always remember that in any shared living situation, you have to be willing to compromise to a certain extent.   After all, it’s not just your house, it’s everyone’s.   Keep this in mind, stay laid back and you’ll have a dream of a second year. This article was written by Ed from Claypenny Properties. Claypenny are a trusted student housing and accommodation provider in Sheffield. Visit our website and blog for more information! 2

The Unarguable Dos and Donts of Having an Office Romance

The Unarguable Dos and Donts of Having an Office Romance If youve been locking eyes with a special someone across the room, making flirtatious small talk at the water cooler, or day-dreaming of the two of you running off into the sunset together; you may want to give it some proper thought before progressing your office romance! Though  there are a lot of  positives to working with your significant other, there are also a lot of dangers of getting involved with a colleague! So whether youre already seeing someone at work, or youre thinking about it, here are a few dos and donts of office romances: DO know your companys policy Before getting involved with a colleague you may want to double check your companys policy  on  relationships among coworkers, to avoid  violating any rules or harming your position in the company. Each organisation  has different regulations  regarding the topic and whereas some may not have any rules in place, others may be against dating colleagues, or wish for you to disclose your relationship. DONT    let it affect your work Having an office crush can be  distracting enough in the workplace, let alone actually getting romantically involved with a colleague! If you do start a relationship with someone from work, it is important that you dont let it affect your work. Stay on task and continue as you were before you became an item. This means that you should treat each other professionally during work hours, without allowing personal feelings or lovers tiffs get in the way. DO be discreet Your other colleagues dont want to watch you  kissing or cuddling at work, trust me. Not only  could it make them feel uncomfortable, but it also opens you up to gossip, so Id  refrain from office PDAs! The same goes for after work drinks, office parties and other work functions. If you really cant refrain yourself, at least keep your flirtations subtle! If youre concerned it could affect your reputation or team dynamics at work, it may even be a good idea to keep your relationship a secret in the early days. DONT  move to fast When youre spending every single day with each other, things can get intense very quickly. Try not to get too wrapped up in a whirlwind romance and instead think properly  about the consequences of your relationship. Getting involved  with a coworker is different to other relationships, as a break up could be damaging to your job  and the rest of your team who have to work alongside the two of you. Take it slowly and determine if youre serious about the relationship. If not, nip it in the bud! DO be prepared for the response People love a good gossip and by entering an office romance youre setting yourself up to become centre of it! Any details about your relationship you choose to share with colleagues will spread like wild fire, so keep it to a minimum, no matter how much you want to talk to your workmates about it! You have to understand that not everyone will agree with it, so be prepared for a negative response from some. DONT date your boss This can never end well. Not only can it make things very complicated when youre reporting directly to your other half at work, but your peers may feel that you are being treated differently because of it or offered better opportunities off the back of your relationship. The same goes for dating someone who directly reports to you, as you open yourself up to a sexual harassment suit if things go sour and it wont do much for your reputation either! DO set boundaries Right a the beginning the two of you should have a discussion about how you will conduct yourself at work and how it could affect you if  it didnt work out. Setting boundaries early on will help you to maintain professionalism while in the office and prevent it from affecting your responsibilities and collaborations at work. DONT  communicate via work email Exchanging saucy messages via the work email system opens up the risk of some very dangerous slips of the key! One wrong click and youve sent it to the entire department and nobody wants to know about your antics behind closed doors! A lot of companies have access to your work emails anyway, so eliminate the risk by sticking to your own personal means of communication. DO  behave professionally if it ends Not all relationships work out, so if things go south between the two of you, it is important that it does not impact your behaviour at work. Chances are that you are still going to have to work alongside each other, so make sure you remain professional, so that  business is not affected and other colleagues dont feel uncomfortable or dragged into conflict. DONT  get involved if theyre  married This is an absolute no go! You may find that you grow closer to a colleague when you spend every day with them, however if they are already in a relationship then you must refrain from acting upon any feelings that develop. It will only end in drama and heartache. Image: Pablo

Writing a Resume on Data Analysis

Writing a Resume on Data AnalysisWriting a resume on data analysis is essential to you. Data analysis is a broad subject and it can include a number of factors. However, some analysts specialize in one aspect of the field. If this is the case, you will have to write a resume specifically for them.First of all, you will need to determine what it is that you are trying to do when you write a job description on data analysis. It could be that you want to change your specialty to that of a data analyst. In this case, you will need to write a resume specifically tailored to the needs of a data analyst.When you write a job description on data analysis, you should think about what you would like to do with that position and what qualities are required. If you are going to be doing a statistical analysis, you will need to know how to do this kind of analysis. If you want to specialize in any other area, you may not have the skills or experience needed.When you write a job description on data analysis, you will also need to list down all of the training and credentials that you possess. You will also need to list down where you work. This information can help you in terms of getting your resume accepted by the organization you are applying to.In addition to the information listed on a job description on data analysis, you should also list down any specializations that you have. This can include work in international business, management, public health, and computer science. These areas will help you to provide information that can help you stand out from the competition.Finally, when you write a job description on data analysis, you should explain the relationship between yourself and the organization. This relationship will help you gain the trust of the organization. Without trust, you cannot expect to get a job.Writing a resume on data analysis can be difficult. However, you can find many resources on the Internet that can help you write a resume that will provide yo ur potential employer with information they need to consider. From this resume, you will then be able to gain the needed information to get a job. This will help you land the job and continue with the experience that you are looking for.As you can see, there are a lot of factors that go into writing a resume on data analysis. This means that you should start by listing down what you hope to accomplish with this career. Then, you should go over your skills and decide what can you offer in terms of your knowledge and skill set.

Passion

Passion What is You Passion? What is You Passion? Far too many people are unable to identify their passion- either in life or work.   It is there, it just requires a little work to put a label on it sometimes.   Passion is that feeling you get when you talk about something that is important to you.   It is that warm sense of pride when you recall certain achievements.   It is what you do and who you are. Often, passion is so close to us, we cant see it, but others do.   They see these strengths clearly and we take them for granted. Identifying and labeling your passion is key to finding fulfillment in work and life.   This will allow you to create the balance to stay energized.   When you look around at the people you know, who are happiest?   Who are the people you work with with a bounce in   their step and a smile on their face?   Most likely, these people know their passion. A Story of Discovering the Obvious I met with a laid off insurance professional years ago.   When I asked him what he wanted to do next he said he had always loved tinkering with cars.   He also confessed he had never really liked being in white collar jobs, but his father had insisted he hold the right type of job many years ago.   I asked Mr. White collar why he couldnt work with cars now.   He asked for my permission and I gave it to him.   He went on to drive a tracker trailer and last I heard was really happy.   So, the moral of the story is to do what you love- despite what others may say or think. Work on Giving your passion a label The realist in me knows that with tough economic conditions, it may be difficult to pursue passion.   Maybe, but maybe not.   First label it.   Then research it in the workforce.   Could  you be  doing it in other ways or roles or jobs?    If the  answer is  foggy, ask again later (magic 8 ball), also ask those around you who know and care about you.    Dont give up.   It may also be possible to use your passion outside of work.   Volunteer.   Take classes.   Whatever it takes to use and nurture your passion.

How To Choose Between Multiple Job Offers

How To Choose Between Multiple Job Offers How To Choose Between Multiple Job Offers Sometimes you’ll have a lot of time to decide, sometimes not. Whatever the circumstances, it will be easier to make that decision if you have some sort of decision-making process in place. Here are 3 options you can try if you receive more than one job offer. Pros and Cons This is a long standing method that needs very little explanation. You make two columns listing the Pros on one side and the Cons on the other. If you’re deciding between two jobs you’ll have to do an assessment of each and then evaluate which one is more appealing. While often used, making a list of Pros and Cons doesn’t make comparing two job offers particularly easy. Criteria Method In my early days as a career counselor I was introduced to the criteria decision-making process. You begin by creating a list of criteria that’s important to you. You may want to list these items in terms of importance. Most important first and down the line. Once you have completed your criteria chart it’s a matter of filling in the blanks. Here’s an example. Criteria Job #1 Job #2 Target Salary $175K Salary $170K Salary $185K Professional Development / Tuition Reimbursement Yes No Short Commute Yes No Growth Opportunity Yes Yes Extensive Travel No Yes Culture Fit Yes Yes Unused PTO Carryover NO Yes Looking at a chart like this should make it easier to make a tough decision. Depending on your career plans will the tuition reimbursement offered by employer #1 outweigh the higher salary offered by employer #2? Only you can decide. The beauty of this process however, is that you can decide in advance which criteria is most important to you. Flip a Coin While flipping a coin can’t exactly be called a process, people do use this practice every day. I recall reading that flipping a coin actually does make sense because as soon as you toss it up in the air you know which side you hope it lands on. If you are fortunate enough to receive multiple job offers look at is as a blessing not an obstacle. Make sure you have all the information you need and analyze it carefully. While the Criteria Method is my go-to when making a difficult decision, you need to choose the process that works for you. Updated 8/7/18