13 Uncommon Recruitment Metrics You Can't Afford to IgnoreNexxt
Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.
13 Uncommon Recruitment Metrics You Can't Afford to IgnoreNexxt
Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.
As consumers we have different priorities when making purchasing decisions. For example, when buying a new car we will all consider different elements important (safety, price, large boot, etc.) So when people "buy" a new job from a company their purchasing decisions are equally as unique and personal e.g. the company brand, the salary, the location, culture, etc. Some are more focused on the facilities and technology available.
Essentially, the Employment Value Proposition (EVP) is the compelling reason to join a company. EVP encompasses both Employer and Employee Value Proposition. The key thing is, that the EVP should be ongoing and not just something to be considered at the stage of attraction.
Own or manage a hotel? Are you plagued by rising turnover rates? Find out what you can do to stop the revolving door and reduce the turnover in your hotel.
The CareerCENTRE helps to define the right career path for an individual based on self assessment. Organisations that invest in career management have greater levels of employee engagement.
Organisations with high employee engagement are more productive, more profitable and generate greater shareholder value.
There is a lot of confusion about the role of career coaches, are we recruiters? Do we simply help with drafting CV? The attached slides set out some of the most common myths associated with career coaches
10 reasons why it's time to re think the EVPTEDxMongKok
The conventional approach to developing an Employee Value Proposition (EVP) is ripe for disruption. Too often we see mediocre, bland and meaningless EVPs that don't create real change. We are taking a stand against bland. Here are 10 reasons why we need to re-think the EVP.
The Cost of a Bad Hire: Four Common Hiring Mistakes
Finding and hiring game-changing talent is critical in today’s competitive business environment. Even the best-run companies, ones where hiring managers understand the potential of finding and acquiring great talent, sometimes overlook the flip side of the hiring process: the potentially devastating impact of a bad hire. As an executive recruiter, I know how much is at stake in the hiring process, and strive to pair businesses with dedicated and qualified employees.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Presented at The Australian Healthcare Workforce Solutions Forum. Sydney, Australia – 30 July 2013
This case study explores:
- Developing a compelling employee value proposition to attract and retain target profiles
- Sustaining employee engagement thanks to internal processes and personalised care delivery
- Innovative ways to blend Knowledge Management and L&D and embed transfer of critical knowledge
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
As consumers we have different priorities when making purchasing decisions. For example, when buying a new car we will all consider different elements important (safety, price, large boot, etc.) So when people "buy" a new job from a company their purchasing decisions are equally as unique and personal e.g. the company brand, the salary, the location, culture, etc. Some are more focused on the facilities and technology available.
Essentially, the Employment Value Proposition (EVP) is the compelling reason to join a company. EVP encompasses both Employer and Employee Value Proposition. The key thing is, that the EVP should be ongoing and not just something to be considered at the stage of attraction.
Own or manage a hotel? Are you plagued by rising turnover rates? Find out what you can do to stop the revolving door and reduce the turnover in your hotel.
The CareerCENTRE helps to define the right career path for an individual based on self assessment. Organisations that invest in career management have greater levels of employee engagement.
Organisations with high employee engagement are more productive, more profitable and generate greater shareholder value.
There is a lot of confusion about the role of career coaches, are we recruiters? Do we simply help with drafting CV? The attached slides set out some of the most common myths associated with career coaches
10 reasons why it's time to re think the EVPTEDxMongKok
The conventional approach to developing an Employee Value Proposition (EVP) is ripe for disruption. Too often we see mediocre, bland and meaningless EVPs that don't create real change. We are taking a stand against bland. Here are 10 reasons why we need to re-think the EVP.
The Cost of a Bad Hire: Four Common Hiring Mistakes
Finding and hiring game-changing talent is critical in today’s competitive business environment. Even the best-run companies, ones where hiring managers understand the potential of finding and acquiring great talent, sometimes overlook the flip side of the hiring process: the potentially devastating impact of a bad hire. As an executive recruiter, I know how much is at stake in the hiring process, and strive to pair businesses with dedicated and qualified employees.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Presented at The Australian Healthcare Workforce Solutions Forum. Sydney, Australia – 30 July 2013
This case study explores:
- Developing a compelling employee value proposition to attract and retain target profiles
- Sustaining employee engagement thanks to internal processes and personalised care delivery
- Innovative ways to blend Knowledge Management and L&D and embed transfer of critical knowledge
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
Employees are the bedrock of every organisation and are largely responsible for business success. However, many organisations lose their best hands due to the inability of leaders and senior management to appreciate and value them.
Ultimately, this leaves employees disengaged and dissatisfied – factors contributing to employee loyalty. While committed employees go above and beyond to deliver results that impact business growth, there's an evident lack of motivation and interest when you don't appreciate them or show you want the best for them.
Fostering employee loyalty is not without its challenges. At a time when employees change jobs frequently and voluntarily, as a business leader, you must develop a work environment where loyalty is factored.
In this deck, you'll uncover five (5) effective tips to foster or improve employee loyalty in your organisation.
You'll also learn
• The key factors that contribute to Employee Loyalty
• The Impact of Employee Loyalty on Business Success
• How you can measure Employee Loyalty in your organisation.
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and H...The Pathway Group
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and How To Counteract It!
For more business advice visit: www.pathwaygroup.co.uk
call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
HR professionals value the best employees and invest resources into employee retention. Retaining the best employees in the organization is very important to produce a better outcome. However, employees come and go, but sometimes increase in employee departure can lead to difficult situations.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
Talent attraction for the modern recruiterSoraya Lavery
Learn some simple methods to develop a strong talent attraction brand that attracts the "right fit" candidates for your company. Also how to retain key staff and provide a positive return on investment for your organisation.
2. Are you missing a huge opportunity to recruit and retain the best talent in
your industry? Employee Value Propositions (EVPs) are emerging in the UK,
and could be key to your chances of success. Here’s why…
An ‘Employee Value Proposition’ (EVP) is a two-way
agreement between an employer and employee.
Most often it details the skills, capabilities and
experience the employee will bring to the business,
and what the business will provide to them in return.
It is designed to show employees why they are joining
your company, which might include the chance to
work with specific clients in a particular team or
at a suitable location, professional training, or the
benefits package provided.
A good EVP will differentiate your company from its
competitors, and clearly show employees what they
gain from working there.
As the employee moves through their career with
the company, it is important to check that the EVP
evolves with them.
A strong EVP helps a business become attractive
to highly motivated and high-achieving employees.
In particularly competitive industries, a robust EVP
can play a key role in the successful recruitment of
talented individuals.
Itwillalsohelptoretainemployeeswhoarealready
performingstronglyandwhocouldotherwisebetarget
recruitsforacompetitor.Whenabusinessbuildsagood
reputationforhowittreatsitsstaff,thisleadstomore
potentialemployeesbeingattractedtojoin.
At the other end of the spectrum, the process of
establishing your EVP can often highlight areas
that your HR team needs to address. Any problem
areas that could eventually result in staff becoming
disillusioned or demoralised should emerge during
the research and analysis stages of producing an EVP.
Disenchanted workforces with low levels of morale
and engagement can also be encouraged back to
optimum performance with the creation and delivery
of successful EVPs.
According to research conducted by the Corporate
Leadership Council in 20101
, strong EVPs increase
the commitment of new hires by up to 29 per cent and
reduce the compensation premium – sometimes by
up to 50 per cent – demanded by new recruits.
And companies with the best EVPs often have three
times as many engaged - and therefore productive -
staff compared to other companies.
1. What is an EVP?
2. Why is an EVP important?
1
Corporate Leadership Council, Preparing for the turnaround: engaging the workforce for future growth; 2010.
3. To start the process, you first need to learn a number
of details about your employee, such as:
• What attracted them to work for you?
• What do they think are your USPs?
• What do they value about working for you, and why
do they stay?
• What would make them leave?
It’s important to enable your employees to provide
input on how they view your business. Don’t
underestimate how important regular informal
discussions can be in this process: it builds trust and
respect between an organisation and an employee.
Next, it’s equally important that you respond to
their views. Don’t ignore them if it is uncomfortable;
instead you should embrace it, look for ways to
improve, where possible, and add your own insights
into the mix. It’s also important to explain why you
cannot change something.
At this stage, a business is ready to start writing
its EVP. The EVP itself should outline the unique
employee policies, training programmes, rewards
and benefits, people and client work that prove your
commitment to your people, their satisfaction and
their development.
Itshouldbebranded,andshouldnotbefullofjargon.
AgoodEVPshouldbeunderstandableandmeaningful.
The EVP also needs to be flexible and reflect the
differing needs and priorities of multiple age groups
and cultures.
To make the most of your EVP, it’s important that
employees can see it whenever they wish. It should
not be a document that is hidden away; it should also
form a central part of your appraisal and feedback
processes.
Maximise your EVP by publishing it on the careers
section of your website. Include a copy of your EVP in
any job offers you make, and reinforce it again in any
warm-up letters you send to potential recruits.
Another key time is during the employee’s induction.
You should ensure it is what they expected, and take
time to schedule ongoing reviews to check that both
parties are delivering on the proposition.
The best employers will continuously look for ways
to enhance and strengthen their EVP, and this will
feed into a culture of recruiting and retaining the best
talent in the industry.
Done well, EVPs are a key part of a company’s growth
and success. How does yours look?
3. How do you create an EVP?
4. When should you deliver your EVP?
