How many times have you seen blogs that start…’How to create an employer brand?’ or ‘How to create an EVP’ I’ve worked for many organisations (from those with highly recognised brands to start up organisations) and both have had the same issue – How to establish a fully functioning EVP. I’ve helped many organisations who were at somewhat of a loss when it came to developing their employee proposition and they had previously struggled to articulate who they were or what was the cultural thread that ran through their organisations. Where I was able to help them was in helping them to understand the difference in creating a true EVP vs creating employer marketing strategies and external candidate advertising. This is where so many organisations miss a trick. An EVP is, the give for the get… it’s the things that make an organisation connect with certain individuals and enables them to thrive in that environment. The EVP is not, and should never be, a strap line created by HR or Comms teams in isolation. It also isn’t something that is focussed only on the external market for the use of candidate attraction. Engaging existing employees is critical in defining the ‘why’ of the EVP- […]
Author Archives: anne
Often you need to just take a step back and digest all that you’ve seen, all that you’ve learned and evaluate what to do with all that information. This week has been so busy that only now on a quiet Friday afternoon have I time to do that. So I took on board one thing I heard this week and rather than grab a coffee and sit at my desk to reflect on the week that’s been and focus on the week ahead – I went for a walk. In fact – I went for a 3 mile walk in the rain! So why am I telling you this? Well – It’s about taking time to reflect and make changes. I make time every week to listen and learn..I watch TED Talks, read blogs and posts and talk to my clients, colleagues and potential new customers about talent, talk about great examples of where some organisations just get ‘it’ right and share experiences and ideas about how we can all do the talent stuff better. Last week I published a post about Recruiters poor behaviours and challenged them to reflect and make a change, professionalise what they do and to […]
A few weeks ago I received an email from an internal recruiter (from a major RPO provider) asking if I was interested in a job opportunity with them. They had ‘found’ my details on Linkedin and thought I’d be a good fit. Now, working in Recruitment for 20 years, I would usually put this down to poor management – clearly the recruiter had not been trained properly to know how to search and approach talent. Firstly the approach was a generic, impersonal in mail, and secondly, had they looked at my background, they would have seen that the level of job wasn’t suitable. But I replied to the Recruiter and told him it wasn’t right for me- but Thank you. However, this week, I’ve received the same generic email from the same recruiter for the same job. Now, I’m not only annoyed that it’s been sent to me again, but this type of recruiting is the type of behaviour that is really bringing the industry that I love into disrepute. This is why we see so many posts daily about how ‘terrible’ recruiters are and this type of ‘spray and pray’ approaches coupled with poor candidate experience will continue to […]
Now, before I get everyone up in arms about this piece…remember it’s only my point of view and we are all entitled to have one..aren’t we? Today is International women’s day, a day to celebrate the amazing, courageous and strong women on this planet – A chance to celebrate the social, economic, cultural and political achievement of women. Isn’t that a shame! It’s a shame that in 2016 gender parity still is such an issue. We are still shouting out for equality in the workplace and equality in life, knowing that without this continual fight some countries will see little change or progress towards realising or addressing any gender issue. We are, however, seeing some great initiatives from countries and companies to help break down any gender issues, driving programmes to support equality and fairness. We are also seeing examples of successful women who have achieved great things in their careers, reaching the elusive glass ceiling and pushing beyond. Today is a day for sharing positive stories, for engaging and inspiring the younger generations of women to stand up for themselves, achieve greatness and break through any barriers. …It just a shame that two subjects trending on twitter are international […]
Over the last few weeks we’ve been working with a number of clients who are starting to rethink their resourcing models, engaging in conversations about what will their world of resourcing look like in 2, 5 or even 10 years’ time, and how they can get prepared for their business growth and in turn an increased talent demand. There’s lots of research out there that talks about the different ways you should attract and engage talent across the generations; from baby boomers to generation x, y and Z. Research that talks about being on-line, being social, having great content to share. It’s about video content and easily accessed information. It’s about brand and product.right? So we did some research of our own; we reviewed a number of companies, from those who never advertise vacancies, have strong social presence, have a huge social following, great websites etc to organisations that rely heavily on traditional recruiting; those that advertise every role across every platform and are just dipping their toes into the ‘social’ space, . We even spotted a few that rely on manual application forms! But regardless of how they attract candidates what made one organisation stand out from the others? […]
So we had a really interesting debate in the office this week! We all get used to seeing league tables of ‘most attractive brands’, most interesting companies to work for, and ‘most in demand employers’ etc. but is that enough to attract the best talent? Whilst we discussed the merit of these so called ‘awards’, we started to review a great candidate that we had just met. Interestingly, he’s super bright, a smart and focused business professional, ambitious with high, a realist, with an engaging style. We loved him!. Our debate then started about the organisations he wanted to work for….none of which made it to the top ten on the league table, in fact…they weren’t even in the top league. Why? The organisations that our candidate wanted to talk to were summed up in a few words…ambitious, creative, non-corporate! He didn’t talk about a ‘job’; he talked about the opportunity to be part of something. He didn’t mention job title, instead, talked about the value he can bring, he didn’t mention grade or level, but talked about making a real difference…he didn’t want to be caught up in “ways of working”, he wanted autonomy to make that company more […]
Following my last post, I’ve spoken to a number of organisations currently having the same debate, and seen many comments which have opened up interesting discussions. As we all know the recruitment landscape needs to change from traditional recruiting, the “fill a vacancy” recruitment practice, to a focus on building strong employment brand, social networks, mapping competitors and putting in place talent pipelines. But does that really happen?