Symphony Talent Blog

#NowTrending: Embracing Non-Traditional Work Arrangements? It’s happening, sort of.

Posted by Colleen Naugle on July 5, 2018 at 10:20 AM

Flexibility. Autonomy. Low employee turnover (a.k.a. employee retention). In 2018, employees want the former two, while employers seek the latter most of all. The thing is, everyone can have their cake — workplace flexibility and of-the-moment recruitment tools — and eat it, too.

Recruitment trends in 2017 saw an emphasis on increasing employee engagement, boosting employee retention and using automation technology to streamline processes, therefore it is no surprise this year will see further disruption to what’s tried and true. That includes non-traditional work arrangements — flexible schedules and remote work opportunities, in particular.

According to the Society for Human Resource Management’s most recent Employee Benefits Survey, in order to remain competitive in the talent marketing sphere, it’s necessary to accept — even champion — workplace flexibility as part of your Employee Value Proposition (EVP). Once considered an impediment to productivity by employers, it turns out telecommuting and variable work schedules are now among the most effective tools for both attracting and retaining employees. It’s why two out of five survey respondents cited non-traditional work arrangements as essential tools in their recruitment arsenal — with 62 percent pointing to telecommuting and 57 percent to flexible schedules, no less.

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Topics: #NowTrending, EVP, Employee Value Proposition

How Memorial Healthcare System is Redefining Their Hiring Strategy - Part Two

Posted by Mary Krichbaum on June 5, 2018 at 11:15 AM

In my last blog, I talked about the series of challenges Memorial Healthcare System (MHS) faced when they needed to look outside the local market to attract, hire and engage CVICU and CVOR nurses. The cardiovascular specialty is especially competitive: from the physician level down, everyone is competing for the same talent. But when you’re doubly challenged to compete with better-known healthcare organizations, your sourcing strategy needs to be both highly specific AND as comprehensive as possible.

MHS’s TA team was fully committed to getting this right. For starters, they ramped up their presence at seminars and conferences outside the local market – putting representatives out there to bolster awareness of the healthcare system, the exciting things happening within Memorial Cardiac & Vascular Institute and establishing a presence within the wider CV nursing community.

This was a stron g start, but as you know, there are only so many local candidates - and a limited number of conferences and seminars to attend (and staff available to travel to them). This is where a digital sourcing plan that considers every possible touchpoint came into play.
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Topics: healthcare, Recruitment Strategies, digital transformation, Employee Value Proposition, Employer Brand, Job Description

You Can’t Make This Up! Why a Strong Foundation to Your Employer Brand Really Matters

Posted by Simon Phillips on April 26, 2018 at 9:00 AM

With so much of your attention already focused on the candidate and employee experience, you might be overlooking one of its most important components: your Employee Value Proposition (EVP). After all, it’s the foundation from which all your messaging should emerge – and if it’s not very well-crafted and completely believable, it can actually have a negative impact on your employer reputation and in turn your recruiting plans and retention efforts.

Investing the time and resources it takes to build an EVP, and in turn manage your Employer Brand, is well worth the effort. So, whether you’re up to the challenge of taking this on yourself – or with the help of experts – I wanted to share some insights to help you along.

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Topics: Employer Brand, EVP, Employee Value Proposition, Employee Advocacy

Build a Potent Brand Identity to Entice Critical Hires (Part 2): Employer Brand Activation

Posted by Loren Nelson on April 3, 2018 at 10:40 AM

In Part One of our discussion, we looked at how a well-crafted Employee Value Proposition (EVP) not only helps you attract top candidates, but also acts as a valuable retention tool for engaging and retaining your best employees.

But even the strongest EVP can only be as effective as the strategies you use to bring it to life (after all, candidates need to see it before they can embrace it!). And that’s where having an equally strong activation strategy comes into play.

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Topics: personalization, candidate experience, talent acquisition, Employee Value Proposition, EVP, Employer Brand

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

Posted by Loren Nelson on March 16, 2018 at 2:00 PM

 

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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Topics: personalization, candidate experience, talent acquisition, Employee Value Proposition, EVP, Employer Brand

Why Quality of Hire in Healthcare is More Important Now More Than Ever and How You Can Solve For It (Part 1)

Posted by Michael Drayer on February 13, 2018 at 10:30 AM

For years we’ve been hearing about the healthcare workforce shortage. In fact, when I started in this business, one of my first clients was a large, prestigious teaching hospital located in one of the country’s best places to live (Seattle).  Even so, my client would constantly remind me of the challenges of attracting and retaining high-quality talent.

More than fifteen years later, the situation is much the same. So are the challenges. We know that approximately one-third of nurses are baby boomers who will likely retire within the next decade. And we continue to monitor the mounting problem of replacing - and growing-  the nursing workforce to meet a rising demand.

The numbers are staggering: According to the Bureau of Labor Statistics (BLS), RNs are listed among the top occupations in terms of job growth. At the same time, the BLS projects the need for over 649,000 replacement nurses in the workforce, bringing the total number of job openings for nurses due to growth and replacements to 1.09 million by 2024.

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Topics: healthcare, candidate experience, Employee Value Proposition, Recruitment Media

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