Want top talent? Treat prospects like top customers.

img_0075Imagine you’re selling a house, a car and a solid bank account. You might not see it that way, but your prospective talent sure does. Okay, so maybe it’s not just about the tangibles, but the dance is the same. To recruit top talent, you need to get their intrigue and treat them like consumers buying into your brand. With workforce demographics shifting, recruiters need to have a strong brand presence, get relevant messages out there and offer more than 2 weeks paid vacation to land the right employee. Check out these insights to assist your brand in attracting the best.

Know what and who you’re looking for

Recruitment events could be on-campus or off-campus. Clear objectives should be set when looking at candidates. GPA might be a good start, but look at the extras like jobs, sports, clubs, board positions, volunteering and geographic mobility. Millennials surpassing Baby Boomers in America calls for an adjustment of marketing tactics for the next generation of workers.

Be authentic and a leader

It might seem obvious, but think of your recruiting pool as uneducated consumers. The perception of your brand gets formed by the interactions they have with it. Don’t try to fluff up your company with unrealistic attributes. Speak to your strengths and keep it conversational. Show them you’re a confident leader and show them how to lead for you. Deloitte’s 2016 Millennial Survey shows that Millennials want the ability to take on a leadership role, but 63% of them believe their leadership skills are not being fully developed. Don’t be that boss.

Give them a sense of purpose and community

According to the NACE 2014 Student Survey, graduating students identified opportunity for personal growth, friendly co-workers and the ability to improve community as 3 of their top 5 employer preferences. Not just in the Millennial generation, but across the board, people are looking for socially responsible companies that will help them grow. Investing company efforts into culture events like picnics/holiday parties, organizing volunteer opportunities and a positive atmosphere should be on everyone’s list.

Social media marketing must-haves

You’re not in the game if you’re not on social media. But what do people share? Let’s start with motivators, like emotion. Awe, laughter and amusement were the top 3 emotions to evoke to get more shares on social. Take that emotional content and start creating lists, why-posts and videos to increase traction among social channels as they collectively make up 64% of shared content.

Happy customers [employees] make great advocates

It’s no surprise that your best employees can be your biggest ambassadors to new hires. Think about using current employees to build brand character and establish larger networking opportunities. 89% of consumers believe that service and product reviews online are reliable and trustworthy; what makes you think employment is any different? Enter Glassdoor! With 58% of consumers sharing their positive experiences on social media and asking friends, family and colleagues about their brand opinions, it’s time to maximize your word-of-mouth marketing potential.

Jim Collins noted, that “the first step in the journey from good to great is to get the right people on the bus.” In order to get the right people on the bus, you need to be speaking the same language. Start shaping your brand positioning based on the truths above with the core messaging coming from the foundation of your business.

How can we help you make change?

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Your email address will not be published. Required fields are marked *

Want top talent? Treat prospects like top customers.

img_0075Imagine you’re selling a house, a car and a solid bank account. You might not see it that way, but your prospective talent sure does. Okay, so maybe it’s not just about the tangibles, but the dance is the same. To recruit top talent, you need to get their intrigue and treat them like consumers buying into your brand. With workforce demographics shifting, recruiters need to have a strong brand presence, get relevant messages out there and offer more than 2 weeks paid vacation to land the right employee. Check out these insights to assist your brand in attracting the best.

Know what and who you’re looking for

Recruitment events could be on-campus or off-campus. Clear objectives should be set when looking at candidates. GPA might be a good start, but look at the extras like jobs, sports, clubs, board positions, volunteering and geographic mobility. Millennials surpassing Baby Boomers in America calls for an adjustment of marketing tactics for the next generation of workers.

Be authentic and a leader

It might seem obvious, but think of your recruiting pool as uneducated consumers. The perception of your brand gets formed by the interactions they have with it. Don’t try to fluff up your company with unrealistic attributes. Speak to your strengths and keep it conversational. Show them you’re a confident leader and show them how to lead for you. Deloitte’s 2016 Millennial Survey shows that Millennials want the ability to take on a leadership role, but 63% of them believe their leadership skills are not being fully developed. Don’t be that boss.

Give them a sense of purpose and community

According to the NACE 2014 Student Survey, graduating students identified opportunity for personal growth, friendly co-workers and the ability to improve community as 3 of their top 5 employer preferences. Not just in the Millennial generation, but across the board, people are looking for socially responsible companies that will help them grow. Investing company efforts into culture events like picnics/holiday parties, organizing volunteer opportunities and a positive atmosphere should be on everyone’s list.

Social media marketing must-haves

You’re not in the game if you’re not on social media. But what do people share? Let’s start with motivators, like emotion. Awe, laughter and amusement were the top 3 emotions to evoke to get more shares on social. Take that emotional content and start creating lists, why-posts and videos to increase traction among social channels as they collectively make up 64% of shared content.

Happy customers [employees] make great advocates

It’s no surprise that your best employees can be your biggest ambassadors to new hires. Think about using current employees to build brand character and establish larger networking opportunities. 89% of consumers believe that service and product reviews online are reliable and trustworthy; what makes you think employment is any different? Enter Glassdoor! With 58% of consumers sharing their positive experiences on social media and asking friends, family and colleagues about their brand opinions, it’s time to maximize your word-of-mouth marketing potential.

Jim Collins noted, that “the first step in the journey from good to great is to get the right people on the bus.” In order to get the right people on the bus, you need to be speaking the same language. Start shaping your brand positioning based on the truths above with the core messaging coming from the foundation of your business.

How can we help you make change?

There are no comments yet. Be the first and leave a response!

Leave a Reply

Your email address will not be published. Required fields are marked *

Want top talent? Treat prospects like top customers.

img_0075Imagine you’re selling a house, a car and a solid bank account. You might not see it that way, but your prospective talent sure does. Okay, so maybe it’s not just about the tangibles, but the dance is the same. To recruit top talent, you need to get their intrigue and treat them like consumers buying into your brand. With workforce demographics shifting, recruiters need to have a strong brand presence, get relevant messages out there and offer more than 2 weeks paid vacation to land the right employee. Check out these insights to assist your brand in attracting the best.

Know what and who you’re looking for

Recruitment events could be on-campus or off-campus. Clear objectives should be set when looking at candidates. GPA might be a good start, but look at the extras like jobs, sports, clubs, board positions, volunteering and geographic mobility. Millennials surpassing Baby Boomers in America calls for an adjustment of marketing tactics for the next generation of workers.

Be authentic and a leader

It might seem obvious, but think of your recruiting pool as uneducated consumers. The perception of your brand gets formed by the interactions they have with it. Don’t try to fluff up your company with unrealistic attributes. Speak to your strengths and keep it conversational. Show them you’re a confident leader and show them how to lead for you. Deloitte’s 2016 Millennial Survey shows that Millennials want the ability to take on a leadership role, but 63% of them believe their leadership skills are not being fully developed. Don’t be that boss.

Give them a sense of purpose and community

According to the NACE 2014 Student Survey, graduating students identified opportunity for personal growth, friendly co-workers and the ability to improve community as 3 of their top 5 employer preferences. Not just in the Millennial generation, but across the board, people are looking for socially responsible companies that will help them grow. Investing company efforts into culture events like picnics/holiday parties, organizing volunteer opportunities and a positive atmosphere should be on everyone’s list.

Social media marketing must-haves

You’re not in the game if you’re not on social media. But what do people share? Let’s start with motivators, like emotion. Awe, laughter and amusement were the top 3 emotions to evoke to get more shares on social. Take that emotional content and start creating lists, why-posts and videos to increase traction among social channels as they collectively make up 64% of shared content.

Happy customers [employees] make great advocates

It’s no surprise that your best employees can be your biggest ambassadors to new hires. Think about using current employees to build brand character and establish larger networking opportunities. 89% of consumers believe that service and product reviews online are reliable and trustworthy; what makes you think employment is any different? Enter Glassdoor! With 58% of consumers sharing their positive experiences on social media and asking friends, family and colleagues about their brand opinions, it’s time to maximize your word-of-mouth marketing potential.

Jim Collins noted, that “the first step in the journey from good to great is to get the right people on the bus.” In order to get the right people on the bus, you need to be speaking the same language. Start shaping your brand positioning based on the truths above with the core messaging coming from the foundation of your business.

How can we help you make change?

There are no comments yet. Be the first and leave a response!

Leave a Reply

Your email address will not be published. Required fields are marked *

Want top talent? Treat prospects like top customers.

img_0075Imagine you’re selling a house, a car and a solid bank account. You might not see it that way, but your prospective talent sure does. Okay, so maybe it’s not just about the tangibles, but the dance is the same. To recruit top talent, you need to get their intrigue and treat them like consumers buying into your brand. With workforce demographics shifting, recruiters need to have a strong brand presence, get relevant messages out there and offer more than 2 weeks paid vacation to land the right employee. Check out these insights to assist your brand in attracting the best.

Know what and who you’re looking for

Recruitment events could be on-campus or off-campus. Clear objectives should be set when looking at candidates. GPA might be a good start, but look at the extras like jobs, sports, clubs, board positions, volunteering and geographic mobility. Millennials surpassing Baby Boomers in America calls for an adjustment of marketing tactics for the next generation of workers.

Be authentic and a leader

It might seem obvious, but think of your recruiting pool as uneducated consumers. The perception of your brand gets formed by the interactions they have with it. Don’t try to fluff up your company with unrealistic attributes. Speak to your strengths and keep it conversational. Show them you’re a confident leader and show them how to lead for you. Deloitte’s 2016 Millennial Survey shows that Millennials want the ability to take on a leadership role, but 63% of them believe their leadership skills are not being fully developed. Don’t be that boss.

Give them a sense of purpose and community

According to the NACE 2014 Student Survey, graduating students identified opportunity for personal growth, friendly co-workers and the ability to improve community as 3 of their top 5 employer preferences. Not just in the Millennial generation, but across the board, people are looking for socially responsible companies that will help them grow. Investing company efforts into culture events like picnics/holiday parties, organizing volunteer opportunities and a positive atmosphere should be on everyone’s list.

Social media marketing must-haves

You’re not in the game if you’re not on social media. But what do people share? Let’s start with motivators, like emotion. Awe, laughter and amusement were the top 3 emotions to evoke to get more shares on social. Take that emotional content and start creating lists, why-posts and videos to increase traction among social channels as they collectively make up 64% of shared content.

Happy customers [employees] make great advocates

It’s no surprise that your best employees can be your biggest ambassadors to new hires. Think about using current employees to build brand character and establish larger networking opportunities. 89% of consumers believe that service and product reviews online are reliable and trustworthy; what makes you think employment is any different? Enter Glassdoor! With 58% of consumers sharing their positive experiences on social media and asking friends, family and colleagues about their brand opinions, it’s time to maximize your word-of-mouth marketing potential.

Jim Collins noted, that “the first step in the journey from good to great is to get the right people on the bus.” In order to get the right people on the bus, you need to be speaking the same language. Start shaping your brand positioning based on the truths above with the core messaging coming from the foundation of your business.

How can we help you make change?

There are no comments yet. Be the first and leave a response!

Leave a Reply

Your email address will not be published. Required fields are marked *