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? 

Is it a Job Interview or Not?

by blogadmin 14. June 2019 02:25

In a house, a solid foundaation is essential to hold the structure in place. Like a house, a strong foundation of sturctured interview questions can help hold or maintain control over the interview so that you are effectivley evaluating the candidate.

Some companies prefer to conduct interviews in a less formal manner with no structure or set questions. They treat the process like a conversation, asking each candidate different questions and relying on gut feel to guide the questions they choose. Whilte this style is beneficial in putting the candidate at ease, if it becomes too relaxed, you can lose the ability to make the best selection.

Structured and consistent questions have the benefit of helping you properly evaluate all the candidates against each other. They also help avoid inadvertently bringing bias into the process.

Helping the candidate feel at ease is also improtant and this can still be accomplished within a structured interview format. As the candidate responds to questions, the interviewer should listen carefully and if need be, ask additional clarifying questions for better understanding. It's these additional questions that can help put the candiadte at ease by allowing him or her to expand on a subject and share more information.


Is Your Team The Perfect Blend?

by blogadmin 29. April 2019 02:25

"You don't get harmony when everybody sings the same note." ~Doug Floyd

 A number of years ago, a good friend and I were asked to prepare some punch for an event. We had talked about what type of punch to serve and decided that we would take every type of juice we could think of and mix it together. We were sure it would make a tasty, healthy punch.

Yes, it turned brown and muddy! The flavor was good, however, as some did venture to try it! We realized we had spoiled the beauty and color of the individual fruit by trying to mix it with every bottle we had selected for the punch.

The same method could be a mixed result with people. When we draw on each other's strengths, our team is enriched and it works well. But if we try to mix everyone together to come out with one style or one approach, we lose the very characteristics that made each individual stand out. Appreciated should be the unique perspectives that people bring to the team. Results will show how your organization's work will be enriched and fruitful! 


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