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- […]
Tag Archives: recruitment
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 […]
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?
RPO has been in existence for over twenty years now, with many organisations selecting to outsource either all or some of their recruitment activity to a third party. Over the years, there have been differing levels of success in this space for both companies and RPO providers alike. Many companies believe that only the lower level, transactional elements of the resourcing function are more cost effectively managed externally and often cost has been the driver for many of these RPO partnerships.