Picture this: a company centers its culture on its core values. Employees are proud of where they stand. The culture is clear and embraced throughout the organization. Now what? Although the term “company culture” might sound like a self-propelled, intrinsic force that leads the organization, it isn't. It takes consistency, leadership and tracking to maintain a truly stable company culture.
Your recruitment message is an essential part of the recruiting "mix." If not crafted thoughtfully and strategically, the result can be a dismally boring and un-engaging delivery of what is probably a very exciting opportunity. Still, recruitment messaging is easily overlooked when you're tasked with managing the sourcing, screening and interviewing of candidates.
Are you familiar with the term “Breakeven Point”? It’s the point at which gains equal losses. Each new employee hits a breakeven point at different times, unless of course they decide to leave the organization before reaching it. Obviously, the faster that point is reached, the more return on investment the employer gets from their worker.
With Cupid taking center stage this week, we thought we would turn our attention showing some love to your candidates. While operating transparently certainly benefits internal company processes and productivity, it also goes a long way in creating an appealing employer brand that candidates will love. Your employer brand is your organization’s reputation as an employer, and ensuring you have a strong one can be the difference between a flock of talented candidates and an empty inbox.
Here’s a fact you probably wish wasn’t true: your employees aren’t as motivated as you think or even hope they are. It’s statistically likely a large proportion of your workforce is mentally checked out. A recent study by Gallup showed 70 percent of workers are disengaged in their current roles.
Don’t think your company is the exception. Right now, your best employees might be daydreaming about leaving your office for greener pastures. In fact, a study on candidate behavior from CareerBuilder found the very idea of a passive candidate just might be a myth on par with Bigfoot. The study found 77 percent of full-time employees are either open to new opportunities or actively looking for a new job.