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Employer Brand: Gaining a Rep as a Best Place to Work

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This entry was posted in eBooks by .

Most people understand that brand recognition is paramount in sales. Similarly, a positive employer brand is critical when it comes to attracting top talent. It pays to be known as the organization to work for—and that’s not going to happen when an applicant is treated poorly or unfairly.

The first step organizations should take to foster a positive employer brand is to manage their online presence. More and more candidates are using the internet as their primary job search tool. In a 2015 Pew Research study asking about top job searching resources, the most common answer was online information, topping close family and friends, professional or work connections, and job fairs or events (Pew Research).

And candidates aren’t just going online to find job ads, they are using the internet to research employers. A whopping 83% of job seekers are likely to research company reviews and rating when deciding where to apply for a job (Glassdoor). This means that organizations that take the time to monitor their online reputation have a critical advantage in today’s tough hiring market.

When an organization gets a bad review from an upset employee or candidate, it pays to reply. Nearly two-thirds of Glassdoor users have said that their perception of a company improves after seeing an employer respond to a review. Even if there is little the hiring manager can do to right the situation, acknowledging the problem and offering a brief apology goes a long way in appeasing reviewers.

Companies can also counteract a negative review with positive ones. Glassdoor data shows that users read about seven reviews before forming an opinion on a company. This means outliers and one-off negative experiences are unlikely to have detrimental effects, as long as the majority of reviews are positive.

While no reputable platform allows companies to pay or reward employees for positive reviews, companies can ask current employees if they would be willing to leave a review. For example, Glassdoor allows registered users to leave one review, per employer, per year. If a company has a pool of happy employees with long tenures, these employees can annually leave new reviews that attest to the company’s culture and environment.

However, the most effective way of improving employer brand is to provide a good experience for both employees and job candidates. One of the most effective ways to accomplish this is through periodic internal surveys gathering honest feedback from current employees. This provides invaluable insight on how to continually enhance the work experience at an organization. Additionally, companies should use the feedback provided through review sites to identify problem areas—then hiring managers and company leaders can work together to design and implement solutions.

For more information about how to create a positive candidate experience, check out our complimentary eBook, Creating the Candidate Experience: Better Practices for Attracting Quality Hires.

Body Language [infographic]

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This entry was posted in Infographics, Job Seekers by .

The human brain is wired to pick up on body language cues. Even if you’re saying all the right things, you might make a poor impression if your posture is communicating something different. Check out our latest infographic to learn more about what you should and should NOT do during an interview.

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How You Treat Candidates Matters

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This entry was posted in Business Clients, eBooks by .

The candidate experience is a trending topic among many HR networks, but what exactly does the candidate experience entail?

The candidate experience includes everything a job seeker encounters throughout the application process:

  • Job post
  • Employer reviews and ratings (e.g., Glassdoor, Indeed, Kununu, etc. and even customer review sites such as Yelp and Google)
  • Application form
  • Interview process
  • Communication with hiring managers
  • Offer letter or rejection notice

A company with a compelling job post, positive reviews, a convenient application process, and hiring managers who follow up in a timely and friendly manner will make a good impression.

On the other hand, imagine a candidate who has the online portal crash while filling out an application. When the candidate tries to schedule an interview, there are few time slots from which to choose. The interviewer is late, and the hiring manager doesn’t call or email for weeks afterwards. By the end of the process, the candidate is probably left wondering whether they want to work for such a company after all.

Providing a positive experience gives companies a great hiring advantage—especially considering that the average job seeker has a negative view of the application process.

Jibe, a recruitment and candidate experience software, surveyed more than 1,000 job seekers in 2014 and found that most of them dislike the search process. More than three quarters (78%) said it was stressful and 71% said it was discouraging. Responses to the survey were overwhelmingly negative, with only 35% of respondents saying the job search was satisfying.

The second part of the survey asked respondents to choose the three applications they found most challenging. Job applications were the most common choice, selected as more challenging than mortgage applications, health insurance applications, and college applications (Jibe). Yikes!

Many job seekers are having a terrible experience—and when an applicant has a bad experience, they will let others know.

  • 65% will share a negative experience with their friends, colleagues, and peers
  • 35% will share it publicly (e.g., social media, Glassdoor, LinkedIn, etc.)(Talent Board)

A poor reputation can have much wider repercussions. Eighty-four percent of job seekers say a company’s reputation is important when deciding where to apply for a job (Glassdoor), which means bad reviews further limit the already limited candidate pool.

Additionally, almost half of applicants (42%) say they would not buy the company’s products or services after a poor candidate experience (Software Advice). According to calculations made by The Talent Board, for a B2C company hiring around 1,000 people annually, bad publicity from poor candidate experiences translates to a revenue loss of about $2,376,000.

For more information about how to create a positive candidate experience, check out our complimentary eBook, Creating the Candidate Experience: Better Practices for Attracting Quality Hires.

What your body language says about you during an interview

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This entry was posted in Job Seekers by .

It not just about WHAT you say during an interview, but HOW you say it.

Hiring managers and interviewers have already screened your resume for hard skills and work experience. Instead of focusing on these, you should spend your interview showing that you have the confidence, intelligence, and character to take on any challenge and grow within your role—and body language is an essential way of communicating this.

Body language conveys confidence, which is linked to competence and leadership skills; it conveys openness, which is associated with honesty and integrity; and it conveys friendliness, which is directly related to your ability to work well in a team.

The Handshake

The very first step when you meet your interviewer is to shake their hand. Handshakes are an intrinsic part of a first impression. In one study published in the Journal of Personality and Social Psychology researchers showed that people with firm handshakes were described as more positive, outgoing, and less socially anxious. Another study from the University of Iowa found that HR professionals gave stronger hire recommendations for interviewees with firmer handshakes.

Three Rules for a Better Handshake

  1. Stand up. If you are sitting when your interviewer enters the room, stand up before extending your hand.
  2. Aim for a firm grip. If you loosely place your hand in theirs, it communicates fragility and dependence—NOT traits employers look for in their workforce. Conversely, don’t crush their hand by squeezing it with all your strength.
  3. Maintain eye contact. Maintain eye contact and smile for the duration of the handshake. This shows you are open and honest.

Interview Posture

The fastest way to fail your interview is to slouch in your seat, avoid eye contact, and fidget with every object you touch.
Remember that the human brain is wired to pick up on body language cues. Even if you’re saying all the right things, you might make a poor impression if your posture is communicating something different.

What NOT to Do

Body Language

What it means

Avoid eye contact

Disinterest or discomfort

Maintain CONSTANT eye contact

Aggressiveness

Cross your arms over your chest

Defensiveness

Purse lips

Disapproval or dishonesty

Fidget with objects

Boredom or anxiousness

Lean back in your chair

Disinterest

What to Do

Body Language

What it means

Maintain NATURAL eye contact

Interest

Uncrossed arms and legs

Open to new ideas

Keep hands on the table

Honesty and openness

Smile

Friendliness

Sit and stand straight

Power and confidence

Mirroring body language

Bonding and receptivity

The most important thing you can do, however, is to take a deep breath before your interview and relax. Just being aware of your body language goes a long way in ensuring you have good posture and appropriate gestures, so you’re already ahead of the game. Above all, focus on striking the right balance between friendly and professional.

The State of the Hiring Market

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This entry was posted in News by .

There are a lot of unfilled jobs out there. As of the end of 2018 there were 7.3 million of them, to be precise (BLS). Organizations across the nation are looking to expand and hire, but they are facing one major challenge: finding qualified talent.

With an influx of jobs in the market and unemployment levels dropping consistently since 2010, the current hiring market is heavily candidate-driven. Candidates have plenty of options to choose from—and they are realizing this gives them an upper hand. Modern technology makes it easy for job seekers to browse a myriad of open positions across different industries. This means organizations are facing tough competition when it comes to attracting top talent.

In fact, 76% of hiring decision-makers say attracting quality candidates is their #1 challenge (Glassdoor).

The accessibility of information online has made modern job searching very different from what it was two decades ago. Companies have many more tools at their disposal to attract, impress, and sway candidates. And yet, 74% of companies still operate via transactional recruiting—simply posting a job opening online (Deloitte).

This approach to recruiting is no longer sufficient. Top candidates are likely being pursued by multiple companies and, when choosing between similar compensation packages, they will likely opt for the company that provided the best candidate experience.

It’s no wonder that the candidate experience is a top priority for a majority of hiring managers in 2019. Small changes to the application and screening process are a small investment that can simplify recruiters’ tasks and ultimately contribute to an organization’s well-being.

For more information about how to create a positive candidate experience, check out our complimentary eBook, Creating the Candidate Experience: Better Practices for Attracting Quality Hires.