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Millennials are changing what most human resource department know about recruiting. There has been a shift in priorities and driving factors for job seekers, as the current job-seeking market is in search of positions that would offer the feeling of doing “meaningful work.” The baby boomer generation is getting ready to retire, and their working population numbers are dwindling. Their generation was more directed at finding a solid, good-paying job and working that position until they reached retirement.

With a growing global economy, employment opportunities have widened in their offerings. Millennials are educated, skilled, more worldly and more culturally diverse (in the United States) than previous generations. They have more job choices than ever and have much to offer to the job market.

Innovation

Many millennials are starting their own businesses and are set towards accomplishing their goals in life, which is a very attractive quality to employers. It’s this drive and determination that  compel companies to want to hire more millennials. At the end of the day, many millennials want to feel as if they contributed to bettering the world — make sure that the positions you are hiring offer this to attract the younger workers. When individuals are passionate about what the projects that they are involved in, they tend to be more productive, creative and goal-oriented, which all benefit their employer’s bottom line.

Young adults have the ability to see new solutions to problems that may have troubled a company or organization for years. This is thanks to their ability to be a fresh set of eyes in established workplaces, bringing varied toolsets to contribute to their company. Their “out of the box” style of thinking can be contrary to the rational-minded baby boomers, but many great solutions have been a result of debate.

Technology

The young people in the current workforce are a different breed, and their minds work in a different way than that of baby boomers. They see technology as a possible solution rather than a setback or challenge to overcome. Between 1982 and 2000, there were 83 million people born. By 2020, 46 percent of workers will have been born during that time frame. Millennials are the biggest generation since the baby boomer generation and are poised to have the biggest online presence, making companies eager to hire them because of their tech savviness.

The interconnectedness of technology and business makes millennials a perfect candidate in nearly every realm of business. The younger workforce has the advantage of growing up in an age where technology is evolving on a daily basis, urging them to be open and adaptive to change — both valuable attributes of an employee.

In addition to adapting quickly to new technologies, adding millennials to your team could also help boost your social media presence. Currently, 52 percent of all millennials have over 300 Facebook friends, making your employees a free marketeer to at least 300 people every day they post something related to your company. While you can’t directly require your employees to post on their social media to benefit your company, you can offer them incentives such as giveaways and sweepstakes to do so.

Keep Them Around

According to a survey by Deloitte, the average time that 43 percent of millennials will stay in a position is about two years before they transition and begin their job search again. Once the HR department has attracted employees that suit the company well, it is wise to do your best to keep them before their loyalty begins to sway. In the same survey, nearly 80 percent of millennials responded that they would prefer to have on-the-spot praise than receive a formal review. Reward your young employees with small yet meaningful incentives such as treating them to lunch or awarding them additional paid time off hours. Nurturing a company culture that is inclusive, comfortable and promotes work-life balance will be alluring to any millennial.

In addition to wanting to do meaningful work at their day job, they also truly value a work-life balance. Consider offering extracurriculars that your employees can participate in that can either be spent doing service work for their community or enriching their professional development that they can easily opt-in or out of without judgement. Connecting with their peers and mapping out professional goals with achievable milestones are assets that may help you to retain your employees longer than other companies.

Longer tenure can be expected if the company puts forth the energy to keep their millennial employees interested and engaged. By being forward-thinking, your company may benefit by attracting the next generation of innovation.

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The HR Tech Weekly® | HR Tech Blog by Kristina Martic, Head Of Marketing .. - 20h ago

Should you turn to a recruitment agency to help you fill your open job positions?

Why do companies turn to recruitment agencies?

In today’s highly competitive, candidate-driven job market, finding and hiring the ideal job candidate is quite hard. This is why many companies turn to recruitment agencies to help them recruit the right people for their open job positions.

Should you do the same? How can a recruitment agency help you fill your open job positions?

Most common reasons for using a recruitment agency

There are many benefits that come with using services from a recruitment agency.

A good recruitment agency can help you:

Hire candidates faster

There are two main ways in which using a recruitment agency can save your company’s time. First, a hiring process can be quite time-consuming. Using a recruitment agency can help you save your employees’ time.

Second, recruitment agencies are professionals who recruit for a living. This is why they probably already have candidates in their applicant pool who are exactly the right fit for your open job positions. This is a great advantage that can significantly shorten the full cycle recruiting process. In other words, you can hire the best candidate much faster!

Hire highly qualified candidates

The second main reason why many companies turn to recruitment agencies is to improve their quality of hire. The main advantage of using a recruitment agency is that most of them are specialized in certain industries or functions, which means they already have a pool of highly skilled candidates at their disposal. Besides, recruitment agencies recruit for a living, which means that they have an expertise not only in finding great candidates, but also making sure that these candidates are indeed a great fit for a certain position.

Keep your professional appearance

Some companies, such as startups and small companies, don’t have a dedicated in-house recruiter. These companies lack the expertise and resources to find and hire the best candidates. To ensure that their hiring process is done professionally and effectively, they choose to use the services of recruitment agencies. If you don’t know how to recruit in a highly professional manner, it is best to leave it to experts form recruitment agencies.

Retain your new hires

For many companies, the most important advantage of using a recruitment agency instead of in-house recruiters, is that recruitment agencies offer additional security when it comes to new hire retention. All the best recruitment agencies offer guarantee periods. This means that they guarantee you that your new hire will stay at your company for a certain period of time (usually 3-6 months). If your new hire is terminated or leaves before the expiry of a guarantee period, recruitment agencies will give you a full refund or, most commonly, find a new, replacement candidate for no extra charge.

In short, choosing the right recruitment agency can help you recruit and retain the right people faster and even cheaper!

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Worker’s compensation laws have been around for a long time, and during that time they have experienced little change. It is easy to see why there hasn’t been a radical change in the system — it has been effective for years without any real need for innovation. However, as technology advances and the workplace evolves, worker’s compensation needs to change with it.

Even the nature of workplace injury has changed significantly. While in the past you would associate worker’s compensation with grievous injuries caused by malfunctioning equipment or careless operation of heavy machinery, today those collecting worker’s compensation may suffer from something as banal as carpal tunnel syndrome. Understanding how and why worker’s compensation benefits a business in the modern era can not only demystify the system but show where it can be improved in this new technologically powered age.

Lack of Technological Innovation

As the rest of the business world embraces technology that helps make completing tasks easier, worker’s compensation continually lags behind. This stems from an “if it isn’t broken, don’t fix it” attitude, which will stifle innovation in any industry. While some companies have started to adopt technology to assist with expediting compensation claims, overall the need for progress in the field of worker’s compensation has been largely ignored.

However, that doesn’t mean that innovative technological solutions aren’t being developed, just that the adoption rates of these technologies are still low. Technology is already changing worker’s compensation in small but meaningful ways. Communications with and between employees, workforce training, managing claims, and delivering care are all influenced by technology. Even using simple smartphone applications cannot only assist directly with worker’s compensation claims but also help with prevention of workplace injury in the first place.

The advent of wearable technology also has interesting implications for worker’s compensation. Wearables like FitBit or Apple Watch are currently popular for their personal healthcare management applications, but their usefulness can stretch beyond the personal and into the world of business. Wearables have the potential to monitor whether employees are in a dangerous area on a construction site, track an employee’s health post-injury, and reduce, manage, and prevent workplace illness and injury overall.

How Worker’s Compensation Helps Employers and Employees

Worker’s compensation is an important facet of business in the United States. It not only protects employees but employers as well. While the rights to worker’s compensation were hard fought, many workers and employers can find themselves at a loss as to why it is important to them, especially if their work doesn’t appear to be dangerous from the outside.

Though it has been in effect for decades, many people still find themselves wondering exactly what worker’s compensation is and how it works. While many states have different worker’s compensation laws, the premise is essentially the same across the board: if you are injured on the job, you can file a claim in order to receive worker’s compensation benefits. These benefits are intended to relieve the financial burden from hospital bills on a worker and to ensure that they are healthy enough to continue working without issue.

The benefits of worker’s compensation aren’t solely for the employees, either. Employers rely on worker’s compensation to reduce their liability due to workplace injury with great success. If it is shown that an employee sustained an injury intentionally, were harmed in the course of a fight that they instigated, or were under the influence of drugs or alcohol during the time of the injury, the employee is not eligible for worker’s compensation claims. Additionally, worker’s that accept worker’s compensation insurance forfeit their right to sue their employer, adding an additional layer of protection for the business.

Safety Should Come First

Regardless of who benefits more from worker’s compensation, workplace safety should be the number one priority for both workers and employers. Two of the most common workplace injuries sustained in the office are slips or falls and repetitive motion injuries like carpal tunnel syndrome. Both of these types of injury are easily mitigated through regular cleaning and maintenance of the office, as well as regular breaks for employees coupled with education on proper technique when typing.

Staying safe on the job whether you’re a social worker, construction worker, or surgeon doesn’t have to be an endless struggle; in fact with the implementation of just a few safety procedures, workplace injury can be drastically reduced. Providing readily accessible alarm systems to alert employees to safety risks, secure entryways, and even something as simple as having well-lit hallways are all easy and cost-effective ways to help prevent workplace injury. Additional training for employees also provides another layer of protection, as they will better understand how to take charge of their own safety by avoiding workplace injury.

One way that technological innovation actually shines when it comes to worker’s compensation is through prevention. Head into any office around the country and you will find it chock-full of injury-preventing ergonomic technology from keyboards and mouse pads, to standing desks and office chairs specifically designed to prevent injury. While these small things may not seem like the heroes of workplace injury prevention, their ubiquitous presence contributes to prevention in spades.

Conclusion

While workplace injuries won’t be going anywhere anytime soon, be prepared for them with worker’s compensation insurance and preventative measures is just good business sense. As new technology develops, it will only make the workplace safer as we go, claims easier to process, and fraud harder to commit. All-in-all, as we look to the future of worker’s compensation, adopting and implementing new and existing technology can only help.

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Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pooling: A proactive recruiting strategy

According to Robin Erickson form Deloitte, “The task of recruiting has moved from the reactive filling of requisitions to proactively court high-quality talent.

The only way to proactively court high-quality talent is to build and maintain an effective talent pool. Besides for engaging top talent, talent pools are also a very effective recruiting tool which can improve all the most important recruiting metrics, such as time, cost and quality of hire.

How talent pools help in recruiting top talent?

In today’s job market, an overwhelming majority of job candidates are passive job seekers. According to LinkedIn, 73% of your potential job candidates are passive job seekers. Passive candidates are already employed. Of course, top talent is high in demand so the chances are they are already employed.  This is the reason they actively look for a job. However, they would be willing to accept a better job offer. LinkedIn’s Global Talent Trends 2016 reports that a massive 90% of global professionals are interested in hearing about new job opportunities

However, these passive job seekers need to be convinced that getting a job at your company would be a step up for them. If you manage to get these passive job seekers to join your talent pool, you will have to build relationships with them, foster candidate engagement and keep your company on the top of their mind until the moment they are ready to change jobs.

How to create and maintain an effective talent pool?

Building and maintaining your talent pool is hard work. First, you need to fill your talent pool with high-quality candidates. You have to apply the best practices of lead generation to build your talent pool. Then you need to properly segment your talent pool. After you’ve done all that, the real works begins. You need to maintain your talent pools by engaging in relevant and interesting communication with your candidates. You need to create and distribute specialized recruitment content for every step of the candidate journey.

Yes, it’s a lot of work. However, all the time and effort invested in building and maintaining your talent pool is very well worth it!

Main benefits of an effective talent pool

Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pools reduce time to hire

A properly segmented and managed talent pool will ensure that the candidates in your database are engaged and eager to work for your company. That way, when you have a new job opening, you will be able to choose between qualified, interested candidates from your talent pool.

This will significantly lower your time to hire because you will be able to skip the whole process of advertising your open job position through different channels and waiting for great candidates to apply. Instead, you will already have a pool of great candidates you can choose from!

Talent pools reduce cost per hire

An effective talent pool saves your money in two different ways. First of all, it reduces time to hire, which means you can save money on your HR professionals wages.The second way in which an effective talent pool will lower your cost per hire is by saving the money you would otherwise spend advertising your open job positions. Imagine the budget savings you could achieve if you didn’t have to spend money to advertise your jobs on different job boards, LinkedIn, Facebook, career fairs, campus events, etc.

Talent pools improve the quality of hire

Nobody wants to hire B-players, much less C-players. Lower quality hires happen because of four main reasons: not enough qualified applicants, not enough time to find talent, not enough time to check if the best candidate is indeed a perfect fit and because the best candidates reject your job offer so you have to settle with the second best. An effective talent pool will help you avoid all four mentioned scenarios by ensuring a steady flow of qualified job candidates, lowering your time to hire and improving your acceptance rate.

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When you start a business, there are many factors to consider. Your company name, office location, target market, and most importantly your logo. It is the foundation of your business’s branding and identity. It is the face of your business’s product and services. Your logo acts as a direct communication tool with your consumers and therefore should be thoroughly thought about.

In this article, we’ll dive into the 9 crucial reasons why you should care about your logo.

First Impression & Aesthetic Appeal

Your logo is the first impression that customers will have of your business. Just by looking at your company’s logo, customers will immediately come to a first impression conclusion on whether they like the brand or not.

Although it isn’t the only factor that is considered when customers shop around, it can act as a customer magnet if customers are drawn to its aesthetic appeal. An eye-catching and easy to understand logo will engage and draw in customers compared to a logo that is not.

A visually appealing logo is of course the most important attribute to a company’s logo. An offensive or dull logo may discourage people from finding more about your products or services. Although you may have the best products and services in the market, if your logo is poorly designed, it can portray a negative image of your company and its product or service offering.

Make sure that understand your target market well and ultimately design a logo that will inspire and make sense for them.

Impact of Colour

Colours can heavily influence the way your company is perceived. For example, red logos such as Coca-Cola is associated with intensity, energy, passion, exciting and boldness. Green logos such as Starbucks is seen as organic, caring and natural. Whereas, colourful logos such as Google or eBay conveys a great sense of positivity and playfulness.

It is important to carefully craft your logo’s colours together. Think about how each colour will represent your brand and ultimately how these colours will make your customers feel.

Shapes & Patterns

There is an infinite number of ways to use shapes and patterns in a logo. Shapes and patterns, when used correctly form an expression of identity and provide customers with an easily recognisable symbol that is a direct representation of your brand.

For example, a cleverly crafted shape is Australia’s iconic bank, the Commonwealth Bank yellow and black logo. The logo which was incorporated in 1991 is described as “bold, strong, modern and progressive” and represented the bank’s forward-thinking mentality.

Typography

The typography of a logo will heavily influence how customers feel about your brand. This includes consideration of font size, italics, boldness and overall use of font families.
For example, a bubble font is seen as a soft and calm font which would suit perfectly for a children’s toy brand – Toys R Us. On the other hand, a bubbling and playful font family would not well represent a professional law firm.

Henny Kel from Design Hill, lists 50 of the engaging fonts to choose from when considering your logo design. Make sure to check it out!

Company’s Values

The reality is that most people will have never heard of your brand before or have even seen your logo, chances are they will judge your company and what it stands for at face value.

If your logo gives off a sense that the products are too expensive, customers may avoid your brand altogether. Likewise, if the logo appears too dull or boring, it may leave them with an impression that your company’s employees, products or services are underwhelming and that they should avoid making any sort of contact.

Meriton, Australia’s largest home builder had recently rebranded their logo and overall company image. The new logo conveys their company’s image and values very well. Through the use of their blue and gold premium brand colours to the use of the sharp typography of their wording, it conveys a strong sense of professional, precision and reliability.

Memorability & Simplicity

Ever heard of the saying “less is more”? It comes from the notion that clarity and simplicity lead to a good and memorable design. Simple logos have a far greater impact on consumers as it allows them to remember and have an appreciation of the brand. It is much easier for the human brain to memorise and process information through unique shapes and colours in your logo.

All popular brands have one thing in common, instant brand image recognition. Think of Nike and you will slowly form The Swoosh image in your head. How about McDonald’s? Almost instantly you can visualise the large golden arches. You get the idea. That is why having a simple yet powerful logo that everyone can remember is vital for instant company recognition.

McDonald’s Canada have even went as far as to use the golden arches as a way to direct customers to the nearest upcoming stores! We think it’s a brilliant idea and proves just how powerful the brand is.

Additionally, an easy to recall logo can help customers identify your company again for future purchases or recommendations to family and friends. “Let’s go to the coffee shop down the road. The one with the green mermaid logo!

Timelessness

It is important that your logo is well-designed since it will be around for as long as the business will be. For this reason, future-proofing the design by looking into modern design trends is highly encouraged.

For example, if your company begins as a small towing company, it is fine to have a towing truck in your logo. But as your company grows and you look to cater to more commercial businesses then a small towing truck in your logo may actually deter companies from contacting you. Your company’s logo will look out of place and will not represent your brand accurately.

Take the German car company BMW for example, not much has changed from their original logo since their 1917 as seen below. The only aspects of the logo which have changed are the typography and colours. This has allowed the brand to remain true to their core brand values.

1917 BMW logo Present BMW logo

Emotional Response

The human brain often connects how things are presented quite literally. We give meaning to everything that we do, touch and feel. A logo has the power to connect with customers on a deep and emotional level.

An easily recognisable and familiar logo can provide emotional warmth to consumers. This is often why animals and food are used in logos to represent brands.

For example, if you are a big fan of Apple products then their logo can actually make you happy and stimulate feelings of comfort and pleasure.

Brand Identity & Loyalty

A company’s logo is extremely important in establishing a theme for the company. It dictates how your company performs its operations, undergoes its development and future transformation.

If the colour of your company’s logo is black and yellow, the operations of the company should follow the same colour scheme otherwise it would look out of place. This includes employee uniforms, website theme, advertising creatives and almost everything associated with the brand.

An easily recognisable logo is crucial to building brand loyalty or be used for personal branding. Consumers who share a sense of Camaraderie from your business’s logo is more likely to purchase your products due to their trust in your ‘brand’. This brand loyalty is stemmed from their satisfaction in previously purchasing your products and services. It makes them feel like they have made the right choice when choosing to repurchase your products.

Final Thoughts

These are the 9 reasons why you should care about your logo. It is the backbone of your business for as long as the company is around. Everything that your company values, provides, believes is perceived and embodied in your logo. It is a powerful symbol of your company’s brand.

If consumers believe that your logo creates a sense of trust, authority or importance then this will be reflected in your products and services. It is the ultimate form of communication tool towards your audience and thus should be given a considerable amount of thought.

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It all begins with a humble email. Written the right way, it makes candidates fall in love with your company even before they come on board.

Written the wrong way… Yours is not the only company looking for new people.

A great recruiter can persuade a hire even before they open a cold recruiting email. But to get to that point you have to invest a lot of time into building the right outreach strategy. There are several tips that will work for any kind of a recruiter.

#1 — Find a way to contact potential hires by email

Looking for candidates on LinkedIn? It might be tempting to send potential hires an InMail message. But InMails have some problems. You have a limited amount of them and many candidates don’t check their LinkedIn inbox.

But everyone checks their email. Sending an email shows that you care enough about a potential hire to find their address.

Recruiters on LinkedIn might be interested to check out LeadGibbon. It extracts business email addresses and exports them to Google Drive. A cold email has more chances to succeed if it’s in the right inbox.

#2 — Research comes first

You get a single shot to capture the attention of your candidate. It’s important not to skimp on research. Find out their interests, hobbies and previous experience. It all can be used to build a better relationship.

The research will help you understand whether a candidate is a good fit for your company. Jot down all the information you find, as it will be essential for personalizing your email.

#3 — Make your cold email as short as possible

Different recruiters make different cold email mistakes. But one is particularly widespread — a long email. Sending the full job description in an initial email is a great way to be ignored.

To make people read your emails, cut the fat. Explain how you found the candidate, why the position will be good for them and end with a call-to-action. Aim for 3-5 sentences. Consider using apps like Hemingway to check if your message is easy to read.

If the candidate is interested, you’ll have all the time in the world to discuss details in a follow-up.

#4 — Subject lines shouldn’t be dull

A generic subject line (‘Job offer’) blends with other emails in candidate’s inbox. Instead, try to find a way to make it intriguing — or even fun.

Here’s an example. Saw pictures of cats in your candidate’s Instagram feed? A subject line like ‘We at [company] are looking for a professional admirer of cats’ will guarantee you a positive reply. Think out of the box (here are some ideas to get you started).

#5 — Personalize, personalize, personalize

Cold recruiting emails is about your candidate — not about your company. Personalization doesn’t end with a subject line.

For example, compliment a potential hire on the blog post they published. This will show them that you’re following their work. You can also mention your candidate’s hobbies, side projects or mutual acquaintances. Building relationships is the best way to secure the hire.

#6 — Refute objections before they happen

Your cold recruiting email should be short. That doesn’t mean it should be meaningless. Use it to reference candidate’s doubts before they have a chance to voice them!

Here’s an example. If your candidate works in a much bigger company, they probably receive a big paycheck. To persuade them to switch, highlight why your project will be a better fit for their interests. This way, you’ll instantly position your offer as a dream job, which will overshadow smaller salary.

Start writing better recruitment emails, today

You can spend a lifetime trying to find the perfect cold email recipe. But the tips we outlined above should be enough to get you started. Research your candidates, personalize your message and find the appropriate channel to get in touch with them — and you’ll already be ahead of your competition.

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Does your employee handbook include these 3 sections? Don’t miss out on these must-haves!

The hidden potential of your employee handbook

Employee handbook  is the cornerstone document of every company.

This document usually consists of a company’s policies. Unfortunately, too often this valuable document contains ONLY policies, rules and regulations.

While this is useful, an employee handbook has a much greater potential. Instead of a document full of prohibitions, you can easily turn it into an engaging and useful document your employees will read, know and love. Read on to find out how to achieve this goal!

3 main mistakes of your employee handbook

Most employee handbooks make the same 3 mistakes:

Mistake #1:

They are written in a formal tone of voice with lots of legal and technical terms which regular employees can hardly grasp.  

Mistake#2:

Most employee handbooks focus on company’s policies and provide just a brief introduction to the company if at all).

Mistake #3:

Most employee handbooks state only the company’s expectations from employees and not the other way round.

3 main sections your employee handbook is missing

In order to avoid the above stated 3 main mistakes of most employee handbooks, make sure that your employee handbook includes the following 3 sections:

Section #1: Your company’s history, mission, vision and goals

Start your employee handbook with an extensive introduction to your company. Explain why your company was created, by whom and how it went on to become what it is today.

State your company’s mission, vision and goals in an inspiring, relatable and easy to understand language.

Section #2: Your company’s core values and culture  

The second section of your employee handbook should present your company’s core values and provide a glimpse into your company culture.

Include real-life photos of your workplace and your employees and present true stories which illustrate your desired workplace behavior.

Section #3: Employee benefits and perks

Finally, make sure to emphasize what your employees will get in return for following all your company’s policies, rules and regulations.

Accentuate all the benefits and perks your company offers to your employees. Also, present all the types of rewards and bonuses which will be awarded to your most deserving employees.  

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Building and maintaining an active talent pool is the key to proactive recruitment.

Do you have a talent pool?

Of course, you do. If you use an Applicant Tracking System or a modern all-in-one recruitment software, you certainly have a database of your current, past and potential job candidates.

(If you by any chance don’t have a talent pool, make sure to learn effective techniques for building your talent pool ASAP!).

However, a database or a list of candidates is NOT a talent pool. A talent pool is a database of candidates INTERESTED in working for your company.

How to maintain an active talent pool?

Here are the top 3 ways that will help you maintain an active talent pool with highly engaged candidates:

1. Segment your talent pool

Segment your talent pool into smaller groups based on certain criteria. Wondering how to segment your talent pool and which criteria to use? A good idea is to segment your talent pool on the criteria of your candidates preferred role or job position at your company. That way, you can create groups of candidates interested in different roles, for example in marketing, sales, IT, etc.

The process of talent pool segmenting will help you understand who are the candidates in your talent pool groups and what are their interests. Create a distinctive candidate persona for each of your candidate groups.

2. Create interesting digital campaigns

Once you have defined a distinctive candidate persona for each group in your talent pool, you will have deeper insights into the interests and motivation of candidates in that group. Use that knowledge to create interesting and engaging content aimed specifically at the candidates from that certain group.

For example, for the group of candidates interested in your marketing positions, create a weekly or monthly newsletter with relevant industry news, such as latest marketing tools and trends, interview with marketing experts at your company or share a story of your new marketing intern. Oh, and don’t forget to include an information about your new job openings in the marketing department!

3. Organize offline events

Besides organizing online events, such as courses, webinars, conferences etc, it a good practice to organize offline events. These types of events are a great opportunity for your local candidates to get to know your company, meet your employees and get a glimpse into your company culture.

Organize open doors at your office, host a local experts meetup or another educational event. Invite the candidates from your talent pool to attend your offline events and meet you in person! And don’t forget to take photos of the events and share them on your career blog and social media profiles! This way you will share your company’s vibe even with your potential job candidates who live outside of your city.

Maintaining an active talent pool sounds like a lot of work…is it worth it?

Of course, it is!

By using these 3 ways to maintain an active talent pool, you have highly engaged candidates who are eager to work for your company. It means that you will be able to fill your positions with better candidates faster, thus reducing your time and cost per hire while improving the quality of hire.

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SEO has often been viewed by businesses as an ethereal, mysterious thing that a company does for you, and with a sprinkle of magic marketing dust, you are ranking number one on Google for the right keywords and your niche. However, good SEO has been made up of a number of the same things for several years:

  • Good Web Design: While this goalpost has moved over the years, from optimized for desktop to optimized for mobile, from high-resolution video and photos to speed of loading, a modern web design that is responsive and provides a good user experience is essential.
  • Good Content: A website must have good content, from product pages and descriptions to landing pages and blogs, content needs to be informative, well written, and user-friendly.
  • Backlinks: These can be paid, earned, and social. Google expects businesses to pay for ads, earn links from reputable sites, and appear on social media. Link exchanges and guest posting is one of the best ways to earn backlinks. While the search engine still claims social links and shares do not affect ranking, they certainly can have an effect on organic traffic, and there is some debate about when they might become a legitimate factor.  

There is a bit more to it than that. The smarter Google becomes, the more it looks at websites like a human user does. Artificial intelligence and machine learning mean that user experience and relevance will continue to mean more than they ever have. This means SEO work needs to be targeted, implemented with a deliberate strategy, and treated as a continuous process.

Here are some reasons targeted SEO is important to your company’s visibility and linkability:

The Need for Linkable Content

As mentioned above, there are multiple kinds of backlinks. They are paid, earned, and social. The number of paid links your site has can be absolutely controlled by your ad spend. However, earned links can be partially controlled and deliberately built, and social links can be encouraged but only minimally controlled by you.

What is the key to earned and social links? Your content. It also determines how effective any paid links you have to your site are. Simply put, you need linkable content. Category or service pages, product descriptions, and thin blog posts are not link-worthy pages. Years of experience have taught link building companies what linkable content really is.

Fortunately, in November of 2015, everyone got a look at the Google Search Evaluator guidelines at the time. They confirmed much of what we had already learned. Google and users look for a few key things in your content, and Google uses those things to help determine your page rank. It is known as the E.A.T. principle:

  • Expertise: Not only does Google look at your company, but at the author of the content to determine expertise.
  • Authority: This is in the part where links come in. Outbound links to authoritative content establish you as an authoritative source, as do inbound links to the content itself.
  • Trustworthiness: This is also determined by organic, authoritative links to your content and the accuracy of what you have written.

Not only does content need to meet the E.A.T. principle, but it should also be informative and well written. Remember: Content is also a part of user experience, and thin content produces high bounce rates, sending users looking for the information they need elsewhere. It certainly means they will not link to it on their own website or share it on their social media profiles.

What makes content linkable is how informative it is, the clarity of the writing, and how well it is optimized for both search engines and real people. Without content that is worth linking to, it is difficult to either build or earn links.

Researching Relevancy

How do you know if your content is reaching the right searchers at the right time? Fortunately, this is easier to figure out than it ever has been — and yet more challenging as well. There is more data out there about users and their behavior on the internet than at any other time in history, and nearly any business can access this data through some simple analytics tools.

This means not only do we know what our potential customers are interested in, we know how they interact with the internet. Beyond just demographic analytics, we have access to behavioral analytics which are much more powerful.

All this data not only tells us what our ideal customers are searching for but how they are doing it. This can be taken from the general fact that over 60 percent of Google searches are done on mobile devices, and more people than ever are completing purchases on portable devices as well. You can also determine what devices your customers search on most frequently, whether they are iOS users or Android fans, and how much time they spend reading a blog post, and even how many searches they perform for a product or service before they make a purchase.

What this allows you to do is to target your content more specifically, and even create different content that will appeal to different sets of buyers. Relevant content is much more linkable, whether you are earning those links organically, want your users to share it on social media, or are engaged in a link building campaign targeting specific keywords.

Creating a Strategy

Now that you know why linkable content is necessary and you have established what is relevant to your potential customers, you need to create a targeted content strategy. Why? It’s simple: Without targets and specific goals, how will you know if your linkable content is working?

So what is a content strategy? It is deliberately creating content to support your efforts to rank for a specific keyword or set of keywords, and building and working to earn links to that content. This usually involves several pieces of content of varying lengths and types, internal linking, good onsite technical SEO, and content that is well written and informative.

A good SEO company will not only help you with your onsite technical SEO and link building but can also help you with your content strategy and creating linkable content. This entire process, which you should thoroughly understand, takes a lot of time, and unless you have a capable team in your marketing department, the time and money an outsourced expert will save you is more than worthwhile.

Filling in the Content Gaps

So now you understand the need for linkable content, you have done your research and know what is relevant, and you have a content strategy. Now it is time to fill in the content gaps on your website. Whether you have a robust blog filled with content or are just starting out, once you establish your content strategy, you’re going to find that you have content gaps.

What is a content gap? They are areas where you are missing content that is essential to your content strategy. It is essential that you fill these gaps in order to satisfy not only Google but your potential customers. You need the linkable content in order for targeted SEO to be effective.

Want to rank higher in Google for critical searches in your niche? Want your business to be more visible to searchers? It’s all about relevant content that is part of a content strategy, linkable content, and then building links to that content. Those are all a part of targeted SEO, the key to your company’s visibility and linkability.

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Learn how to write an effective employee handbook your employees will actually want to read!

Why employees don’t read employee handbooks

An employee handbook is a very useful tool which helps companies successfully onboard new employees.

An employee handbook serves as an introduction to the company’s processes, policies and procedures. It contains an answer to almost all questions a new employee can have. It also communicates the company’s expectations regarding employees’ workplace behavior and expected performance.

In short, an employee handbook is a very useful and important company’s document.

Unfortunately, most the employees never read it! Even if your existing employees have read it, the chances that your new generations of employees will also read it are slim.

The research from GuideSpark found out that 43% of generation Y is not reading the majority of the employee handbook, while 11% haven’t even opened it!

It also found that and 33% of non-generation Y haven’t fully read a handed employee handbook, too.

Why is that?

Let’s be honest. Most employee handbooks are difficult to read, filled with technical terms and very boring to an average reader. Employee handbooks are not exactly what you would call a stimulating read.

How to write an engaging employee handbook?

Wondering how to write an employee handbook employees will want to read?

Follow these tips for writing an engaging and useful employee handbook:

  1. Make it simple

Make your employee handbook simple and easy to read and understand. Write shorter sentences. Use paragraphs. Avoid long, complicated words and get rid of technical and legal jargon.

  1. Use the right tone of voice

The tone of the voice you use to write your employee handbook should be consistent with your employer brand. If your company culture is fun, feel free to incorporate a bit of playfulness in your employee handbook.

  1. Add appealing visuals

Turn your employee handbook into an eye candy! Create appealing photos, videos and infographics to your employee handbook. Here are a few ideas:

  • Photos of your employees and everyday life at your office
  • The video message from your CEO
  • Company culture video
  1.  Create an interesting format

Your employee handbook doesn’t have to be in a usual PDF format. It can be a printed booklet with an actual bow, a comic, a video or even a trello board! Here are a few examples:

  1. Infuse personality

Make sure that you create your employee handbook in a way to stay on brand. Use your brand colors, visuals and follow your overall brand style. Create a unique employee handbook infused with your brand’s colors, voice and magic!

That’s it!

Now go on and have fun writing a creative, innovative and engaging employee handbook!

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