Create Awareness of your Employer Brand through Social Networks

To really stand out in a competitive job market, your company needs to present and cultivate your employer brand to top talent before they’re even thinking about making a change. Because to them, what your company stands for and where it’s going are more important than a specific job req.

Social Networks are a great place to begin an awareness campaign for your Employer Brand. You can plant the seed and generate awareness, so when it comes time to source applicants you’re not starting completely from scratch.

Consider raising awareness through social media when you’re:

  • Moving into a new market
  • Managing a merger/acquisition
  • Promoting a corporate brand that is little known in comparison to your consumer or B2B brand
  • Seeking to diversify your employee population
  • Aware of an upcoming project/contract that will require additional staff

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Build a Potent Brand Identity to Entice Critical Hires (Part 1): Cultivate Your EVP

Voluntary resignations are at an all time high, while unemployment rates are at historically low levels. And approximately one-third of new hires quit their jobs after about six months.

What could entice them to stay? The usual suspects — like above-average pay and benefits — still top employee wish lists. But hot on their heels is a workplace that’s a “strong fit with [their] values,” which was cited by 56 percent of survey respondents.

That’s where a well-defined employee value proposition (EVP) comes in. An organization’s EVP speaks to the “why” of working for an organization — a culmination of key benefits, cultural differentiators, and the employer brand — and it helps candidates determine whether the organization is a “strong fit” for them. Recruiting for cultural fit is a benefit to companies: when employees share similar values with the organization as a whole, it leads to greater efficacy and productivity at work, and employee advocacy outside of work. Plus, it saves on the bottom line.

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#NowTrending: Weekly Content Marketing Trends | 3.16.2018

Finding top talent is like a four-leaf clover - hard to find, lucky to have, and may cost you a pot of gold. The most recent SHRM survey suggests the average cost per hire is $4,129. And according to the U.S. Department of Labor, if you hired a leprechaun, you could lose up to 30% percent of that individual's annual earnings.

That’s why it’s so important to rely on your recruitment strategies to drive results and save your luck for the lottery!

As you approach your strategy, don’t put all your coins in one pot. While Programmatic Media can help drive your PPC forward; social media and email marketing help to nurture and influence your ideal candidates in their decision making process. Building leads and maintaining relationships with those leads will also help you when you have a need to hire quickly. Leveraging innovative technology, real-time data and artificial intelligence can help you find the right hires.

To learn more about how you can apply these best practices, sign up for our upcoming webinar - Seasonal Hiring Tech for Success.

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Food for Thought From a Server’s Perspective

Recently, I traveled to a client meeting with some co-workers. After a long day of discussions, process mapping and product development, we headed out for dinner. We chose a small chain with a flair for local dining choices and drinks. And I remember thinking at the time how personable, outgoing, knowledgeable, and confident our server was.

When I was working my way through school, I had a similar job - and I appreciated the level of attention for our table.  So I asked our server, “How did you get this job?" By the way, if you work in hospitality or retail, you know how loaded this question is - especially in a world where high turnover and limited skill sets are needed, yet service directly correlates to business revenue.

What happened next was a lesson in listening and learning as this “live case study” began reflecting the realities of recruiting and retaining good employees in the retail industry.

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Life at Symphony Talent: Say Hello to Ashwin Nair

Interviews and Introductions

It was October 2016 when Kesavan and Suchitra came to our college campus, along with several college seniors who were already working at Symphony Talent (ST). We had heard quite a bit about the culture at ST and what a cool a workplace it was.  All of us were nervous about the interview process, considering it was a big day for the future of our careers. The seniors who already worked there were very reassuring and supportive - and told us to just be ourselves.

That day, we went through a grueling yet friendly series of meetings. After several anxious hours, the results were announced. I made it through the interview process and was super excited!  I never imagined I would to be part of such a wonderful organization until Kesavan said, “Welcome Aboard!”

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254 Days Until Black Friday, But Who’s Counting?

Do I have enough people? Do I have the right people? Do they have the right availability? Are they happy? Will they stay the whole season?

These are questions that keep hiring managers up at night.

After working in retail management for over ten years, I know the struggle, and the struggle is real. You stop associating the word “holiday” with something fun and exciting. Instead, you have flashbacks to the times you didn’t have enough associates on staff to make a solid schedule, or your merchandising manager decided to move away the week after Christmas (totally not personal examples).

But guess what? Your hiring managers don’t have to go through this.

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#NowTrending: Weekly Content Marketing Trends | 3.9.2018

Many people don't think much about the state of Kansas. Flat. Barren. Brown. Cows. And I too was once the same as many of you. For the first 18 years of my life, I didn't think much of the 34th colonized state. I'm from Colorado where we're proud to have mountains and ski slopes, where we hike, bike and drink craft beer. What would I want with Kansas? It wasn't until I was looking for college that I visited (half forced, half curious) the University of Kansas and went to my first ever college basketball game at Allen Field House. From that moment on, I've been a proud Jayhawk.

So this time of year is extra special for me, as we approach Selection Sunday and the madness that is March. The beauty of March Madness is that you don't even have to like or understand sports (which TBH, I don't) to get into the fun of it. Anyone could win and that's the terrifying and exciting beauty of the game.

And much like the excitement and terror that comes with the upcoming college basketball championship, in the magical world of content marketing, we experience the same surprise, shock, dismay, and joy that comes with the love of the game. And that's the beauty of working in our industry. You just never know what's going to happen.

And with that, let's tipoff this week's trends, March Madness style. Rock chalk.

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Webinar Recap: Conquering the Challenges of Quality Hiring in Healthcare

The impact of digital transformation is changing every industry and that means talent acquisition strategy can’t be “business as usual.” New growth requires a new approach. We recently had the opportunity to speak with two leading healthcare organizations about the challenges they face in hiring for both clinical and non-clinical roles as well as their winning strategies for attracting candidates and engaging top talent.

Michael Drayer, Group VP of Strategy & Client Services here at Symphony Talent was joined by Jessica Schuster, Manager of Candidate Engagement & Experience at Northwell Health, and Robin Epstein Ludewig, Senior Director of Talent Acquisition at UCLA Health, in our webinar “From Coast to Coast, How To Conquer Challenges of Quality Hiring in Healthcare.” Together, they discussed the key strategies and tools that have helped them win top talent while recruiting in the rapidly evolving healthcare industry.

If you missed the webinar, you can listen to it on-demand here.

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Consider This When You Think of Candidate Personalization

Have you ever read War and Peace? It’s one of the longest novels ever written and it took Leo Tolstoy nearly seven years to come up with his final version. Twelve hundred-plus pages, dozens of characters, multiple plots and an epic philosophical discussion might be just the thing to get you through a long Russian winter. But if it’s quality candidates you’re after, resist the urge to channel your inner Tolstoy. You could wind up spending months churning out hundreds (or thousands) of content pages with nothing to show for it.

Think about how information is consumed today. In this digital age, people aren’t spending hours focused on a single topic. Instead, they’re consuming an endless stream of tweets, posts, text messages, news alerts, videos, and product recommendations based on the last thing they bought. 

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#NowTrending: Weekly Content Marketing Trends | 3.2.2018

If there’s one thing we can learn from 1999’s cult classic, Office Space, it’s to appreciate your employees!

Employee appreciation is more than a monthly award, it’s a necessity for your organization to foster happy, engaged, and passionate employees. Your employees are the #1 way you can humanize your brand and connect with your audiences in an authentic and meaningful way. Companies with happy employees are said to outperform the competition by 20%. And did you know that people with a best friend at work are 7x more likely to engage fully in their work? Sounds like a win-win!

So what makes an employee happy? Free food? Well, sure. But that’s temporary. A company-sponsored happy hour? Again, yes, but that’s another Band-Aid. Employees need to feel emotionally, physically, and mentally supported by their employer. Employees want to feel valued at work and know their point of view matters. They need quality resources and a work environment that’s conducive to doing work. They want to be a part of the company’s decision-making process and to understand their contributions to the overarching goals. Employees need time to focus and think creatively and want to be supported in their careers.

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