Whats the Number One Pitfall to Avoid with Employer Branding

What’s the Number One Pitfall to Avoid with Employer Branding Your employer brand is never static, its constantly changing with new people, new values, new economic conditions and more. There are tons of important variables that you have to consider. Because  it is constantly changing, theres lots of room for mistakes, especially if youre not taking it seriously. So we ask our  employer branding experts to delve into common mistakes people make with employer brand, and how they can fix it. Carmen Collins Talking AT people, and not WITH them. Cisco talks in social media, on the Website and at events like we are 70K employees working at a company, not like we’re a 70K employee company. There’s a difference, and it’s that conversational tone that makes us relatable. Carmen Collins, Social Media Lead Talent Brand, Cisco Estela Vazquez Perez Thinking that you are doing employer branding when in reality you are only doing recruitment marketing. The later is one of the many strategies used in employer branding, recruitment is important but not the only one to receive the benefits of employer branding. Expand your horizon to citizenship, communications, learning, compensation, leadership, wellness, and even the recruitment process itself. For example, think of amazing employer branding applied to attract talent, add marketing sciences to recruitment, all together is the attraction package but if you do not have a great product the recruitment process then there is nothing to sell. A bad recruiter or recruitment process is all it takes to tell candidates that there is no connection between your words and your reality. Employer branding is needed to guide the recruitment experience too. Estela Vazquez Perez,  Global Employment Brand Director, Royal Bank of Canada Ton Rodenburg I’d say the biggest pitfall of employer branding lies within communication. Why? Because today branding is about managing all experiences people have with brands, communication being one of them. Branding old style is boasting, sending and selling, while branding new style is about building distinctive inspiring experiences that people talk about. Branding is crafting and strengthening signature cultures and work by leadership, HR, people, processes, facilities, work conditions and communications. The latter ultimately is designed not only to send (comms 1.0), to involve in dialogues (comms 2.0) but more and more to create signature experiences ‘people talk about when you are not in the room’ (free from Jeff Bezos. comms 3.0). Ton Rodenburg, Employer Branding Strategy Director, ARA M/V Human Resource Communications Audra Knight I see too many companies with the same messaging. Their content does not differentiate their culture from your competitors. Nearly every employer brand video says “we have the best people and they are all happy”. That may be true but it’s dull and the same thing your competitors are saying. Tell people what makes you different and be bold. It’s ok to repel people that are not a culture fit. Audra Knight, Recruitment Operations Manager, Tenable Hannah Fleishman Trying to do too much. Especially as you’re getting started with your employer branding strategy, you’ll want to tackle every opportunity and say yes to every request from your hiring managers, recruiters, or leadership team. It’s important to think critically about where you can have the biggest impact with employer branding now, and down the line. By taking on too much or focusing on the big, flashy ideas, you may miss opportunities to solve for your candidates long-term and build a lasting employering branding program. With so many blog posts you could write, contests you could run, landing pages you could create, Facebook videos you could publish, remember to focus on doing fewer things, better. Hannah Fleishman, Inbound Recruiting Manager, HubSpot Sarang Brahme Unfortunately, often the biggest pitfall to employer branding is that employee sentiment is not genuinely listened to or understood. It’s easy for employers to think of ideas and campaigns that they believe work in a top down approach, but until employees buy into what’s being created, any ideas will ultimately fail. Sarang Brahme, Global Social Recruiting   Talent Brand Manager, Capgemini Shaunda Zilich The No.1 pitfall to avoid with employer brand is to not clear definitions of what it is and/or what success looks like.   So many times I see employer brand and the company treats it as just another marketing arm that manages social channels related to careers.   It is so much more than this.   In ensuring the definition is clear you will ensure resources are provided to encourage success. Shaunda Zilich, Global Employment Brand Leader, GE Jörgen Sundberg The #1 pitfall is to jump straight into employer branding, as opposed to employer brand. Long before you start activating a brand, you’ll need to put in the research to uncover what your reputation as an employer is. By defining your EVP, or people promise, you will know the reasons why candidates ought to pick your company and also why current employees would want to stay. The EVP will not be right for everyone, and that’s a good thing. Once you’ve launched this internally, you’re ready to activate it internally by doing what some people refer to as employer branding, or employer brand management. Jörgen Sundberg, Employer Brand Consultant CEO, Link Humans Jaclyn Campbell You don’t want to sound cookie-cutter, or worse, like any other organisation. The biggest challenge is to have a unique tone of voice so that talent know it’s your employer brand when they see a campaign or piece of content â€" this is easier said than done! Jaclyn Campbell, Employer Brand Consultant, Optus Jennifer Johnston If I have learned one thing in my ten years in employer branding it is this: You actually have to be able to deliver on your Employee Value Proposition. Otherwise, all the brand marketing is just lipstick on a pig. You have to get the buy-in of your leadership team to be intentional about culture and committed to delivering the best possible employee experience before you start building your story and your reputation because it will all fall apart in terms of both attraction and retention if you dont. Jennifer Johnston, Senior Director of Global Employer Branding, Salesforce

Holiday Parties and Your Job Search

Holiday Parties and Your Job Search (This post originally appeared in 2011; I hope you agree that its aged well. I am off celebrating with family and friends.) December is one of the busiest social seasons of the year. Arguably, we attend more parties this month than any other. That can be a blessing and a curse if you’re in a job hunt or thinking about changing jobs next year. Here are some tips to help you survive â€" and maybe thrive. First, put in extra effort to look and feel your best. A prolonged job search takes a physical and mental toll on you, and your energy level may look very low when you mingle with upbeat partygoers. Get some extra sleep, put on a new shade of lipstick or a sweater in a flattering color and smile. Let people know that you’re optimistic about what the new year will bring, even if you’re not quite sure you are. People will be attracted to your energy and spend more time with you. And that could yield more and better advice and support. Next, make sure that your elevator speech is current and memorable. You’ll be meeting new people and may be reconnecting with former colleagues, so it’s a good time to revamp what you usually say. If you’ve been looking for more than a year, you don’t want people to hear that you’re still in the same place you were last year. Bring a fresh perspective; talk about what you’ve done or learned over the past twelve months. “I’ve spent some time volunteering at the Humane Society, and helped organize their annual fundraising campaign.” “I received my PHR certification, and I’m exploring options in corporate recruiting.” “I’ve changed my course slightly, and I’m looking into consulting.” Third, do no harm. Don’t overindulge. Eating the wrong foods and gaining pounds will not help your self-image when you get back into the search in earnest in a few weeks. Alcohol may not be your best friend when you’re trying to impress new contacts. Enjoy with moderation. Remember that people are feeling generous during this time of year. We take time to reflect on our blessings and we feel inclined to help others in need. Don’t be afraid to ask someone for advice or assistance with your search. As you connect with someone at a social event (and it feels like they are open to you) ask if you can connect again in the new year. “I’ve enjoyed talking with you tonight; may I call you in January to follow up?” Chances are, most people will say yes. They may even suggest that you call during the last weeks of December, when most businesses slow down and people have more time to catch up. I hope that you’ll take time to remember your blessings during the holiday season. Don’t let your income status limit your celebration of the holidays. Joy, after all, is free.

Are You a Team Player

Are You a Team Player One of the most common phrases you’ll hear in a job interview is the ubiquitous “I’m a team player.” Like any personal quality, “team player” falls on a spectrum, but almost no one talks about it that way. This is one of those characteristics where one end of the spectrum is good and the other (“I’m not really much of a team player”) is bad. When we unbundle the term, we can start to understand â€" and value â€" how people and their comfort with teams may vary. First let’s examine why everyone wants a team player. We assume that team players put the team first. They are committed to the team’s goals. They are collaborative and cooperative. They are reliable and give their best effort. They are nice. The downside of teamwork is the danger of “group think,” where the desire for harmony or conformity in the group results in inferior, even dysfunctional, decision making. All those nice people may be so busy compromising that they eventually produce a product that no one objects to, but isn’t an optimal solution. Sometimes you need someone to shake up the group. Marcia Bench, in her book Career Coaching; an Insider’s Guide, suggests that you can be a valuable worker without describing yourself as a team player. She writes that soloists prefer controlling their own projects; they are independent and find their value in questioning the status quo.  They often have a skill set that lends itself to creativity, and they love to work on challenging problems alone. They find it harder to explain, delegate and check in with other workers; they’d rather just do the work themselves. This penchant for thinking differently and working on problems using their unique point of view can be a valuable asset for the team, as long as the soloist is invited in and allowed time to share alternate ideas or points of view. Some workers don’t function well in large groups, but thrive when paired up with a partner. Less confident workers may not speak up in meetings, or they may be intimidated by more senior or more outspoken colleagues. But they thrive when teamed up with another person to work on a project. These people usually prefer to build close working relationships where the risk of working on new ideas is shared   along with the credit when things go well. In a partnership, the quieter worker feels like an equal partner and can test out ideas with a trusted colleague. It can be a great formula for success when the partners have complementary skills and work styles. Don’t make the mistake of assuming that people who prefer working outside a large team are problem employees. If you can recognize their preferred style and allow them to work within it, you’ll be able to include them in the team umbrella. Your problem players are the ones who happily participate on a team and spend most of their time sniping at the other members and sabotaging results. They profess to be team players, but they’re playing a different game than the rest of the members. Teams can also provide cover for lazy people who like to be included but don’t bother to contribute much value. Next time you’re in an interview, ask about the team culture of the company. Explain where you fit into the spectrum and watch your prospective manager’s reaction. Teamwork culture can play a big part in whether or not you fit into the company â€" and a big part of your satisfaction on the job. It should be acceptable to put some space between “team” and “work.”

Six Reasons Working from Home Isnt Always Great

Six Reasons Working from Home Isn’t Always Great Working remotely is growing in popularity across the nation. In fact, 3.7 million people work at least part-time from home. Since 2005, the number of work-at-home employees has grown by 115 percent. The option may be available for you too. The volume of employers who allow telecommuting has grown 40 percent over the last five years, although it makes up a very small percentage of employers in the U.S. If your boss doesn’t allow work from home flexibility, you might think about starting your own business or doing contract work. After all, 86 percent of employees say that they work better when they work from home. There’s certainly a lot of freedom that comes with working remotely, but it’s not always as simple as you might think. In fact, there’s a dark side to working remotely you should know before jumping in. You must be self-disciplined and self-motivated. Although deadlines and time-tracking don’t disappear when you leave the office, there’s no one at home to watch and make sure you accomplish your work. If you don’t have the motivation or self-discipline to stay focused, working from home will be a challenge. “People who do it well are entrepreneurial,” says Gary Swart, chief executive at the online work site oDesk. “They work well independently. A person who works from home should be someone who understands how to structure their time and knows how to communicate effectively. Since many stay-at-home jobs require regular email/text/phone communication, these jobs are best suited for people who are able to write/speak in a clear and concise manner.” These habits can be learned, and there’s certainly a learning curve for those working remotely for the first time. However, be prepared for the changes. Your friends, family, and neighbors might not understand. Work-life balance will be a struggle, especially when you’re surrounded by people who don’t understand. People might ask you to babysit, run errands in the middle of the day, make appointments, and participate in other unscheduled surprises. Getting people to understand that being home doesn’t mean you’re available is a timeless challenge. You might wonder where your social life has gone. No more lunch dates with the office gang or going out for drinks with your co-workers on Friday night. You’ll talk to fewer people, and your work friends might not be there for you. It’s nothing personal. It simply becomes difficult to connect with people when you don’t see them every day. If your social life is something you love, working from home might not be for you. It’s easy to get less than 2,000 steps a day. The average employee who works outside the office will get between 7,000 and 12,000 steps a day, indicating a relatively active lifestyle. When your daily commute consists of 10 steps from your kitchen to your office, you’ll be significantly less active than you were before. “Not everyone who works from home gains weight, but I did,” says Chonce, a freelance writer and author of the blog My Debt Epiphany. “Working from home can create a sedentary lifestyle, which can lead to health problems now and in the future. Even though I love the work I do, I know it’s not right to lose time and end up sitting at the computer each day. This is why I try to stand when I can, take walks during the day, stay hydrated and head to the gym a few times a week.” Promotions are more difficult to achieve. In an MIT Sloan Management Review, researchers found that in-office workers were perceived as more reliable and responsible than those who worked from home. “Those who spent time with management outside of working hours got an even greater benefit, with bosses being 25% more likely to describe them as ‘committed’ and ‘dedicated,’” the report stated. Since you’re not present, your work might go unnoticed. You might be twice as productive as your in-office coworkers, but your lack of physical presence could stand in the way of a promotion. You might have to do your own taxes. Some people become stressed at the idea of taxes. If you become your own boss or do contract work, you’re usually in charge of paying quarterly taxes, which is a big surprise if you weren’t planning for that throughout the year. Some remote workers also have the challenge of taxes in foreign countries if they work there for any reason. Before you start working remotely in any location, talk to your accountant about preparation to minimize your tax burden.

Writing a Powerful Objective For Teaching Resume

Writing a Powerful Objective For Teaching ResumeWriting a powerful objective for teaching resume is a challenge that you should expect when you are looking for another employment opportunity. You may think that the qualifications of your resume can help you secure the teaching position, but your resume should be worth something and show that you can teach the best in the profession.So before you even sit down to write your resume, the first thing you have to do is to write your objective. An objective will be a little different for each individual but will usually follow a format like this: 'to teach English as a Second Language.' The first part of the objective should be bolded and the second one will be underlined.You should consider what the objective is for you as a teacher before you write it. For example, if you are an English teacher that want to try and enter a certain degree program and you have not accomplished the minimum requirements, you would know how to avoid or solve this problem by writing your objective to this effect: 'to become a teaching assistant in a K-12 school.' However, if you already have the credentials to get into the program and you want to have a better chance of winning the job, then you should write it as: 'to teach English as a Second Language.'The next part of your objective should relate to your teaching experience. Ask yourself what experiences you can contribute to the school or institution and why you would like to work there. The most common reason that people enter teaching is because they want to teach English and want to learn other subjects. There are a number of fields of teaching that a teacher may want to teach and other areas of expertise and experience, such as Physical Education, Math or Science.If you are only interested in teaching one particular area, then be sure to highlight that area. For example, if you would like to teach Spanish and do well in this area, you may want to include that on your teaching res ume. Remember, you should also express your desire to teach other subjects, so don't just leave out this portion of your objective.After you write down a few examples of experiences that you can bring to the school or institution, you should take some time to compare your writing skills with the teaching curriculum. For example, if you have experience teaching Math, you may want to write it as: 'to teach Math.' If you want to learn other subjects and you are interested in mathematics, then you should write it as: 'to teach Math.'The last part of your objective should be written in a way that includes your interest, your career goals and any strengths you have. For example, if you have a flair for art, you can express this in your objective by writing it as: 'to teach art.'Writing a powerful objective for teaching resume is a great first step towards your goal of becoming a teacher. It helps you to be honest about yourself and your teaching skills. With this powerful objective, you w ill be on your way to obtaining your teaching certification.