A progressive, human-centered design approach to Employer Brand Strategy – follow these 6 best practices for long-term sustainable results

ML6-Search-and-Talent-Advisory-Solutions

It wasn’t that long ago when the concept of employer branding was conceived, evolving from a recruitment marketing product to being at the centre of people and culture strategies. As the practice of human resources has moved from a highly administrative to a strategic business function, managing an organization’s employer brand reputation from attraction to retention and offboarding has become even more sophisticated. Today, the focus on talent has the attention of CEOs, shareholders and investors and in progressive companies, employer brand has become a strategic imperative.

With emphasis now being placed on the co-relation between customer experience (CX) and employee experience (EX), employee satisfaction and sales, can you afford to not make a strategic investment in your employer brand? Read more…

A progressive, human-centered design approach to Onboarding new employees – follow these 6 best practices for long-term sustainable results

onboarding new employees retention

So, you’ve recruited a senior leader, hired a new manager, built a new department, hired a new cohort of co-op students. One thing remains the same, no matter the experience level, life stage or personal attributes of new hires, they are all human beings with needs, fears and aspirations. The need for connection, the desire to fit in and establish relationships, and to grasp the company’s culture, or “how things are done around here” – from its purpose, mission and values, to how the company and its departments operate – are important requisites of all new hires. On a personal level, the need to understand expectations, fulfill the role’s responsibilities and make an impact are basic elements to feeling rewarded.

With attrition rates falling between 33-66% in the first year, can you afford to not make an impactful first impression? Read more …