The Role of Culture in Employer Brand

by blogadmin 26. June 2019 04:46

Leadership In Action | HR & Recruiting Edition

Consumers are value driven. Employees are now, too.

Employees and applicants are aware not only of an employer's advertising campaigns and brand communications, but the charitable giving an employer does, the messages it sends and the way it treats its partners and contractors. This info is simply more available, and people want to align with companies that share their values.

Societal shifts have partly enabled the rise of the employer as an "institution of trust". Employees are looking for companies to match their lifestyles and to "show up" to certain moral events. 

A good salary and benefits used to win over employees. They'd give you back their loyalty. But today's work force is much wiser to a company's reputation and actions by way of customer and employee testimonials. They think "I want you to support my lifestyle because who knows how long we will have this relationship."  

Personal Challenge

-In what ways is your organization giving back to the community?

-Where can you become more flexible in your employees' roles?

-How seriously do you take relationship building with each and every team member? 

HIRING: What's Your Batting Average?

by blogadmin 28. June 2018 03:02

Carol Helsel | HR Edition | June 28, 2018

"By and large, executives make poor promotion and staffing decisions," Peter Drucker observed. "By all accounts, their batting average is not better than .333:  At most, one-third of such decisions turn out right; one-third are minimally effective; and one-third are outright failures. In no other area of management would we put up with such miserable performance." Yet some companies seem to identify and attract great people consistently. What sets them apart?

To answer this question, the Drucker Institute solicited tips from top leaders across all sectors that have met two criteria: (1) They have outstanding records of performance and are (2) well-regarded by their employees as good places to work (according to Glass Door and other job-rating sites). Here's what these organization's executives have to say about making smart people decisions:

Mayo Clinic: Forget the 90-day intro period. Because it's not just a skill, but a culture fit, a set time period doesn't work for everyone.

Netflix: Don't start with the job description. It's almost never accurate and can lead to filtering out great candidates just because they lack certain credentials in the formal posting. Instead, figure out what you are trying to accomplish and what a great team would look like to get you there.

Genentech: Look for candidates who are articulate about what they still need to learn and how they'd like to grow. Also, don't shy away from bringing in employees who are making a career change. People with diverse experiences and perspectives will make an organization better.

Fort Collins, CO: Use multi-phase interviews to ensure success. First on the phone, then in person. They must pass the muster with interview panelists, other agency staffers, and an industrial psychologist for executives to ferret out undetected complications.

Nestle Purina:  Assess the mind frame of candidates AND question your own company's frame of mind as well. 

Communities In Schools:  Seek one job quality that stands out-resilience. Look for people who can be or get back-up after they've been knocked down and they learn something valuable from the experience. 

Challenge:

What one-third makes up your organization's batting average? Which of the company tips above have you not considered and why? What tips or practices can you put in place today to build a great team and knock the ball out of the park?

 All the Best,

Carol 

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