Employee Brand Ambassadors: Leverage Your Talent
Employment branding isn’t just a trend being discussed on Twitter and LinkedIn. It’s here to stay, and employers are increasingly taking notice of its benefits. Creating a program that stays true to your company’s core values will help you stand out among the competition, and developing content that plays up your company’s knowledge will solidify your brand. By capitalizing on the talent in your own organization and leveraging the knowledge that’s already there, your company’s brand will be catapulted to the next level.
Brand ambassadors are an innovative and efficient way to promote your company’s brand while engaging your employees and fostering loyalty. Not only is a brand ambassador program a plus for your company, but it benefits employees who are looking to beef up their resume and get involved outside of their normal responsibilities. If you’re thinking about starting your own brand ambassador program, keep these best practices in mind.
1) No budget, no problem: Creating a successful brand ambassador program doesn’t mean you need to have a big budget, or any budget at all. Utilize all social media has to offer – make connections through Twitter chats and LinkedIn discussions and create original content to publish.
2) Educate your employees: Making your employees aware of the program then asking them to apply to participate will ensure you’re recruiting the right people. These employees will typically be engaged and motivated individuals who are proud to be employed by your company and have a desire to promote it. Properly training your brand ambassadors will ensure they understand the expectations of participating in the program and that they’ll take advantage of all the tools available to get their message out.
3) Knowledge transfer: Create an open forum atmosphere among brand ambassadors and set up monthly calls to facilitate the knowledge transfer. Encourage them to ask questions and share what is and isn’t working for them. Through this collaboration, everyone will be learning, which leads to your organization growing as a whole.
4) Follow up: Monitor and track the progress your brand ambassadors make. Follow up with their new connections, and view these as a means to generate potential sales leads.
One of an organization’s greatest assets is its employees, and learning how to leverage their talent will strengthen your employment brand. When creating a brand ambassador program, start from within and build up your employees’ participation. You’ll be impressed by the interest to get involved, and the loyalty and excitement it creates. It’ll make employees feel like they’re an important element to moving the company forward.
Written by: Jessica Pett
Connect with Jessica on Twitter
Connect with Jessica on LinkedIn
Connect with WilsonHCG on Twitter
Connect with WilsonHCG on Facebook
Less Productive Working From Home? I Don’t Buy It.
Anyone who thinks people who work from home are less productive doesn’t know the employees at WilsonHCG. For us, the challenge is actually the opposite – we have a hard time getting our employees to turn it off.
And I don’t believe the leaders at Yahoo, and most recently Best Buy, think their employees who are working from home are less productive either. I assume there are other motives involved. But what I’m here to tell you is how our work-from-home model does work.
As far as productivity goes, a study done by Stanford University proves what I believe to be the case at WilsonHCG, which is that our employees are more productive at home. The study showed that remote employees were 13 percent more productive than their counterparts who reported to an office, and 9.5 percent of the increase comes from employees logging on for more hours at home than they do in the office.
When we made the decision to have at least 75 percent of our staff work remotely all the time, it was driven purely by the freedom to hire top talent from anywhere in the world. We’re able to eliminate geographic location and relocation consideration from the hiring process. It has led us to attract and retain some of the best in business.
One of my worries, if this trend of eliminating work-from-home options continues, is that it will alienate a contributing member of the workforce that may not be able to report to an office. Many remote employees, who are talented people working at a high level, decide to work from home so they don’t have to choose between a career and children. The option of working from home gives them the flexibility to drop their kids off at school and pick them up when the school nurse calls to say they’re sick. Without that opportunity, these people may exit the workforce.
A work-from-home option is not the problem. Instead of taking the flexibility away, maybe a second look at the logistics of the work-from-home program is warranted. Studies show, and WilsonHCG is proof – it can work.
Written by: CEO, John Wilson
Connect with John on Twitter
Connect with John on LinkedIn
Connect with WilsonHCG on Twitter
Connect with WilsonHCG on Facebook
Gen Y: Redesigning the Workplace
One of WilsonHCG’s Subject Matter Experts was asked to contribute to Wowzer’s “Hiring Generation Y” blog series. Kelly Bogey is a University Recruiting Specialist and has some great insight.
If there is one thing to know about Gen Y it is that these “Millennials” are always on the go. With technology at their fingertips they have the latest news, social media and applications readily available on their mobile devices or tablets.
Gone are the days of going to your university library, checking out a book and feverishly searching the pages for information for your English Literature class. And, with this new age comes an entirely new approach to relating to Gen Y as employers as well as engaging them with your company.
When speaking to Generation Y there are typically three things that are important when targeting a company they would like to cultivate their career with:
Company Culture: Gen Y is interested in working for companies that are innovative, modern and cutting edge. Flexible work environments, “Bring you dog to work day”, and a casual dress code are things that are now on the top of the list.
Social Media/Technology: These candidates want to work for companies that are technologically friendly, have a large online presence, and attractive social media scenes. I guarantee you that candidates are checking your company out on Facebook and Twitter prior to completing an application.
Growth: These “Millennials” are willing to do whatever it takes to secure their dream jobs, they understand with the current economic climate that they may have to get coffee and file paperwork for a year to show their value and move up the corporate ladder.
With that being said, what can you do to relate to this generation?
1) Having an impressive social media/online presence will encourage Gen Y candidates to apply, and get their foot in the door.
2) Stay on top of the trends! Video Interviewing is one of the most advanced interview techniques out there and can be more flexible for this generation that is constantly on the go.
3) These candidates want to speak to someone that they can relate to, most of them would love to video chat with a fellow Gen Y or current employee to find out about the company culture.
And, lastly- you may be asking yourself “why”…why should you hire these gung-ho Millennials?
A great example of this at WilsonHCG is our own Internal Internship Program; through the input of our interns we have learned a significant amount of information on relating to this generation. They have given us fresh ideas on ways to both recruit Gen Y talent, as well as what is important to them from a marketing and social media standpoint. We have never felt more connected to entry level candidates.
When considering recruiting and hiring Gen Y, try to keep up! They are on the go, quick on their feet and may surprise you by providing you the forward thinking you are looking for to get ahead in your business and industry.
We always overestimate the change that will occur in the next two years and underestimate the change that will occur in the next ten. Don’t let yourself be lulled into inaction.
-Bill GatesWritten by: Kelly Bogey
Kelly has produced many fruitful University Recruiting strategies for WilsonHCG clients, and is also responsible for internal and external University initiatives. As the designated trainer for all University efforts, Kelly has engorged herself in gaining knowledge on the most up-to-date university recruiting models to include; alumni recruiting efforts, career fair strategies, social media-related college recruiting, and athlete recruiting.
Connect with Kelly on Twitter
Connect with Kelly on LinkedIn
Connect with WilsonHCG on Twitter
Connect with WilsonHCG on Facebook
Why companies are using video interviewing
Video interviewing is growing in popularity as technology advances and the benefits of such a tool become more apparent. Besides speeding up the interview process and making it easier, video interviewing allows candidates and recruiters to build a relationship they may have not had through a traditional phone interview. By taking the interview a step further and making that connection, your chances of syncing up the right person with your company’s brand are much greater.
With that in mind, there are many reasons why companies are using video interviewing so we listed out a few of the top reasons.
• Expedited hiring process: The industry standard time to fill a position is around 45 days. We know from experience that video interviewing can speed up an interview process by allowing the hiring manager a genuine face-to-face interaction, thus cutting back on the number of interviews needed with a traditional phone interview.
• Improved Productivity: Hiring managers can conduct multiple interviews in the time it would take to do one face-to-face interview. They can ask their candidates a series of important questions and be able to see their communication style and personality before the first meeting.
• Increased employee satisfaction: When employees know you are staying up-to-date with the most advanced technologies and investing in the company it will confirm you will invest in them. By ensuring your confidence in them, they will want to work towards the company’s goals alongside you.
• Cost savings: Video interviews allow hiring managers the ability to conduct interviews at the candidate’s convenience. Traveling for interviews can be virtually eliminated, saving time and money for companies and their clients.
With that being said, WilsonHCG is excited to partner with Wowzer and bring video interviewing to our organization and our clients. In an effort to show the talent acquisition community why it is so important, we will be presenting a webinar hosted by Wowzer, alongside Sarah White, HCM Strategy Analyst, on “Video Interviewing Tips to Attract and Identify Top Talent.”
When: Thursday, January 17th at 2 p.m. EST
Register: Here
Written by: Kimberly Pope
Connect with Kim on Twitter
Connect with Kim on LinkedIn
Connect with WilsonHCG on Facebook
Connect with WilsonHCG on Twitter
2012 Top 5 Posts
WilsonHCG has been busy in 2012 and this has without a doubt been a great year for us and our clients. To better serve our clients and continue to provide valuable insight, we are always striving to create the most relevant and thought provoking content.
We’ve assembled a few of our blogs that generated the most feedback in 2012 to help your 2013 be the best year yet.
1. Hurry…these Boomers are leaving
A point well made-knowledge transfer and mentoring programs are key to ensuring business’s success in 2013. With the Baby Boomers leaving and new Millennials and Generation X moving in, it is important for HR professionals to understand how to tap into the knowledge of the Boomers and transfer it to the younger generations. Learn More >>
2. Hiring a Veteran
Veteran recruiting is quickly becoming a hot topic for 2013, and understandably so. Figuring out the best way for veterans to effectively communicate their skills and employers understanding how those skills translate into the workplace is essential to both veterans and employers. WilsonHCG is gearing up to launch Operation Transition this spring and summer, an initiative to help veterans transition back into the workforce. Stay tuned for an upcoming webinar as well. Operation Transition >>
3. Smart Investments-Big Pay Offs
Investing in how you recruit and the human capital behind it will be the difference between a mediocre organization and a great organization. Staying up-to-date with trends and understanding that recruitment techniques are constantly changing will keep your company ahead of the rest.
4. Creating a GLOCAL Talent Acquisition Strategy
Glocal is the new “buzz” word in the talent acquisition community and for good reason. The think globally, act locally mentality applies to many different businesses and recruiters in particular. Understanding your organization’s core values and customizing those values to the market you’re serving will drive candidate flow and provide a positive experience.
5. Getting Creative with Old Methods & New Tools
Thinking outside of the box and using a combination of old and new sourcing tools is the key to being a successful sourcer. Coupling modern conveniences and traditional sourcing methods allows for covering a large market and adds a personal touch. Check this article out for information on how to shake up your sourcing techniques.
WilsonHCG is looking forward to a new year with new trends and topics that we can share with our networks in 2013! Happy New Year!
Written by: CEO, John Wilson
Connect with John on Twitter
Connect with John on LinkedIn
Connect with WilsonHCG on Facebook
Connect with WilsonHCG on Twitter
Getting Creative with Old Methods & New Tools
It is an inarguable fact that we are in the age of social media. It makes sense that in the day of modern recruiting, we’d utilize these tools to the maximum capacity to connect with potential candidates; yet, even social media has its caveats. When our trusty social media platforms fail us, we are forced to, to think outside of the box… or get back to the basics.
We’ve gotten so comfortable with our cyber-interactions that we’ve made it easier for our desired candidates to ignore our attempts. By coupling modern conveniences with traditional sourcing methods, I eliminate any concern that I may just be firing off mass e-mails rather than targeting an individual for their qualifications. As a result, passive candidates are more likely to engage in conversation with me.
I began employing this strategy after working in one particular market for two plus months and realizing I’d completely saturated it. In my moment of desperation, I opened my browser and went to Yellowpages.com where I typed in the name of one of my client’s major competitors with a national presence. A headline labeled “Companies like X” appeared, listing the contact information of all the smaller, local, or regional businesses offering similar products. This opened the door for me to more companies to source from that I may have never known about.
I then searched for the names of those companies on social media platforms, opening up a new candidate pool for me to dive into. In addition, I had the phone numbers for their offices and could utilize the triple threat: a phone call, an InMail or Facebook message, and a request for connection. By using the modern resources of today in the form of social media along with the old fashioned idea of calling a candidate directly, I was immediately finding a great quantity and quality of candidate submissions.
Too often, social media makes our lives so easy that we forget the ways in which we can be most effective, especially in recruiting. So while it’s important to be innovative, technologically savvy, and informed and up-to-date, I have learned that in the case of sourcing the best candidates, it is equally as important to remember the basics and integrate that into our daily efforts.
Written by: Kelsey Chalifoux
Connect with Kelsey Chalifoux on LinkedIn
Creating a GLOCAL Talent Acquisition Strategy
Glocal (glōkəl) adj. reflecting or characterized by both local and global considerations
Today’s technology has literally brought the world into the palms of our hands where we can access the weather, our bank accounts, and sports scores all while on the go. Companies around the world are adapting their products to suit local markets. A well-known example is McDonald’s Little Chorizo Melt (England), McItaly burger (Italy), and Ebi Filit-O (Japan). Within the U.S., Macy’s Department stores adjust the size and colors of products on a store-by-store basis, even changing sweater weights per climate zones.
Companies want a unified brand and message, with the flexibility to adapt to localized markets. From a Talent Acquisition standpoint, this makes perfect sense. But how does one create a Talent Acquisition Strategy with a strong “global” message that can be tailored to local markets?
First, ensure that your Talent Acquisition team (whether internal or outsourced) understands your “global” message. Can they explain what you do and why you do it? Do they know your audience? Do they show an understanding of Corporate “DNA” and core values? Ensure that your team is knowledgeable at branding your organization in a consistent manner.
In customizing your “global” message, utilize Recruiters that are “regionalized.” If your team is in-house, assign them geographic regions to become “experts” in. If part of your team is outsourced, request Recruiters that live or have expertise in priority regions. Some Outsourced Recruiting or RPO companies offer virtual teams across the globe, with built-in networks and the ability to drive your message face-to-face.
Lastly, arm your team with the tools necessary to “act locally” on your “global” message. Allow them to customize your message to drive candidate flow and provide a positive experience. Allow your team to focus on University Recruitment and growth opportunities in regions near colleges. Push work/life benefits or flexible scheduling in family-oriented markets. Customizing your message will drive more and higher quality candidates within your local market.
Glocal is the new “buzz” word in Talent Acquisition for good reason. With increased technology, the qualified candidates have more options. Use technology to your advantage. Leverage social media to target specific audiences and locations. Utilize an Applicant Tracking System that monitors how candidates visit your career site. Give your team the resources and flexibility to “think globally” and “act locally.” Your company will undoubtedly see an increase in qualified hires with longer tenure.
Written by: Jill Kuhlman
Follow Jill on Twitter
Connect with Jill on LinkedIn
University Recruiting: Go Where the Scouts Go!
Each year hundreds of college players enter the draft for professional sports teams in order to compete for their dream job: becoming a pro-athlete. And, every year coaches and scouts recruit the top athletes that fulfill their wish list to be the dominant team in the league by searching for their target players with the right skills and attitude.
Recruiting for your next “top performer” is not much different than the process that scouts use every April during the grueling draft trial. The conversations that we have with our clients when determining what they are looking for in candidates are very similar to the discussions that talent scouts, coaches, and team managers have in an effort to strategize exactly where to find talent for their upcoming season. Just as a sports team’s needs change each season, your needs as a business are also ever-changing.
When trying to be competitive in a marketplace, it is important to “scout” out the right talent. Some important elements in question are where to pursue talent, the desired attributes of candidates, and what certifications, industry experience, and/or specific knowledge the ideal candidate would ultimately possess.
I have had the pleasure in speaking to the career services departments of many universities across multiple countries to discuss networking opportunities, recruiting events, and to learn more about their program offerings. These students have been groomed for the opportunity to be your next Tom Brady and it is essential for your business to be competitive in their efforts to attain the top talent! There are many corporations fighting to get these top students and it is crucial to connect with them early in their careers to separate yourself from competitors. Developing and maintaining a campus presence, attending networking events, and mentoring students can be a game-changer come “draft time.” A business’s effort in securing students and alumni that align with their core values and needs can separate the Super Bowl champions from the rest of the pack.
When looking for new talent to add to your team, go where the scouts go… to the universities! Remember — the most successful teams put in the time and effort selecting the right players. In the long run, you will be glad you spent the extra time in securing the best fit for your team; you never know who might be your next MVP!
Written by: Kelly Bogey
Follow Kelly on Twitter
Connect with Kelly on LinkedIn
Hiring a Veteran
As an employer, you know what makes your business the best that it can be – your employees! Regardless of the industry, your employees directly impact the quality level of the products and services that you provide to your clients.
When seeking highly trained candidates that have the capacity to lead and innovate, a veteran may be the perfect fit for the position. Armed with years of specialized training, a respect for established procedure, and an unparalleled work ethic, veterans have proven to be desirable employees that demonstrate a higher rate of retention.
Even with a laundry list of outstanding characteristics and dynamic skill sets, many veterans face unthinkable challenges upon entering the workforce. Yet, their loaded résumés are still not enough to pique the interest of every potential employer. In addition, not all employers have mastered the art of cracking the ever-changing code of military acronyms that embody a veteran’s experience.
In order to progress past these issues, it is essential that businesses are equipped with the proper education on military culture and skill translation during hiring initiatives. Consider the following when implementing such a program:
Design a Strategy: Identify the key needs of your organization and how the skills sets of a veteran candidate may prove beneficial.
Welcome & Educate: Take the time to learn about military experience and culture, including solutions to the problems that veterans face in your workplace.
Actively Recruit: Broaden your knowledge of where and how to find veteran candidates.
Proactively Retain: Develop and promote vet-to-vet peer mentorship programs within your organization.
Tools & Resources: Utilize social media to keep yourself informed and up-to-date on trends and issues affecting our transitioning veterans.
Despite years of military service, a four-year degree, and security clearances, many transitioning veterans are still unable to find employment. Given the incredible sacrifice made by members of our armed forces and their families, employers should be strong advocates in increasing the opportunities available for those brave individuals – not based on a sense of obligation, but based on their unique set of qualifications that set them apart from other candidates.
This Veteran’s Day, let’s honor our many esteemed veterans by employing them!
Written by: Cari Castillo
Connect with Cari on LinkedIn
Tech and the TA Professional– The Tip of the Iceberg
Gone are the days where employee files are jam-packed with paperwork and stuffed in endless rows of filing cabinets; say goodbye to walk-in applications. These situations are a thing of the past now that technology has come into the Human Resources world. Thankfully, these times are now filled with options to make the life of an HR professional much more efficient. Technology makes an impact in HR and Recruitment from all angles of the industry.
Recruitment functions are especially influenced by these upgrades. Think about a work day without the ability to use Applicant Tracking Systems (ATS) or where candidates could not apply online to a position. I know it’s a crazy thought, but this record keeping was all once done by hand. Also consider the instantaneous capabilities of posting a job online and attracting candidates from around the world in seconds. This changes the entire recruitment landscape and standard of candidate quality across the board and was not possible just a few decades ago.
Attracting and retaining talent is one of the biggest hot buttons in HR today and technology is the shining star of this show. Social collaboration tools, like Yammer, allow employees to easily collaborate with one another, also making their presence more visible to HR and leadership acting as a key tool for internal mobility purposes. Employers are also branding themselves to attract talent by creating videos about their work environment through social media forums, reaching candidate pools they would have never dreamed feasible in the past. Even the use of Gamification, such as GOLD, can spice up the way an employee feels connected to their company. HR can use Gamification as a way to not only engage employees, but also use it as a reward and recognition tool.
The overhaul of the industry has also dramatically impacted the way employees are trained and skills developed. Training software, like the PeopleMatter “Learn” platform, allows managers to easily create training material, offer training resources, and even test employees. Assessments are also a great way to assess candidates or employees in their abilities, skills and areas of strength. This enables HR to know if the individual meets the job requirement needs and areas of potential growth within an organization. All of these tools can quickly be updated and function in real-time, optimizing efficiency and managing change at levels we have not seen in the past.
Technology has completely changed the way Human Resources industry functions. As processes continue to develop and are streamlined to become more fluid, agile and efficient, we will continue to see the workforce benefit in the best ways possible. These are exciting times and I’m sure this is only the beginning of a long marriage of technology and the HR world.
Written by: Ashley Perez
Connect with Ashley on LinkedIn
Follow Ashley on Twitter
