I know what you are thinking as I am thinking it too. Not another Employer Branding article. Hear me out.
Anyone who has been reading my blogs of late has noticed my new “thing”; Recruiter Experience. My theory being that if we look after the Recruiter Experience (things such as scalability, agility, tools, tech, process, allocation etc) and Hiring Manager Experience (relationships, coaching, visibility etc) then the holy grail that is Candidate Experience should look after itself.
Common sense, right?
In under 12 months from now, it’s 2020, when all those surveys and white papers that we have read will supposedly come to fruition…yet it’s all feeling very “samey” isn’t it?
It’s that time of year when we reflect on the last 12 months and turn our attention to changing for the better in 2019. Promises of getting fitter, eating healthier, visiting somewhere new and being less stressed are just a few of the popular ideas that get pencilled in.
And for many the New Years Resolution list also includes finding a better and more rewarding job. They have become despondent and disengaged with their current situation and have decided that it’s time for a change.
How often do you think about your employees in respects to the experience they have from the beginning to the end of their employment with your organisation, from the moment they hear about your company to the time they walk away? We're launching a series of blogs that focus on the elements within the employee lifecycle and as we've covered a lot about attraction in the past, we're moving on to onboarding.
Here at People Perform we understand that developing a clear people strategy for any business comes with its own unique complexity.
Understanding business requirements, gaining buy-in from the board and senior leaders whilst delivering clear results through rigorous project management; all of this whilst balancing short-term delivery and results to keep the business owners and shareholders happy!