We’ve all had times in our lives when we really, REALLY wanted something. Way back when it might have been our first car, an expensive pair of Nikes, or even just convincing our parents to let us stay out later on weekends. Whatever it was, chances are we had to build a case to the decision makers for getting what we wanted. And back it with some strong supporting evidence.
Having strategic brand goals and a clear way of communicating your organization’s story across all touchpoints is important. In fact, it’s a key to attracting, engaging and hiring quality talent.
But have you considered the role your employees can play in advancing your recruiting efforts?
Or how employee advocacy technology can further fuel your hiring capabilities?
It all starts with meeting employees where they’re at.
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.
San Diego, “America’s Finest City,” provided a perfect setting for last week’s EBrandCon, the industry’s leading employer branding strategies conference. Talent acquisition, content marketing, and employer branding experts all came together to discuss a variety of branding-related topics, including employer brand strategy, building brand ambassadors, measuring ROI, and crafting outstanding brand content.
Despite the unexpectedly chilly temperatures in southern California last week (was I the only one who thought it was a pleasant 75 degrees every day?), we hunkered down with industry thought leaders to hash out the do’s and don’ts of developing and implementing a best-in-class employer brand strategy.
There was, however, one point on which pretty much everyone agreed: people want relevant, resonant, and engaging content no matter where they are in the talent lifecycle. This led to a very active and highly informative discussion and gave all of us – and hopefully you – a few things to think about when you’re building your own brand strategy:
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.
With a peak hiring season fast approaching, I recently co-hosted a webinar which led to a spirited discussion around digital’s role in seasonal hiring strategies. Here are a few highlights you may find helpful in preparing yourself for the upcoming talent search.
It’s almost impossible to watch the news without hearing about how retail is going through major disruption and change. In the past year, more than 9000 brick and mortar retail stores closed their doors, mostly due to digital disruptions by online retail powerhouses like Amazon and Walmart. However, in spite of the headlines, you might be surprised to learn that the retail sector actually added nearly 670,000 new jobs during the last quarter of 2017.