Attract top talent with an employment branding strategy
Having a brand is much more important today than just having a company. Having a brand in the business world means that what you are doing is good and that people trust you. When you become a brand that means that you succeeded in your business. Now, attracting customers is not the only benefit of becoming a brand. You can also attract talents as your future employees. As you can see, there is not one bad thing in achieving the brand status. That is why I want to talk about what you can do to use that status for recruiting new talents.
The number one branding strategy used in recruiting new people is transparency. When you are conducting a job interview and the potential worker tells you all about him, now it is your turn. Explain to him what you expect from him and what he gets in return. Talk about work hours, work policy, your wishes and the work he will be doing. You can also talk about the salary, the possibility of bonuses, breaks, team building, whatever you like. The reason for that is simple. You don’t want an employee who quits after 3 months because you gave him the job he didn’t expect. For example, he applied for an office job but after a month you have him a fieldwork. That is not how a serious company works and the talent knows that.
Good work atmosphere
People love to work with similar persons so it is crucial you manage to maintain a good work atmosphere in the office. If the office has an intense atmosphere where everybody has their headphones on and nobody is talking, that is not a good picture. People who work together have to be a team and not strangers. A talent you want to recruit will notice that and he will choose the other company because of that. Nobody wants to work in a surrounding where they can cut the tension in the air with the knife.
Perks you can give
This is the part you can use for the job interview and the overall image of the company. Listing perks as good and stable salary is always a plus, but don’t forget to be honest. Pumping up the numbers just so you can bring someone in your company is wrong. A good work atmosphere is also a perk many companies can’t offer. But, I am not talking about those perks. I am talking about the things you can offer them which other companies can’t. For example, a good break room which has a comfy couch, a good coffee machine, and a foosball table. A break room which has a foosball table to help you with high-stress levels is a great perk. That says: I don’t want you to be too stressed out; I want to help you with that. A foosball table is one of the best instant anti-stress therapies. That is something every worker will respect and they won’t spend their work hours playing foosball. One 5 minute match can do wonders for the stress and you will see the results almost immediately.
You don’t have to do much to become a place where people want to work. It is all in the good work ethics and doing what you love. When you are doing that you will attract the people who are like you and that is what your brand needs.
Mark is a blogger who has a blog about foosball. On his blog, he writes different things one should know about foosball, including the reviews of foosball tables all over the world. Due to that, he called his blog the Foosball Zone.
5 things employers need to consider before rejecting a request for flexible working hours
It’s important to note that every employee that has worked for you for more than 26 consecutive weeks has the right to request for flexible working hours, this isn’t just a law that relates to parents. Employees can ask for part time work, varied hours, or even to work from home. Before you refuse these applications, you must consider these five things:
- The Law
You must remember that every single request must be dealt with in a reasonable manner – as laid out in the ACAS code of practice document. If you do not adhere to these standards, you may be taken to an employment tribunal… and rejecting a request for flexible working hours without fully considering it isn’t acceptable.
- The Possibilities
You can actually make these flexible working hours work for you too. You may need to schedule them around your employee, but that doesn’t need to have a negative impact on your business. For example you can split the job with someone else, you can ask them to work compressed hours – the same amount of full time hours over less days, or you can stagger the hours that they work. There isn’t any reason for productivity to drop.
- Family Friendly Policies
Offering your employees the chance to live their own life outside of work will make them much more likely to not only work harder for you, but to stick with your company for much longer too. Offering solid maternity leave, parental leave, and flexibility are some of the top things that encourage people to stay at their jobs… this will save you a lot of money and effort on retraining new staff in the long run.
- The Procedure
It’s very important to let your employees know about the standard procedure for this sort of request, so that everyone knows exactly where they stand. There can be forms or letters sent to you with the request, in which a decision needs to be made within 3 months. If the change is agreed, a new contract must be written, but if it’s refused, it is up to the employee what they do next. Be aware that they may wish to go to an employment tribunal.
- The Right To Refuse
You do have the right to turn down an application, but you need to have a solid reason for doing so. According to Gov.uk, the following reasons are acceptable:
- The change will bring on extra costs that will damage the business.
- The work can’t be reorganised among other staff.
- People can’t be recruited to do the work.
- Flexible working will affect quality and performance – you will need to be able to prove this.
- The business won’t be able to meet customer demand as it has been doing.
- There’s a lack of work to do during the proposed working times.
- The business is planning changes to the workforce… if this is the case, you may need to reconsider afterwards.
Should you let your employees use Facebook at work?
By now, you probably already have a social media policy in place, right? There is probably a section in your employee handbook, telling your employees not to use the Internet for personal use during working hours, and that sort of thing. But is that enough anymore, or do you need to do more? Should you say anything about employees ability to access Facebook at Work?
Everyone is aware of the massive impact that Facebook, Twitter, and LinkedIn have had on communications. It can be a positive thing for market research and allowing people to see what new products and services you have on offer… but have you thought about what your employees are posting at all times, and the impact that this could have on your business? Things are a lot less private online than people assume they are so if someone posts something racist or derogatory in anyway – and it’s made public that they work for you – this could harm your business reputation.
So how do you go about telling people what to post on their own, personal accounts? That might seem like a gigantic task, one that will cause a lot of disrepute, but if you word it right, and get things checked over by a lawyer to check that it doesn’t violate the Human Rights Act 1998, then you will be fine.
Make sure that there can’t be any misinterpretation when it comes to any of your employee policies, particularly this one. If you don’t want people to post anything about your business online, then say so, or if you only want positive remarks to be made then make that clear too.
It’s also imperative to set out the disciplinary procedure for breaking any of these rules, to ensure that everyone knows where they stand.
While you may not want your employees to access Facebook at work you should recognise that many of them will want to do so in their personal life and this is where the line is sometimes blurred It isn’t unfair to state clearly in an employment contract that under no circumstances is confidential information to be released, but it is unfair to suggest that they can’t post anything online at all. Common sense is key.
It might be helpful to focus on what people can post, rather than what they can’t. For example, you may grant your staff access to Facebook at work but in state in the guidelines that Facebook posts can be made during working hours, if they are about the business. It might also be helpful to nudge them in the right direction of the privacy settings, reminding them to update this regularly.
The most important thing to get across to people is remembering that they are responsible for what they post at all times. Exercising good judgement at all times is important, especially when you consider that it is within an employer’s rights to monitor employee’s social media accounts, even when they aren’t at work – it might be a good idea to lay that out in the handbook. The Internet is a worldwide community, which includes everyone… by keeping your social media policy up to date, you can ensure that this community is only seeing your company and employees in the best light possible, so everybody wins!