![]() ✅ planning the social media content lines with less risk:Ĭontents like article summaries, podcast promotions, and risk-free videos from activities. ✅ Sponsoring events without any external appearances:ĭesigning events under the label of a community and making relations with attendees. Optimize candidate and new-joiner experience by re-designing the processes and making them all measurable, and also optimize our written communications with them. ✅ Optimising employee journey EB-side touch-points to turn candidates into brand ambassadors: Through these, our employees share insights into their team's culture and collaboration on projects, allowing us to promote our company culture and teams. ✅ Trying BTL marketing methods, like blog posts, and podcasts: □ During times of crisis, when limitations prevent us from creating content, hosting events, and designing internal activities due to potential risks, we must think outside the box and come up with innovative solutions. #employerbranding #branding #employeeengagement #strategicthinking #employeeproductivity #toptalentĪs employer branding experts, we face unique challenges every day. Lost Opportunities for growth and expansion Increased employee absenteeism & burnoutġ1. Missed sales targets due to headcount gaps & new hire rampsġ0. Decreased productivity due to inadequate headcountĨ. Training & Onboarding costs for new hiresħ. Higher turnover costs for constantly replacing employeesĤ. Pay above-market-average salaries to attract top talentģ. This list is the costs of not investing in Employer Brandingġ. Investing in employer branding saves a company money.Īccording to a study by Glassdoor, companies with strong employer brands experience lower hiring costs and higher productivity, resulting in a 43% lower cost per hire.Ĭompanies with strong employer brands have a lower turnover rate, reducing the cost of recruitment and training for new employees. The costs of not investing in Employer Branding So, Listening to what isn't said is problematic I think. ![]() Once I was conscious of this unconscious bias I worked very hard to develop fact based questions that I would ask to every candidate - stick to my script - instead of allowing the interview to wander into areas that I thought were relevant, but in hindsight were areas that ventured into my comfort zone. ![]() Perhaps it was a bias that said I want to find reasons to hire this white guy, but I need to be careful and find reasons not to hire anyone else. My intuition in supporting the hire of Black Americans, Asian Americans, White Females, Latino Americans, was not all that well refined. at some point in my early 50's I realized that my intuition was highly tuned to unspoken mannerisms of white males like me. I studied body language, experimented with that in order to make candidates relax and get more out of them. On my life journey I became very confident in my intuition in interviewing candidates for various positions. I guess you are trying to say that understanding another human being requires engagement, not simply hearing what they say. ![]()
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