Candidates decide whether or not to apply for a job within 49.7 seconds. That's a short amount of time to portray your brand. This slideshare shows how you can build a brand that will attract the right talent and what steps you can take today.
Today our organizations have to move faster than ever before. Getting our organizations to move fast, means the systems in our organizations have to function smoothly, without friction. And when it comes to creating value, there’s no more important system than our people systems. Because businesses don’t create value, people do.
But how do you remove friction from our people systems? How do you get our people systems to function more smoothly to produce more value. It all comes down to learning how to optimize around soft skills. If hard skills are like the cogs in the machine, then soft skills are like the oil that makes those cogs work together smoothly. If you have all of one, but none of the other, than the system will break down.
Join us in this practical webinar where we break down the difference between hard skills and soft skills. You’ll walk away with a solid understanding of not just what soft skills are, but why they’re so important today, and what’s more, a practical checklist for how to start making soft-skills optimization a part of your HR processes.
Are you bringing on top candidates only to have them become average employees? There slides share six keys that can help your employees succeed starting today.
Main Takeaways:
• 6 keys to increase the success of your employees
• How to identify whether your employees need more engagement
• How to turn average performers into stars
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
How to Create a Culture of Feedback (and Why You Should)BambooHR
While doing an annual employee review is great, once-a-year feedback is not enough. According to a 2019 study by Gallup, employees are 2.7 times more likely to be engaged in their jobs and 3 times more likely to do "outstanding" work when when they receive regular, weekly feedback. Your employees want to hear from their managers! But how do you get managers into the habit of giving regular feedback?
Join Jack Altman from Lattice and Liz Weber from Weber Business Services as they teach you how to create a culture of feedback at your organization and show you why a culture of feedback is so essential.
Closing The Gap Between Recruiting and HR Through Better OnboardingBambooHR
22 percent of new hires leave within their first 45 days. The gap between the candidate experience and actual employee experience creates a hardship on companies. This slideshare shows the gap, why it's happening and what to do about it.
Why strategic HR is crucial and how to get startedBambooHR
HR can be transactional, but take that away and what should HR be doing? This slideshare helps look at why we need to be strategic and what steps to take to do so now.
Developing Your Talent Acquisition StrategyBambooHR
It can be intimidating for small businesses to approach talent acquisition in today’s competitive job market. But whether you’re trying to hire employee #50 or employee #500, your organization needs to communicate three important points to your prospective employees: who you are, what you want to accomplish, and why they should work for you.
Join expert panelists from BambooHR, GoodHire and TextRecruit as they discuss how to refine your talent acquisition strategy as an essential part of improving your organization’s overall employee experience.
Today our organizations have to move faster than ever before. Getting our organizations to move fast, means the systems in our organizations have to function smoothly, without friction. And when it comes to creating value, there’s no more important system than our people systems. Because businesses don’t create value, people do.
But how do you remove friction from our people systems? How do you get our people systems to function more smoothly to produce more value. It all comes down to learning how to optimize around soft skills. If hard skills are like the cogs in the machine, then soft skills are like the oil that makes those cogs work together smoothly. If you have all of one, but none of the other, than the system will break down.
Join us in this practical webinar where we break down the difference between hard skills and soft skills. You’ll walk away with a solid understanding of not just what soft skills are, but why they’re so important today, and what’s more, a practical checklist for how to start making soft-skills optimization a part of your HR processes.
Are you bringing on top candidates only to have them become average employees? There slides share six keys that can help your employees succeed starting today.
Main Takeaways:
• 6 keys to increase the success of your employees
• How to identify whether your employees need more engagement
• How to turn average performers into stars
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
How to Create a Culture of Feedback (and Why You Should)BambooHR
While doing an annual employee review is great, once-a-year feedback is not enough. According to a 2019 study by Gallup, employees are 2.7 times more likely to be engaged in their jobs and 3 times more likely to do "outstanding" work when when they receive regular, weekly feedback. Your employees want to hear from their managers! But how do you get managers into the habit of giving regular feedback?
Join Jack Altman from Lattice and Liz Weber from Weber Business Services as they teach you how to create a culture of feedback at your organization and show you why a culture of feedback is so essential.
Closing The Gap Between Recruiting and HR Through Better OnboardingBambooHR
22 percent of new hires leave within their first 45 days. The gap between the candidate experience and actual employee experience creates a hardship on companies. This slideshare shows the gap, why it's happening and what to do about it.
Why strategic HR is crucial and how to get startedBambooHR
HR can be transactional, but take that away and what should HR be doing? This slideshare helps look at why we need to be strategic and what steps to take to do so now.
Developing Your Talent Acquisition StrategyBambooHR
It can be intimidating for small businesses to approach talent acquisition in today’s competitive job market. But whether you’re trying to hire employee #50 or employee #500, your organization needs to communicate three important points to your prospective employees: who you are, what you want to accomplish, and why they should work for you.
Join expert panelists from BambooHR, GoodHire and TextRecruit as they discuss how to refine your talent acquisition strategy as an essential part of improving your organization’s overall employee experience.
Five M.A.G.I.C steps to power employee engagementBambooHR
Take a look at the five drivers to engagement—including, meaning, autonomy, growth, impact, and connection to help your employees find greater satisfaction in their jobs.
Creating Pay Transparency In The WorkplaceBambooHR
View with recording here: http://ow.ly/SFVnK
Pay transparency can be one of those topics that people shudder at. But there are many layers of pay transparency and a good strategy will help boost productivity and retain top talent.
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
The line between managers and HR can be blurry when it comes to employee performance. This slideshare looks at what performance is, what it should be and how to get the most out of your employees.
How to Improve Retention Now and in the FutureBambooHR
In a recent survey from PayScale, business leaders identified retention as one of their top concerns, with 24 percent of respondents saying it will be their biggest HR challenge in 2019. With the job market as competitive as it is, and cost of turnover as high as it is, it’s no wonder improving retention is at the top of the priority list for many organizations. Yet not all of these organizations know what retention techniques to use when it comes down to actually moving the needle.
Join BambooHR and PayScale as they share both long-term strategies and immediate tactics for boosting retention in your organization
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBambooHR
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94 percent of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
5 Ways to Prepare Your Organization for a Successful 2020BambooHR
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
How to Develop a Successful Hiring ProcessBambooHR
Join a free webinar with expert panelists from BambooHR, Glassdoor, SmartRecruiters, and Prezi as they discuss the best methods and strategies to improve your hiring process.
Compensation Strategies for Fast Growing CompaniesBambooHR
In a market where getting good talent for your fast growing company is difficult, compensation strategies matter! This slideshare will make it easy for you to know what's important in a compensation strategy.
Reward Vs Recognition: Do You Know When To Use Each Motivator?BambooHR
Rewarding and recognizing employees can be difficult. Finding the right balance between rewards and expectations can be tricky. Here are some ideas on how to use rewards and recognition to motivate your team.
Employee-Centered Onboarding: Starting New Hires Off RightBambooHR
What makes employees decide to leave? In most cases, employees make incremental choices that lead to their departure long before they give their two weeks’ notice. Understanding these retention checkpoints can help your organization build hiring, management, and recognition processes to find and keep employees.
Join BambooHR and The Predictive Index for insights on helping your employees stay engaged and productive through all the checkpoints of their career—from great beginnings, to graceful exits, and throughout the exciting, productive journey in between.
Summer of Sourcing 2019: Attracting Talent that StaysBambooHR
The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover.
So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
Roadmap to Diverse & Inclusive Hiring in 2021BambooHR
Join HR experts from DoorDash, Checkr, Criteria Corp, and Greenhouse for insights on how to expand diversity and inclusion in your organization’s hiring and training.
Companies Killing The Millennial Hiring GameBambooHR
How does a company shift from catering to Gen X and Baby Boomers to the Millennial generation and beyond?
Learn all the ins and outs of millennial hiring from some companies that are killing it. The panel of experienced hiring experts from Spark Hire, BambooHR, and Criteria come together to explain their secrets to hiring the most employed generation: Millennials. This group is different from any generation before it. The environment Millennials grew up in makes them have different wants, value needs differently, and look for different things in their employer.
How do you attract, retain and manage talent?DAYWATCHER.COM
Today, the person who works ten or more years for the same company is a rarity. This is especially true of talented managers and workers, for these individuals find nothing at all wrong with...
Five M.A.G.I.C steps to power employee engagementBambooHR
Take a look at the five drivers to engagement—including, meaning, autonomy, growth, impact, and connection to help your employees find greater satisfaction in their jobs.
Creating Pay Transparency In The WorkplaceBambooHR
View with recording here: http://ow.ly/SFVnK
Pay transparency can be one of those topics that people shudder at. But there are many layers of pay transparency and a good strategy will help boost productivity and retain top talent.
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
The line between managers and HR can be blurry when it comes to employee performance. This slideshare looks at what performance is, what it should be and how to get the most out of your employees.
How to Improve Retention Now and in the FutureBambooHR
In a recent survey from PayScale, business leaders identified retention as one of their top concerns, with 24 percent of respondents saying it will be their biggest HR challenge in 2019. With the job market as competitive as it is, and cost of turnover as high as it is, it’s no wonder improving retention is at the top of the priority list for many organizations. Yet not all of these organizations know what retention techniques to use when it comes down to actually moving the needle.
Join BambooHR and PayScale as they share both long-term strategies and immediate tactics for boosting retention in your organization
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBambooHR
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94 percent of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
5 Ways to Prepare Your Organization for a Successful 2020BambooHR
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
How to Develop a Successful Hiring ProcessBambooHR
Join a free webinar with expert panelists from BambooHR, Glassdoor, SmartRecruiters, and Prezi as they discuss the best methods and strategies to improve your hiring process.
Compensation Strategies for Fast Growing CompaniesBambooHR
In a market where getting good talent for your fast growing company is difficult, compensation strategies matter! This slideshare will make it easy for you to know what's important in a compensation strategy.
Reward Vs Recognition: Do You Know When To Use Each Motivator?BambooHR
Rewarding and recognizing employees can be difficult. Finding the right balance between rewards and expectations can be tricky. Here are some ideas on how to use rewards and recognition to motivate your team.
Employee-Centered Onboarding: Starting New Hires Off RightBambooHR
What makes employees decide to leave? In most cases, employees make incremental choices that lead to their departure long before they give their two weeks’ notice. Understanding these retention checkpoints can help your organization build hiring, management, and recognition processes to find and keep employees.
Join BambooHR and The Predictive Index for insights on helping your employees stay engaged and productive through all the checkpoints of their career—from great beginnings, to graceful exits, and throughout the exciting, productive journey in between.
Summer of Sourcing 2019: Attracting Talent that StaysBambooHR
The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover.
So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
Roadmap to Diverse & Inclusive Hiring in 2021BambooHR
Join HR experts from DoorDash, Checkr, Criteria Corp, and Greenhouse for insights on how to expand diversity and inclusion in your organization’s hiring and training.
Companies Killing The Millennial Hiring GameBambooHR
How does a company shift from catering to Gen X and Baby Boomers to the Millennial generation and beyond?
Learn all the ins and outs of millennial hiring from some companies that are killing it. The panel of experienced hiring experts from Spark Hire, BambooHR, and Criteria come together to explain their secrets to hiring the most employed generation: Millennials. This group is different from any generation before it. The environment Millennials grew up in makes them have different wants, value needs differently, and look for different things in their employer.
How do you attract, retain and manage talent?DAYWATCHER.COM
Today, the person who works ten or more years for the same company is a rarity. This is especially true of talented managers and workers, for these individuals find nothing at all wrong with...
How to Attract Top Talent: Transforming Your Startup Into a Talent MagnetDavid Ehrenberg
Your talent is a key driver for the long-term success of your company. If you don’t have cash, you need to use the tools of stock options, benefits, and payroll to attract top talent. This deck looks at the current marketplace, stock options vs restricted stock, using 409a valuations to set the strike price for employee stock options, PEO or open market for benefits, payroll options, employment law considerations, and more.
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
This third generation of the DiSC profile created by Wiley is the most powerful ever developed. This presentation reviews the progress of DiSC. It is used in a webinar with video examples not included here.
The Secret Sauce of High-Performance Recruitment MarketingGlassdoor
Talent acquisition has often drawn on elements of marketing and sales in the past. Today, recruitment marketing has become a more formalized process, and the most effective hiring organizations leverage advanced marketing practices to create highly effective strategies that go well beyond simply broadcasting open jobs. But not all recruitment marketing strategies are created equal.
Glassdoor, one of the leaders in employer brand management, has partnered with Brandon Hall Group to present “The Secret Sauce of High-Performance Recruitment Marketing.” Join Brandon Hall Group Talent Acquisition Analyst, Kyle Lagunas; 1-800-Contacts’ VP of Human Resources and Administration, Rod Lacey; and Glassdoor's Director of Product Marketing, Alison Hadden as they present exclusive insights into:
--How to bake engagement, cohesion, authenticity, agility and measurement into your recruitment strategy
--How to leverage SEM, social media marketing, employer brand management, candidate relationship management and content marketing to attract the best candidates
--How 1-800 Contacts promotes its employer brand and effectively attracts top talent
Do you work hard for great hires only to have them leave after a few months? This presentation shares some of the important areas of onboarding a new hire to get them engaged from day one. These important onboarding milestones will prepare your new hire for success and a longer life with your company.
Trying to increase your recruiting reach but having a battle against big companies and even your own boss? This slideshare comments on ways you can maximize your efforts.
DIY Employer Brand: 4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy. (Global Recruiting Trends 2016, LinkedIn)
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this upcoming event at LinkedIn Hong Kong, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch.
You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
You will also get an overview of Next Generation LinkedIn Career Pages – a platform tailored to allow employees to voice their opinions on their respective organisations, better than ever.
Date: Tuesday, November 1, 2016 (English)
Time: 5:00pm - 6:00pm (check in starts at 4:30pm)
Address: 38/F, Hysan Place, 500 Hennessy Road, Causeway Bay, Hong Kong
4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
Enhancing the Employee Experience; Uncovering and Hard-Wiring the Authentic Core Values in Your Organization. In this webinar HR professionals will learn the difference between accidental, generic, price of admission, aspirational, “window dressing” and truly authentic core values that are used every-day to make decisions in their organizations. Values that are truly “core” represent the true and real culture of the organization often not the values noted on the website like “transparent” “collaborative” and those that are all to often forgotten. How can an HR team uncover the core values and create change management initiatives that will drive the culture an organization seeks?
Seek and you shall find - hiring and getting hired in product managementMarc Abraham
This talk provides practical tips to both product manager candidates and hiring managers. Covering both perspectives, I outline common challenges and offer ways to feel more confident - both with respect to hiring and getting hired.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
50 HR & Recruiting Stats Talent Acquisition Pros Need to Know Recruiting Webi...RecruitingDaily.com LLC
Employer branding, employee engagement and social recruiting are impacting talent acquisition professionals’ ability to hire great talent.
But sourcing the latest and greatest metrics in each category to make the business case for recruiting initiatives and strategies is a chore.
So we’ve done it for you, curating our favorites from a variety of key sources, including Glassdoor surveys, for these and other important trends like mobile and Millennials.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
The importance of habits is much more than what we pretend. Habits are directly linked with our approach, and work methodology, and thus, the ultimate outcome of any task.
Most of the effective recruiters have the habit of staying organized and efficient in their work. This means having a well-defined process for sourcing and screening candidates, and being able to quickly identify the top talent. It also means being able to effectively communicate with hiring managers to ensure that they are kept up-to-date on the latest developments.
Finally, effective recruiters also have a strong understanding of the latest technology and tools available to them. This allows them to automate and streamline their workflows, and to more effectively connect with candidates through social media and other online channels.
Read more-
https://www.eklavvya.com/blog/effective-recruiters-habits/
Building a Compensation Plan for Better RetentionBambooHR
With the global economy teetering on recession in the wake of climbing inflation, it’s critical for business leaders to evaluate employee compensation as a way to maximize employee retention. In this webinar, Nick Gavronsky, Sr. Director of Product Management at BambooHR and Cassie Whitlock, Director of HR at BambooHR, will offer their expert guidance on how to develop the right compensation strategy to help you attract and retain top talent.
Subscribe to our BambooHR webinar series: http://bamboohr.com/HR-Unplugged
Make Time Management Simpler with Time Tracking from BambooHRBambooHR
Tracking time is an essential part of managing time and staying accountable—to your employees, your clients, and the government. But tracking time can take a lot of time, especially when your employees work in different locations or your organization serves multiple clients.
Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
How your employee experience will make or break your revenueBambooHR
Join us for this meaningful conversation with Julia Anas, Chief People Officer at Qualtrics, and Aarthi Murali, Chief Customer Experience Officer at M&T Bank as they talk challenges and share real stories as well as strategies to amplify your employee experience to better support your customers and drive serious business impact.
Pay Equity Conversations Don't Have to be UncomfortableBambooHR
Join CEO & Global Executive Coach at Divinely Powered Hakemia Jackson, Bonfire Chief People & Culture Officer Becky Larkin, and Diversity Window CEO Jiquanda Nelson to learn how to identify gaps with your existing pay structures, build fair strategies that support your company goals and culture, and honestly — and compassionately — navigate tough conversations with your leadership team and employees.
Give People the Tools to Perform with BambooHR Performance ManagementBambooHR
See how BambooHR® Performance Management gives you the tools you need to lead and the tools your people need to perform. Our assessments help gather feedback from managers, peers, and the employees themselves with a few targeted questions, enabling conversations that get to the heart of what each person needs to thrive within their role.
Retention in the Face of Recession: Compensation Strategies for a Roller Coas...BambooHR
Join Lexi Clarke, VP of People at Payscale, and James Redfern, CFO at Payscale for the first ever session of our new HR Disruptors conversation series. They'll discuss how you can build a compensation plan that incentivizes candidates, helps retain employees and makes your executive team breathe a sigh of relief.
Your employees need accountability for their hours worked. You need a way to provide that accountability without bogging everyone down in checking the accuracy of working hours. BambooHR Time Tracking® bridges that gap, saving hours of work while keeping your numbers accurate.
Gain Better Insights with Reporting + Payroll in BHRBambooHR
Reporting is a must-have functionality when it comes to payroll. Payroll admins need to be able to quickly and easily create actionable reports—not only for informing business strategy, but to carry out essential tax functions, ensure future payroll runs, and more. And when it comes to presentations, who doesn’t love generating a beautifully organized goldmine of targeted insights with a mouse-click?
How BambooHR® Makes Payroll Fast, Easy and Accurate.pptxBambooHR
Payroll can be a headache-inducing task. But with payroll from BambooHR®, you can get back the time you spent triple-checking numbers (and put the aspirin away).
Tracking time is an essential part of staying accountable—to your employees, to your clients, and to the government. But tracking time can take a lot of time, especially when your employees work in different locations or your organization bills clients based on projects or hours.
Performance management is a process, not a single task. And in order to succeed, each step in that process has to respect your employees’ time, stay accurate, and lead to meaningful insights or changes where needed. That’s where BambooHR® Performance Management comes in.
Better Together: How Three BambooHR Add-ons Work Best When CombinedBambooHR
What’s the advantage of bringing together all your HR processes under one roof? With our add-ons for time tracking, performance management, and payroll combined, you can save time, connect all your data, work from a single system, and more.
Mastering Mobile Time Tracking with BambooHRBambooHR
Tracking time with full accountability can be a tall order, especially for employees who do their work in the field or off site. How do you make time tracking easy for remote and in-office employees while ensuring accuracy for your records? It’s going to take more than a dusty time clock.
Payroll Panel Streamlining Your Compensation with BambooHR Payroll.pptxBambooHR
Payroll is the keystone of any organization. When it’s consistent, solid, and supported, you can build an amazing workplace where employees have full confidence in their employer—the first requirement for employee retention.
Mastering Hourly Payroll with BambooHR.pptxBambooHR
Having Payroll and Time Tracking in BambooHR makes gathering hourly payroll information and submitting it correctly much simpler. There’s less room for errors and more breathing room in your payroll schedule with all your personnel data, hourly data, and payroll processing in a single system.
BambooHR Kalie Whitaker Total Compensation Webinar Slide Deck—5_18_2022.pptxBambooHR
The Great Resignation has a lot of businesses rethinking their retention strategies, but you don’t have to reinvent the wheel to convince your people you value them. You just have to show them you’re already investing in their success—not through unread paystubs, but with a personal explanation of everything your organization provides.
a Holistic Approach to Performance Management and Employee Satisfaction with ...BambooHR
Providing a great employee experience takes more than presentations, perks, and motivational posters. To keep employees engaged and improve long-term retention, leadership needs to know how employees view their decisions and employees need to feel that leadership cares about their future.
Your employees need accountability for their hours worked. You need a way to provide that accountability without bogging everyone down in checking the accuracy of working hours. BambooHR® Time Tracking bridges that gap, saving hours of work while keeping your numbers accurate.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
10. #Glassdoor
Who Should Be in Charge
of employers believe HR should be primarily
in charge of developing the corporate brand
51%
45%
of employers think HR should be
a stakeholder in their corporate brand
Source: http://www.jobscience.com/blog/branding-your-business-to-attract-the-best-candidates/
14. #Glassdoor
Get Social
Step 1
Create a presence on social
Highlight company awards,
holidays and milestones
Encourage your employees
to have a voice and use
searchable hashtags
15. #Glassdoor
Get Social: Utilize Photos and Videos
Step 1
Encourage viral photos and
videos in all departments
Show the real “you” on a career
blog or through social posts
Let employees be who they are
19. #Glassdoor
Reinforce Your Core Values
Step 3
Include in your EVP and
promote everywhere
Create a sense of purpose for
employees
Empower employees to be an
active part
23. #Glassdoor
Ask for Feedback
Step 4
Don’t wait until review cycles
to ask for feedback
Encourage constant feedback
Take the good with the bad
24. #Glassdoor
Adapt Based on Feedback
Step 4
Employer branding is not
set it and forget it
Test messaging and get
employee buy-in
Create work hours that cater to
your evolving work environment
26. #Glassdoor
Respond to Reviews
Step 5
Join the conversation
Compliment the good and
appreciate the bad
Show candidates that you value
and are receptive to employee
feedback
28. #Glassdoor
Get Involved in the Community
Step 6
Get your employees involved
in the community
Build CSR programs
Post a calendar to promote
company involvement
30. #Glassdoor
Encourage Employees to Become
Brand Ambassadors
Step 7
Encourage employees to
wear company gear
Involve employees in the
hiring process
Utilize referral programs
Kira –
\In that time, your employer brand and rep need to make a serious impact.
(Rusty)
There are four key challenges that companies face that having a strong employer brand can alleviate.
Recruitment Costs. Companies with a strong employer brand can reduce cost-per-hire by 50 percent. (http://bit.ly/1wWzOKr)
Awareness. “It starts long before that -- because everything a candidate has ever heard, read or witnessed about your company will enter into the decision of whether work to work with your company. (http://www.entrepreneur.com/article/234815)
Recruitment Funnel. Those with a defined employer brand dominate 60% of the labor market (multiple sources, including: http://theundercoverrecruiter.com/employee-referrals-brand/) AND A CareerBuilder study reveals that organizations with a strong employer brand attract at least 3.5 times more applicants per job. (http://www.brazencareerist.com/blog/2015/03/10/4-unique-ways-to-create-an-employer-brand-and-recruit-top-talent/)
Candidate quality. Top talent wants four things: purpose, meaning, impact, growth (http://www.inc.com/thomas-koulopoulos/four-ways-to-attract-the-best-people-and-create-talent-gravity.html?cid=em01016week33a)
6 ways employer brands help your business:
Attract more and better candidates
Especially critical for attracting junior employees, younger demographics, and those outside the US
Higher job acceptance rates
Increased ability to secure top talent
Lower recruiting costs (http://lnkd.in/eb)
Increased employee retention and engagement
Improved work culture
(Rusty)
Let’s pause to quickly explain why this is an HR issue, and not just a marketing issue.
Clearly it must be a collaborative effort with buy-in from every department (You can’t have a magnetic organization without magnetic leaders. http://www.forbes.com/sites/robertamatuson/2014/01/14/how-to-attract-top-talent-that-will-stick-around/)
BUT
51% of employers believe HR should be primarily in charge of developing the corporate brand, and 45% think they should be a stakeholder in their corporate brand (total of 96%) http://www.jobscience.com/blog/branding-your-business-to-attract-the-best-candidates/
36% of employer brand strategies are now managed by HR departments compared to 31% in our 2009 study. http://bit.ly/1MZbzCq
Talent acquisition is the leading factor in the decision to invest in an updated corporate brand 61 percent of the time. http://bit.ly/1ILdqGc
When searching for a job, 77.3% of job seekers in a 2014 survey conducted by the Talent Board listed job descriptions as the most important information in their job hunt. http://www.fastcompany.com/3044966/how-to-make-your-employer-brand-shine-and-attract-the-best-tech-talent
More and more recruiters need to be marketers as well.
(Rusty)
Let’s pause to quickly explain why this is an HR issue, and not just a marketing issue.
Clearly it must be a collaborative effort with buy-in from every department (You can’t have a magnetic organization without magnetic leaders. http://www.forbes.com/sites/robertamatuson/2014/01/14/how-to-attract-top-talent-that-will-stick-around/)
BUT
51% of employers believe HR should be primarily in charge of developing the corporate brand, and 45% think they should be a stakeholder in their corporate brand (total of 96%) http://www.jobscience.com/blog/branding-your-business-to-attract-the-best-candidates/
36% of employer brand strategies are now managed by HR departments compared to 31% in our 2009 study. http://bit.ly/1MZbzCq
Talent acquisition is the leading factor in the decision to invest in an updated corporate brand 61 percent of the time. http://bit.ly/1ILdqGc
When searching for a job, 77.3% of job seekers in a 2014 survey conducted by the Talent Board listed job descriptions as the most important information in their job hunt. http://www.fastcompany.com/3044966/how-to-make-your-employer-brand-shine-and-attract-the-best-tech-talent
More and more recruiters need to be marketers as well.
(Rusty)
Let’s pause to quickly explain why this is an HR issue, and not just a marketing issue.
Clearly it must be a collaborative effort with buy-in from every department (You can’t have a magnetic organization without magnetic leaders. http://www.forbes.com/sites/robertamatuson/2014/01/14/how-to-attract-top-talent-that-will-stick-around/)
BUT
51% of employers believe HR should be primarily in charge of developing the corporate brand, and 45% think they should be a stakeholder in their corporate brand (total of 96%) http://www.jobscience.com/blog/branding-your-business-to-attract-the-best-candidates/
36% of employer brand strategies are now managed by HR departments compared to 31% in our 2009 study. http://bit.ly/1MZbzCq
Talent acquisition is the leading factor in the decision to invest in an updated corporate brand 61 percent of the time. http://bit.ly/1ILdqGc
When searching for a job, 77.3% of job seekers in a 2014 survey conducted by the Talent Board listed job descriptions as the most important information in their job hunt. http://www.fastcompany.com/3044966/how-to-make-your-employer-brand-shine-and-attract-the-best-tech-talent
More and more recruiters need to be marketers as well.
Kira -
Kira
Kira
Create a presence on social. Good channels to consider are: Twitter, Facebook, Glassdoor, Slideshare, Pinterest, Instagram, etc. Determine which channels you’ll hone in on and don’t take on more than your team can handle and manage. It’s important to stay active, so that your followers remain engaged with your employer brand.
Highlight unique milestones, awards or company culture campaigns. At Glassdoor, we send out who wore it best emails when employees wear the same attire. This shows others on social that we have a fun and engaged work culture.
Encourage employees to get involved and have hashtags that they can use to make your content searchable.
Kira
Encourage viral photos and videos in each and every department
Show the real “you” (no stockphotos) on a career blog or through social posts
Let employees be who they are and get involved to help you recruit
Kira
Kira
Oftentimes, employers are quick to put marketing dollars towards products, but build the case for why you need to market to the people that will be building those great products.
Steps to ensure you do this are to:
Audit interview reviews
Always close the loop with candidates (even if they aren’t the right fit, they may lead you to someone that is a good fit
Respond to interview reviews – just like you respond to employees, respond to candidate reviews and highlight the good and appreciate any feedback that will make your company better
We do this at Glassdoor and just responded to feedback that we got recently. We know that we have stuff to work on and appreciate when candidates openly share with us what we could be doing to improve our process.
(Rusty)
“There is a clear understanding in business today that exceptional talent will always looks for organizations that are in-line with their values as well as the career progression that they want for their future. If a business is unable to articulate and promote the benefits of working for them, then its ability to attract these exceptional employees is limited.” – Kimberly Hubble
“If people believe they share values with a company, they will stay loyal to the brand.” -- Howard Schultz
“When you successfully create a connection with your customers and employees, many of them might stay loyal for life -- and you'll have the chance to increase your overall profitability while building a solid foundation of brand promoters. But achieving that connection is no easy task. The companies that succeed are ones that stay true to their core values over the years and create a company that employees and customers are proud to associate with.” – Lindsay Kolowich (Hubspot)
A company that is thinking about employer culture is conscious of what their people need, and since they’re hiring the right people, and saving money on their recruiting efforts, they’re ready and able to build the perfect culture for their business.
“Nearly 80% of Millennials look for people and culture fit with employers.” (Collegefeed, March 2014)
Kira
After reading reviews and all feedback. Decide on the top 5 values that you will be your core values that you’ll live by as a company.
Some areas to focus on could be:
Career opportunities
Comp & Benefits
Culture & Values
Senior Leadership
Work/life balance
With an enhanced profile on Glassdoor, you can actually see on a heat map how you stack up to key competitors in these 5 areas, which can be helpful as you develop your unique employee value proposition.
60% of Millennials consider the most attractive perk to be growth opportunities (Glassdoor survey, March 2013)
46% of Millennials left their last job due to lack of career growth. (Glassdoor survey, March 2013)
(Rusty)
On mission statements/about us pages on websites:
“Often, the reason we stay loyal to brands is because of their set of values. The best brands strive to combine physical, emotional, and logical elements into one exceptional customer -- and employee -- experience.”
“When you successfully create a connection with your customers and employees, many of them might stay loyal for life -- and you'll have the chance to increase your overall profitability while building a solid foundation of brand promoters. But achieving that connection is no easy task. The companies that succeed are ones that stay true to their core values over the years and create a company that employees and customers are proud to associate with.”
– Lindsay Kolowich (Hubspot)
(Kira)
Kira
Include these core values in your Employee Value Proposition
Create a sense of purpose for employees; tie each role to the overall mission
Empower employees to be an active part developing and living out those values
(Rusty)
On mission statements/about us pages on websites:
“Often, the reason we stay loyal to brands is because of their set of values. The best brands strive to combine physical, emotional, and logical elements into one exceptional customer -- and employee -- experience.”
“When you successfully create a connection with your customers and employees, many of them might stay loyal for life -- and you'll have the chance to increase your overall profitability while building a solid foundation of brand promoters. But achieving that connection is no easy task. The companies that succeed are ones that stay true to their core values over the years and create a company that employees and customers are proud to associate with.”
– Lindsay Kolowich (Hubspot)
(Kira)
Kira
Include these core values in your Employee Value Proposition
Create a sense of purpose for employees; tie each role to the overall mission
Empower employees to be an active part developing and living out those values
(Rusty)
On mission statements/about us pages on websites:
“Often, the reason we stay loyal to brands is because of their set of values. The best brands strive to combine physical, emotional, and logical elements into one exceptional customer -- and employee -- experience.”
“When you successfully create a connection with your customers and employees, many of them might stay loyal for life -- and you'll have the chance to increase your overall profitability while building a solid foundation of brand promoters. But achieving that connection is no easy task. The companies that succeed are ones that stay true to their core values over the years and create a company that employees and customers are proud to associate with.”
– Lindsay Kolowich (Hubspot)
(Kira)
Kira
Include these core values in your Employee Value Proposition
Create a sense of purpose for employees; tie each role to the overall mission
Empower employees to be an active part developing and living out those values
Kira
Kira
Don’t wait until review cycles to ask for feedback
Encourage constant feedback
Take the good with the bad
Kira
Be flexible. Employer branding is not set it and forget it
Test messaging and get employee buy-in (through focus groups)
Create work hours that cater to our evolving work environment – find key themes and see what your company can change to get a competitive edge
Kira
46% of Glassdoor members are reading reviews when they have just started their job search and have not yet spoken with a company recruiting or hiring manager. (Glassdoor survey, September 2013)
69% agree their perception of a company improves after seeing an employer respond to a review. (Glassdoor survey, October 2014)
Your message is out there whether you want it to be or not on social media. It’s in your best interest to manage and monitor the conversation, and add the company’s perspective. This allows a candidate to see that you value you feedback from employees and strive to make the company better and better.
And remember, no company is perfect. Every company has things to work on and your candidates don’t expect you to be. They just want the inside scoop and to know where you as an employer stand when it comes to feedback. And candidates will read before 4-7 reviews before forming an opinion about you.
Kira
Responding to reviews allows you to:
Join the conversation on GD
Compliment the good and appreciate the bad
Show candidates that you value and are receptive to employee feedback
(Rusty)
Getting involved in the community is a free way to make your employees and company feel good. A lot of times it only takes a few minutes to research what’s going on in your community and encourage employees and the company to get involve and support a cause or community program.
At BambooHR, we push to free our people to spend time in the community and with their families. This desire to provide a perfect work-life balance is at the core of who we are as a company.
(Rusty)
Encourage giving back and get your employees involved in the community
Build Corporate Social Responsibility (CSR) programs 82 percent of U.S. consumers consider corporate social responsibility (CSR) when deciding which products or services to buy and where to shop (http://entm.ag/IJj7Kd)
Post a calendar (in the lunch or group areas) to promote company involvement
(Rusty)
The more you include employees to be a part of developing your company’s message the more likely they can help you promote that message to their friends and networks.
72% of employees with socially-encouraging employers are significantly more likely to help boost sales, compared to only 48% of employees whose employers aren’t socially encouraging. (Weber Shandwick research study, April 2014)
Referrals are clearly the single best way to recruit talent. http://bit.ly/1IOsBMu
(Rusty)
Encourage employees to wear company gear—At BambooHR, we offer paid paid vacation, and we ask our employees to post pictures of themselves wearing Bamboo gear from their vacation destination
Involve employees in the hiring process
Utilize referral programs to incentivize employees fairly for both hard-to-fill and easier to fill roles Referrals are KING! 73% of candidates would accept a job with a lower salary if their friends and family said it was a great place to work. (http://bit.ly/1J6z5tH)
Kira-
Go to: employers.glassdoor.com > Resources > eBooks
(Rusty)
Receive a free job posting on our ATS and full HRIS for one week.
Kira
Sign up for a free employer account to start monitoring and responding to company reviews today.