Achievers
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Check out this Glassdoor Talent Warriors Roadshow from Achievers!
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Achievers
- 5. Market Recommendations If you don’t manage your employer brand, then someone else will write the story for you
- 6. My Take Away
- 10. What do we do differently?
- 11. Top Grades Social: Slideshare, Glassdoor, LinkendIn, Twitter (many more) Co-Op (Intern program) Internal Hiring Rockstar Referral Program (BYOB, Communities and Roulette)
- 12. Thank you Kate Pope Employee Success Business Partner Achievers Kate@achievers.com
Editor's Notes
- First and foremost thank you for coming to see me speak today! I have twenty minutes to leave an impact on you for at least the day. For those of you who know me, you know that I can talk for hours for just about anything. So lets get into it.
- So who of you here knows who Achievers is? As a really quick recap Achievers delivers the only true cloud-based Employee Success Platform™, a way for companies to engage, align, and recognize employees, enabling business success. Anyone know what employee success is? It is that intersection where performance meets engagement.
- Quick pre-view of our software. Here is just a snap shot of my profile on the Achievers program we call, Aspire. As you can see its like a scrolling newsfeed across the business of recognitions occurring. You can see my points to give away, my points I have accrued. Promise not to break into a full demo, but I can get some serious points with the sales organization if you do want to see a demo so lemme know! A bit about me? I grew up an agency recruiter, moved to I Love Rewards, now Achievers nearly 4 years ago. Took them from 70 to 250 employees as their recruiter and then their Manager of TA, have now moved over to managing their Employee Success Team (HR) and I am responsible for Engagement, Learning and Development, Employee Relations etc. Achievers is a teenager in puberity, as all start-ups are in fact. We change on a dime, grow and expand, try on something new then a few weeks later get rid of it because we out grew it. We are fun, but not for the faint of heart.
- Glassdoor called and asked me to speak today and I decided I was going to tell you about what we do at Achievers that is different. How we gain top talent! What does this look like? Conference? Great…. Anyone know which conference? Its HR Tech! One of the largest HR conferences in North America. Any of you been before? I just got back from HR tech about a week and a half ago. And most would say it is one of those conferences that really pushes you thinking. So I changed my mind about my presentation today last minute on the plane ride home from vegas of all places. I am going to impart on you the one take away that rocked me to my core from HR Tech but I want to first walk you through my story with glassdoor.
- For the record I hated Glassdoor for some time. Who creates a space for employees to write reviews about employers? I was so stubborn and so against it. We then had a top candidate turn us down because what was written on glassdoor. Well I tell you, nothing gives the head of recruitment more visibility by the executives then when a top candidate decides NOT to proceed with your business. I had to get over myself and fast! I realized at that moment that in this age of technology, where information is at peoples finger tips, that if you are not the one writing your story or your brand then someone will most certainly do it for you and you may not like what they write. Once I began my partnership with glassdoor I could see the value they add. They have forced employers to open their kimono. Whether we like it or not as leaders, talent acquisition professionals, executives, this form of social media has provided us with an opportunity to step up to the plate and start owning who we are, or trying to make improvements to become who we want to be or have been saying we are. There is a level of accountability attached to this movement.
- Ok enough babbling… You are all sitting on the edge of your seats I am sure…. What was the massive, mind blowing take away.
- At HR tech I had the opportunity of hearing Josh Bersin speak. Does anyone here know who he is? Josh is the founder and Principal at Bersin by Deloitte. Bersin by Deloitte is the leading provider of research-based information, benchmarking, professional development, and advisory consulting services for strategic HR, talent management, leadership development, recruiting, and training organizations. At HR Tech he talked about 2015 and the area’s of focus for HR that either we should or will have. Areas that we need to focus on so to stay forward thinking. For those of you TA geeks in the room he talked about the talent maturity model what you need to have in an organization to ensure your TA strategy is mature enough to manage your growing business and the changing market. Here it is. See how still in 2014 the majority of recruitment organizations are playing in the bottom quadrant of the maturity model?! We aim to be at the top, strategic not reactive, leading social not following it. Now this was not my take away. This was just a tease.
- So that’s Jordan and Rob from our Sales and Marketing team. Oh and here is Kevin and Kim who are our team leads in Finance. Gosh, that’s John from Development catching a ride on Nate from Product. Here are our employees getting competitive in our team building, then getting there camp fire on. Now you are probably thinking…. Did Josh Bersin give you employees at the conference? And that would be a solid across company referral program if he had. You see in Josh’s presentation of 2015 trends he said something that stuck with me. Josh said that Employee Engagement should be at your center of all HR practices including recruitment in 2015. He elaborated further to say that “Your Employee Engagement is your Employer Brand”. And I heard this little sentence and I was like “BAM! Josh that’s it!” its that simple, and here is why: new employees who join a company and find that the company they joined either meet or exceeded their expectations from the hiring process are hooked to the business instantly. A company that delivered on who they are, how they operate and who they hire provides transparency and consistency for those new employees. Those new employees are the employees that add value the fastest, work the hardest, feel a connection to the organization, they are Engaged! Engaged employees are the ones that look at your business as their business, they have pride in their work. They market and brand your business by being themselves, by speaking about their experiences, by writing reviews on glassdoor, by making referrals of like minded A-players like themselves into YOUR company. They then repeat this “engaged employee” life cycle. Reversely, the employees who join a company that doesn’t match up to what they were “Sold” when they were interviewing, are the ones that instantly feel disconnected, the ones who drive average work out of for your organization, the ones that are Disengaged or even ACTIVELY Disengaged. They too write reviews on glassdoor, they too are your brand, and market your business by telling their “experiences” We spend a lot of time and money working on our EVP’s as a business, ensuring we attract the right talent. We spend a lot of time and money investing in third party providers to help us carry out that brand. But it is that simple to focus on our employees and use them as our brand. Use their engagement as our brand.
- At Achievers we have an 80% engagement score across the business (based on our September engagement survey that we run semi annual April and Sept). Our leaders have a collective 85% leadership score (from Septembers survey) 40% of our hires come from employee referrals (most businesses are lucky to have 20%) And finally we have a 4.2 rating on glassdoor out of 5. The average on glassdoor is somewhere in the mid 3’s I believe. Looking at these numbers it is very clear to me that the engagement stat ties into the other’s. That it kicks off a cycle of engagement that yields positive impact on your business objectives. I am not saying this is the be all end all, or that you in recruitment should switch over to running engagement programs. I just wanted you to think as recruiters who are traditionally Siloed from HR and their programs (and sometimes you are alright with that because you are recruiters and much cooler then those HR folks) that part if not all of your brand these days are your employees and the people that experience your company and you as an employer. If they are not engaged you are going to have that much harder of a time finding and keeping that top talent. If I was you, I would think about how to look at the engagement of your business, how it ties to your brand as an employer and how to try to continue to focus on the outcome of one leading to the other. At the end of the day Engaged Employees have a great life cycle and will continue to contribute more engaged employees to your business.
- Ok so I don’t have time and I am totally pushing my limit here (not surprising) but really quick, when it comes to Talent Acquisition are main focus area’s are:
- I am not going into detail on each one of these programs but if you want any further information please just connect with me today or any other day for that matter.