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A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.

Four Practical Tips For Creating A Strong Online Employer Brand

Tiffany Boyes - Tuesday, July 31, 2018

Four Practical Tips For Creating A Strong Online Employer Brand


In the digital age, managing how your organization is perceived by current and potential employees has never been more important. Whether you like it or not, conversations are already taking place about your values and exactly what you bring to the table. Savvy leaders know that it’s something that they must take complete ownership of if they want to remain competitive.

An employer brand can seem like quite an abstract concept though, and it can be difficult to know where to start when it comes to managing it. But there are many practical steps you can take to strengthen your reputation and it doesn’t have to cost a fortune. Let’s take a look at a few of them and how you can make them work for your business…

Make sure you know what people are saying about your business

 

 

It’s highly likely that people are already talking about what it’s like to work for you. It’s very important to consider what your future employees will read when they’re doing their research online, and the impact this might have on your recruitment strategy.

There’s a load of sophisticated software options available on the market these days that will help you to monitor conversations and their sentiment. These are sometimes a wise investment for big companies. They’re definitely not essential though, especially for smaller businesses, and there’s plenty you can do to make sure you know what people are saying.Of course, what’s most important here is that you learn from your findings, and where relevant, you use them to make positive changes.

Carry out an audit of your recruitment processes and where improvements can be made

 

Your recruitment processes play a big part in your employer brand. So if you haven’t taken a step back recently and assessed their effectiveness, now could be a good time to do exactly that. Take a look at your materials, consider the overall experience and seek out feedback from those who’ve been through the process.

Remember too that this isn’t just about the candidates. Get the views of your hiring managers as well, and encourage them to share their own experiences and how they feel things could be improved. You might be surprised at the kind of insight that you can unearth when you genuinely want to improve, and you’re willing to have open and honest conversations.

Give ownership of the management of your brand to a key employee

Years ago, an employer brand was considered to be just about HR. These days though, it’s much more holistic. It involves HR, for sure, but also your overarching digital strategy, your internal and external communications, and so much more. If you really want your employer brand to be something to shout about, then it takes work, and it makes sense to give the responsibility to a key member of staff.

This means that someone can really take ownership of it, and do the work required to make sure that it’s effectively managed and improved. Take the time to consider how you can build the necessary tasks into a day-to-day role within your business.

Become a storyteller

Storytelling is a wildly effective tool in marketing. It can be a valuable addition to your toolkit when you’re managing your employer brand. You can talk all day long about your values and what it’s like working in your business, but when people see the stories of your employees, this is when they’re really going to sit up and pay attention. This is what makes your messages believable, and it gives them deeper meaning.

You could showcase employee stories on social media, or include them in your recruitment processes. This could really help your candidates to build an emotional connection with your business.

There are no overnight fixes when it comes to your employer brand. Changes take time to make, but in many cases, the results will represent an excellent return on your investment.

Do you know that this is something that you need to be more proactive with? If so, which of these tips will you be implementing first? Get in touch today. If we are unable to fulfill your HR needs, we will be happy to connect you with an HR professional who can.

 

  …read more


 

Diabetes Sufferers Are Experiencing Discrimination At Work

Tiffany Boyes - Tuesday, July 24, 2018

Diabetes Sufferers Are Experiencing Discrimination At Work   …read more


 

Big Mistakes Small Business Owners Make When Hiring Freelancers

Tiffany Boyes - Tuesday, July 17, 2018

Big Mistakes Small Business Owners Make When Hiring Freelancers   …read more


 

Are Your Employees Coming To Work Ill?

Tiffany Boyes - Tuesday, July 10, 2018

Are Your Employees Coming To Work Ill?

 

 

A survey by NSF International stated that at least 26 percent of American workers admit to going to work when they are sick, with men being twice as likely to show up at the office while ill than women. 42 percent say it’s because they fear missing deadlines or having to make up too much work, 25 percent say their boss expects them to go to work no matter what.

 

On the surface, statistics like these can seem to demonstrate that employees are loyal. They don’t want to let their colleagues down. They don’t want to make a fuss. They want to ensure that they get their work done and make their contribution to the bottom line.

 

It’s true that the root cause can be positive feelings, but in reality, it can be a serious problem. Their productivity is likely to suffer, their morale can go through the floor, and there’s quite often the risk of illnesses being passed to other workers, which amplifies the problem.

 

And of course, we need to remember that as an employer, you’ve got a duty of care. If you have a workplace culture that frowns upon taking time off – even when it’s for genuine reasons – then you’ve got a problem on your hands. Ultimately, it can lead to lower retention rates, higher costs and a damaged employer brand.

 

So what can you do about it? Here are some areas that you might want to consider…

 

  • Create a medical leave policy
  •  

Do your staff know what they should do if they need to attend a medical or dental appointment during working hours? Managing things on a case-by-case basis can cause problems. It’s also important that all members of staff know what the provisions are.

 

  • Ensure that you hold back-to-work meetings
  •  

Some members of staff may feel anxious or worried about the prospect of returning to work after a period of illness, even if it’s only a few days. Make sure that you’re carrying out back-to-work meetings so you can bring your employee up to speed, and they know that they’ll be supported.

 

  • Don’t neglect the problems that can’t be seen
  •  

If someone is suffering from the flu, that’s often pretty obvious. Many other issues though, such as stress and depression, can sometimes be hidden. Make sure that your agenda and policies are inclusive and also tackle the areas which are less black and white.

 

  • Lead by example
  •  

Listen, we completely understand that you’re a busy leader with work to do. But if you’re seen showing up at the office when you’re quite clearly unwell, it’s sending the wrong message about what’s expected. Learn to recognize when taking a break is the best option.

Battling presenteeism isn’t an overnight thing, and there are rarely quick fixes. It requires a shift in culture and good practice being encouraged and supported over a longer period of time. However, it is an important issue, and it deserves a place on your agenda.

 

For help with your HR needs, get in touch with us today. If we are not able to support all of your HR needs, we will be happy to direct you to a HR professional who can.

 

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The World Cup And The Workplace

Tiffany Boyes - Tuesday, July 03, 2018

The World Cup And The Workplace   …read more


 

​Flip Flop Friday!?!

Tiffany Boyes - Tuesday, June 26, 2018

Flip Flop Friday!?!   …read more


 

Could A Dog-Friendly Office Help Your Business Thrive?

Tiffany Boyes - Tuesday, June 19, 2018

 

Could A Dog-Friendly Office Help Your Business Thrive?


 

  …read more


 

Should Employees Get Time Off For Tying The Knot?

Tiffany Boyes - Tuesday, June 12, 2018

Should Employees Get Time Off For Tying The Knot?   …read more


 

Stop Burying Your Head In The Sand And Embrace The Freelance Talent Pool

Tiffany Boyes - Tuesday, June 05, 2018

Stop Burying Your Head In The Sand And Embrace The Freelance Talent Pool
 

 

If you’re running a business, then it’s pretty much impossible for you to ignore the conversations that have been growing louder and more frequent in recent months and years surrounding freelancing and the gig economy. There’s an increasing pool of flexible talent available to you, and you already know the benefits.

But the conversation is one that seems to swing between two different extremes, and there may well be one camp that you’ve firmly attached yourself to. Of course, there are the tales of businesses who are openly and very unethically using the changing tide to their advantage, while exploiting workers and ruthlessly tapping into loopholes in the law. We are, at the end of the day, HR consultants. So we take a pretty strong stance against any such practices. We might be passionate about helping businesses to grow, but never at the expense of ethical working practices.

There’s another extreme though, that’s perhaps lesser discussed – and that’s refusing to really appreciate that freelancing is the future. There’s a small but not insignificant proportion of employers who secretly think that it’s all just a fad or a passing trend. They’re too attached to their longstanding recruiting practices to start looking towards something different. They’ve got no desire to consider a more agile talent strategy, and they’re not prepared to rethink how their workflow is handled.

We don’t judge. It’s human nature to be attached to ways of working that have served you well for many years, and we all have instances in which we resist moving with the times. But today, we’d like to encourage you to honestly ask yourself whether you may be facing a little too much resistance when it comes to bringing your talent strategy firmly into this year and the next.

Does this mean that you should fire your entire workforce and outsource the jobs to online contractors? Absolutely not. Are traditional jobs set to become obsolete? No. Are there instances in which the only viable option is to employ a permanent member of staff, who works from your office, and is there Monday to Friday, 9 to 5? Yes. Sometimes, it’s the only and the best choice.

But businesses owners who carefully consider how to use freelance talent are undoubtedly the ones that are going to thrive in the new world of world. They’re the ones who will be able to deliver the best work, the best service, and create the best profits. They’re the ones who recognize that there’s a way to harness the line between the two extremes, and make it work for them.

If you’re keen to consider how your recruitment strategy could be adapted to make you future-proof, then let’s talk about your challenges and your options. We can help you to pinpoint where your opportunities are, and what your next steps should be. Get in touch today for an initial no-obligation consultation. If we cannot answer all of your HR needs, we will be happy to direct to an HR professional who can

 

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Lessons Business Leaders Can Learn From The Royal Wedding

Tiffany Boyes - Tuesday, May 29, 2018

Three Important Lessons Business Leaders Can Learn From The Royal Wedding   …read more


 

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