Employment Office http://employmentoffice.com.au The Revolutionary way to recruit Wed, 12 Oct 2016 04:27:49 +0000 en-AU hourly 1 Top Tips from our Recruitment Experts http://employmentoffice.com.au/top-tips-recruitment-experts/ http://employmentoffice.com.au/top-tips-recruitment-experts/#respond Mon, 10 Oct 2016 01:02:09 +0000 http://employmentoffice.com.au/?p=6314 read more →]]> When it comes to hiring the right candidate for the role, we have an arsenal up our sleeve to help us find the perfect fit.

Everything from recording our screening interviews to including social media in the recruitment advertising mix plays an essential role in determining who is most qualified for the position.

Here, we give you the inside scoop on some of our most coveted secret weapons in the fight for the right candidate.  

Nail the brief first – First things first, make sure you have a clear idea of your hiring need, what the core job responsibilities are, what the mandatory requirements are and what type of candidate you are looking for.  Knowing this first and nailing the brief will result in a clear and articulate job ad to attract the right people.

Speak to your audience – Draft the job ad with your target candidate in mind by using language appropriate for the audience and highlighting aspects of the job and company that appeals most to them.  For example, talk up your corporate social responsibility credentials if you’re trying to attract a younger demographic, or spotlight job security and stability for an older demographic versus career growth opportunities that younger job seekers are more interested in.

Include the salary – Job seekers are three times more likely to view a job ad that includes a salary than those that don’t.

Review the advertising strategy regularly – Keep an eye on the volume and quality of applicants coming through to determine the effectiveness of the recruitment advertising strategy.  If you are receiving poor quality applicants, it might be time to switch up the advertising mix, or review the job ad itself to ensure the wording will attract the right applicants.

Include social media in the mix – Social channels like Facebook, LinkedIn and Instagram are great platforms to promote your vacancy and capture the attention of your target candidates.  These sites are rich with intel on their users which you can use to narrow in on your ideal demographic.  The visual nature of Facebook and Instagram in particular means you can grab their attention and make an impact with your job ad.  

Visualise it – In a cluttered job market, all text ads don’t always cut it.  Those with images and videos embedded in the ad perform better as candidates respond to the visual representation of your company.

Put them to the test – Behavioural and psychometric tests are great indicators to a candidate’s competence, role suitability and personality fit, and can predict their future job performance.  

Video interview your shortlist – Conducting recorded, interactive job interviews helps narrow down the shortlist of candidates, provides greater insights than a standard screening phone call and can be viewed by decision makers at their convenience before progressing with the final group for face-to-face interviews.

Use the right interview language – How you respond to an interviewee’s answer is just as important as the questions you ask.  Providing positive responses like ‘great, thank you’ to subpar answers affirms to the candidate that they are on the right track.  

Promote the company and culture – Active job seekers are likely interviewing for other positions, while passive applicants may be testing the waters with the interview to see if it is worth it to make a move.  Either way, the job interview is as much about you finding the right applicant as the applicant determining if your company is right for them.  Use the interview as an opportunity to promote the company’s mission and its culture to position yourself as an employer of choice.  

Exploit company values – If your company values are readily available on your website, use that to your advantage.  Ask your candidates which of the values they respond to the most and why to discover how well aligned they are to your company culture.

Do your due diligence – Don’t skimp on background and reference checks.  At best you could find out they are less proficient than they seemed during the interview.  At worst, you could be endangering your workforce.  

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Six Reasons NOT to Hire Someone – Even If They’re the Most Qualified Applicant http://employmentoffice.com.au/five-reasons-not-hire-someone-even-theyre-qualified-applicant/ http://employmentoffice.com.au/five-reasons-not-hire-someone-even-theyre-qualified-applicant/#respond Sun, 09 Oct 2016 23:10:04 +0000 http://employmentoffice.com.au/?p=6308 read more →]]> Excellent technical skills.  All the right qualifications.  Relevant experience.  All great reasons to hire someone, but we’re here to tell you that there are a few good reasons not to hire that fully qualified, excellent-on-paper candidate.

How a job applicant performs during their interview and after can reveal signs of a misfit even if they match all the requirements of the job ad.  

A clear understanding of what you’re looking for, a curated shortlist of candidates to interview and being mindful of these six points will help you avoid hiring the wrong person with the right credentials.

  • They’re elusive

If you don’t hear from them for long stretches through the interview process, can’t lock them in for an interview time, they cancel multiple times, are excessively late (without a decent excuse) for the interview or are MIA post-interview, it could be a sign of their disinterest and commitment to the opportunity long term.

  • They don’t ask questions

You should place emphasis on determining intellectual curiosity in the interview process.  A candidate that asks questions throughout the interview demonstrates two key traits of a good prospect.  One, they take the interview, you and themselves seriously by preparing thoughtful questions and two, demonstrate their intellectual curiosity by coming up with questions while you are talking.  Paying attention to this trait will help you select a smart, engaged employee.

  • They have bad manners

Rudeness in any form should be considered a warning sign.  They could be the most qualified for the job, but haughtiness, hostility or harsh words in an interview can be a preview to their behaviour in the workplace.  Don’t fall into the trap of thinking you can change them like a love-struck teen trying to reform a bad boy.

  • They have no direction

It isn’t a good sign when interviewees stumble on questions like ‘where do you see yourself in five years?’ or ‘what do you want from your next role?’.  These questions help establish a candidate’s expectations so you can ensure they align with yours and what the role and company can provide.  Not having an adequate response to these questions is a big red flag as to their motivation and drive.  

  • They’re unenthusiastic

Maybe they think the position is beneath them, they have no interest in the industry, can’t see the opportunities the company provides or are just going through the motions.  Whatever the reason, an unenthusiastic interviewee could turn out to be disengaged, unmotivated or passive in their position and hold you back in the long run.

  • They’re desperate

Even if they have the best technical skills, if they’re only applying because they need a job – and not because they have a genuine interest in the role, industry and company – it may be a short lived tenure.  With applicants who really need a job, you run the risk of them jumping ship as soon as something ‘better’ comes along, or not caring enough to perform well while they’re with you.

Want help with shortlisting to ensure you make the right hire? Speak with our shortlisting specialists today – contact Employment Office today on 1300 366 573.

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The effectiveness of job boards in modern recruitment advertising http://employmentoffice.com.au/effectiveness-job-board-advertising-modern-recruitment/ http://employmentoffice.com.au/effectiveness-job-board-advertising-modern-recruitment/#respond Tue, 13 Sep 2016 22:43:51 +0000 http://employmentoffice.com.au/?p=6300 read more →]]> As technology evolves, so does an organisation’s approach to recruitment. The landscape has naturally changed from humble beginnings of print ads in local papers, to a more advanced process of posting to online platforms like social media, apps and professional networking sites.

However the era of the modest job board isn’t yet over, as Tudor Marsden-Huggins, Managing Director of Employment Office explains.

“If organisations want to recruit top talent they need to use a wide range of recruitment advertising mediums to source the right candidate. While this means embracing new and emerging social platforms, it certainly doesn’t mean abandoning job boards just yet.

“When used correctly, job boards can act as great anchors in a recruitment campaign. Each time a candidate views your ad or your brand they’re on another step of the recruitment journey. Posting on your website isn’t enough, nor is just a shout-out on social media. Job boards used in conjunction with a diverse range of platforms will ensure your job opportunity is viewed by the right candidates at the right time,” he says.

So what is the right way to use job boards in today’s recruiting landscape?

Marsden-Huggins says it’s not just about what you post, but when and where you post, which impacts the effectiveness of your job board advertisement.

“HR Managers and business owners alike can no longer ‘post and hope’ anymore. Businesses simply can’t afford to keep posting on job boards without a strategy. Look into the statistics for your industry, what niche job boards are used, what keywords people are popular, what categories they’re posted in and when your target audience is online.

“In addition, managers need to be jumping in the back end of the ad stats regularly, checking the views and tweaking the wording every week to get a good result. This is when you can start incorporating other content streams, share the job ad link on your social pages, send it around internally for staff to share, and add the link to your website. Only a holistic approach to recruitment advertising will ensure an effective result.”

While the way we use and interact with job boards will constantly change, in 2016 they remain a valuable tool in the recruitment process and enhance an organisation’s advertising campaign when used correctly.

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Nurturing talent for the next opportunity http://employmentoffice.com.au/nurturing-talent-next-opportunity/ http://employmentoffice.com.au/nurturing-talent-next-opportunity/#respond Thu, 18 Aug 2016 00:50:57 +0000 http://employmentoffice.com.au/?p=6288 read more →]]> Nurturing Talent ConceptYou want to take your recruitment process from reactive to proactive but you don’t know where to begin. Sound familiar? Many organisations struggle to evolve their recruitment process enough to get to the ever-elusive point where applicants are coming to an organisation before there is even a vacancy to fill.

While it may seem like a pipe-dream we’re here to tell you the fantasy can be a reality, and is for many organisations across Australia.

The answer? Good quality talent pooling and candidate nurturing.

Tudor Marsden-Huggins, Managing Director of Employment Office, says employers need to treat candidates who don’t get the job- as well as the one’s who do.

“Employers need to consider that when a role is filled, it’s usually only filled with one person. This means if you’ve been lucky enough to have 100 applicants, 99 people won’t get the job. While some may be unsuitable, the top five candidates (or more) might all be great employees with a lot of potential, and best of all – they’re already engaged with your brand because they’ve applied for a role with you.

“But what happens to most unsuccessful candidates who apply with organisations without a talent pooling process in place? They’re left without any communication, any explanation as to why they didn’t get the job, and directed to a generic email that says their details will be kept on file.”

So what can employers do to engage these candidates even after they’ve been told they haven’t got the job?

Marsden-Huggins says it’s all about communicating relevant and engaging information to them until they’re ready to apply again.

“Hiring managers need to collect data on the candidates they’re turning away. How many are unsuccessful because they don’t have a certain qualification or because they were too nervous at an interview to answer the right questions? Maybe the didn’t know enough about the organisation or maybe they hadn’t had enough work experience.

“The point is, all these candidates will grow and develop and may turn into just the right person for one of your roles. If you communicate information like top tips on how to have a successful interview , or how to upskill in our industry – maybe even the top five facts to know about our organisation, then you’re educating and informing your unsuccessful candidates and as they grow and develop you’ll still be front of mind,” he says.

Ultimately the only way to nurture your candidates is to communicate with them over a period of time with great quality information even once they’ve been deemed unsuccessful. You never know when they might be right for your next role.

Consider implementing recruitment technology and software that can help you build and nurture a talent pool – contact Employment Office today on 1300 366 573.

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Salaries and job ads: how what you advertise affects your ability to hire http://employmentoffice.com.au/salaries-job-ads-advertise-affects-ability-hire/ http://employmentoffice.com.au/salaries-job-ads-advertise-affects-ability-hire/#respond Wed, 13 Jul 2016 04:12:09 +0000 http://employmentoffice.com.au/?p=6260 read more →]]> It’s common practice for Australian companies to leave wage information out of their job advertisements, a recent study by job search company, Adzuna, has found.

The study showed less than 20% of Australian jobs advertised through Adzuna included a salary whereas 73% of ads in the UK did.

So, should HR managers and business owners include salary in job ads, or not? And how does what you advertise affect your ability to hire?

According to Adzuna, advertising a salary is crucial, with job seekers three-times more likely to click on an online job ad that includes a salary, compared to ads that do not mention pay.

Managing Director of Employment Office, Tudor Marsden-Huggins, agrees stating if hiring managers want their advertisements to be noticed by the right candidates, they need to start advertising salary in job advertisements today.

“It’s as simple as that, without stating a salary range in a job advertisement your ad is far less likely to hit the mark with job seekers. Candidates, particularly millennials, are looking for information which is clear, concise and easy to absorb. If there is no indication as to what an employer will pay, candidates will move on to the next advertisement because they don’t want to waste their time.

“Whether you’re advertising on a traditional job board, on social media, or you’re head-hunting a candidate, as employers it’s our responsibility to be transparent with our potential candidates. At Employment Office we encourage all of our clients to disclose a salary range commensurate with skills and experience. This allows our clients to capture more, relevant candidates, but still have the opportunity to negotiate salary at offer stage.”

Not only does advertising a salary range build an honest and open relationship with candidates, according to Marsden-Huggins your job ad will be more easily found online too.

“Job boards have salary range categories for a reason and candidates are using those search functions to narrow down job listings to avoid having irrelevant results pop up.  If an employer doesn’t choose a salary band when uploading their ad, their job won’t appear in those search results – missing the target audience. When a candidate searches in a salary band and sees the range reaffirmed in the job ad they can self select in or out, depending on what they’re looking for in a new position.” he says.

So why are some employers still hesitant to spill the beans on salary in job ads? Marsden-Huggins says some employers still question whether to add a salary or not because they can be flexible with their salary range, it’s a new position for the organisation, or they don’t want to hire people who are only motivated by money.

“My advice here is to sort all those elements out before you advertise. Employers should only head to market when they have a clear idea of a role, responsibilities and budget, and if any of that is unclear they should speak with a recruitment professional who can discuss how best to position. Recruitment Advertising professionals know how to position a vacancy to ensure all workplace benefits are promoted, so your advertising isn’t focused only around money but you’re still able to capture the right candidates for what package you can offer.”

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Had a negative employer review posted online? Here’s how to respond. http://employmentoffice.com.au/negative-employer-review-posted-online-heres-respond/ http://employmentoffice.com.au/negative-employer-review-posted-online-heres-respond/#respond Mon, 13 Jun 2016 03:31:41 +0000 http://employmentoffice.com.au/?p=6200 read more →]]> Employers aren’t the only ones dishing out performance reviews these days.  Thanks to websites like Glassdoor, employers are under more scrutiny than ever, with thousands of users logging on and posting critiques of current and past employers every day.  

Reviews from past or present employees, or even from candidates,  paint a picture of what your organisation is like – providing a summary of the good, the bad and the ugly of the employment experience.  These sites aim to give candidates an insight into the virtues and hardships of various workplaces before a candidate even sets foot in the door.  

Like any online review tool, it can be hugely beneficial or terribly damaging depending on what’s said about your organisation and how it gets handled.

Employee review sites are here to stay, and ignoring them isn’t going to help your cause.  At last count Glassdoor has over 8 million company reviews and even more registered users.  Australian job board Seek is also getting in on the action.  They recently debuted their employer review site and have established a growing base of over 90,000 reviews in just a couple of months.

So you’ve noticed your organisation has received a review and it’s less than glowing.  What do you need to keep in mind when crafting your response?  Here are our top tips for turning a negative review around.

Be professional.

When responding to negative reviews it is crucial to always take the high road.  No matter how personal or unwarranted you believe a complaint may be, don’t fall into the trap of arguing the point with a disgruntled reviewer.  Reviews are left anonymously, however your response will be attributed to your business.  So if it gets into tit for tat, there’s only going to be one loser – you.  Keep the tone courteous and polite, and stick to the facts.  Acknowledge the comment and provide an accurate account of how the situation occurred and what you are doing to take action.

Say thank you.

Don’t underestimate the power of a thank you.  It’s important for people who’ve left a review to know you’ve seen it, read it, and appreciated their input – good or bad.

Be authentic.

It’s 2016.  Candidates are quite savvy these days and can pick when they are being spun a line.  When responding to a negative review, make sure you are honest about the steps your organisation is taking to overcome the challenges employees may have experienced in the past.  

It’s worth noting that candidates aren’t looking for the perfect employer – there really isn’t any such thing, but if you can show that you listen to feedback, even if it’s negative, and work with your people to make meaningful improvements, you are demonstrating employer of choice behaviour.

Take action.

Employer review sites aren’t only for potential employees to scope you out.  It’s also an opportunity for employers to hear about what is and isn’t working for your team.  For a whole host of reasons, sometimes complaints aren’t captured in employee engagement surveys and exit interviews.  Employer review sites are another way you can learn about what some of the red flags are when it comes to your EVP, workplace culture and employer brand.  

Tackling organisational change is hard, but if you want to have engaged, happy employees who will be happy to leave you glowing reviews, you need to put the work in.  If you want to talk the talk, you’ve got to walk the walk.  So take these insights and use them to create change!

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Testing your candidates?  The fundamental ingredient you’ve been missing http://employmentoffice.com.au/testing-candidates-fundamental-ingredient-youve-missing/ http://employmentoffice.com.au/testing-candidates-fundamental-ingredient-youve-missing/#respond Tue, 10 May 2016 06:19:42 +0000 http://employmentoffice.com.au/?p=6101 read more →]]> Most employers recognise the value of digging a little deeper into the psyche of a potential employee with some form of screening test.  But which type of testing yields the best results in revealing your next great hire?

For years, behavioural testing has dominated the screening test market, with employers focused on finding the right personality fit for not only the role, but the organisation.  But there’s a new method that’s changing the way we think about candidate screening – cognitive testing.

Cognitive tests assess a candidate’s competence and role suitability and predict future job performance. In a psychometric assessment context, this usually means numerical reasoning, verbal reasoning, abstract reasoning and mechanical reasoning tests.

Paired with a behavioural or personality test, employers are able to determine the best role fit for a candidate before even meeting with them face to face.

While a personality test won’t demonstrate whether or not a person can think quickly or critically – a cognitive test will.

Employment Office Managing Director Tudor Marsden-Huggins says he suggests clients use cognitive tests for all senior positions and any role which involves managing people.

“While you can issue cognitive tests for any position, it’s not something that’s essential for all roles. But for any senior or complex roles, or any positions requiring high-level decision-making, it is absolutely essential to screen candidates with a robust cognitive test.

“These tests are all about mental aptitude rather than just behavioural attitude. It is essential to determine a candidate’s proficiency to perform according to their logical, numerical, verbal and mechanical abilities, depending on which skills are needed for the position.  This method gives you the strongest indication available as to whether a candidate can actually do the work. Combined with a behavioural test, a hiring manager is able to get the most complete picture of how well each candidate will stand up to the challenges of the role,” he says.

This type of testing is increasingly popular for employers due to it’s ease of availability, it’s affordability and it’s accuracy, Marsden-Huggins says.

“These tests aren’t just for multinational corporations with sophisticated recruitment processes, small and medium business owners often can’t afford to pay the cost of recruitment, only to realise the new hire doesn’t have the skills for the job just a few weeks or months later. A cognitive test will help select the right person for the job based on performance-driven data. The tests are not only accurate,  they are also affordable, so it’s good news for everyone,” he says.

If you’re interested in using cognitive testing as part of your next recruitment process, Employment Office can help. We offer a large range of logical, numerical, verbal and mechanical cognitive testing options priced at $75 per test per candidate.  Call 1300 366 573 or email amber.dique-bellette@employmentoffice.com.au today. 

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Great candidates join community-minded companies. Here’s why. http://employmentoffice.com.au/great-candidates-join-community-minded-companies-heres/ http://employmentoffice.com.au/great-candidates-join-community-minded-companies-heres/#respond Tue, 10 May 2016 05:41:53 +0000 http://employmentoffice.com.au/?p=6097 read more →]]> It always feels good to help your fellow man, but did you know that increasing your organisation’s social impact also makes them more attractive to prospective employees?

A recent study by US non-profit Net Impact found that 53 per cent of workers said a job where they could make an impact was important to their happiness.  72 per cent of students about to enter the workforce agreed.  And most would even take a pay cut to achieve that goal.

As employers, of course we can’t ALL be working on a cure for cancer or  developing ways to end third world poverty, but we can initiate a Corporate Social Responsibility (CSR) program into our workforce plans.

As Millennials continue to dominate emerging workforce trends, it’s important to consider that a large portion of this candidate demographic are preferring to align themselves with business and brands that support worthy causes and are socially aware. Organisations with a co-ordinated and purpose-driven corporate social responsibility program not only engage and retain existing employees, but also attract a younger, more community-minded, candidate pool.

Tudor Marsden-Huggins, Managing Director of Employment Office, established Tour de Office, a corporate charity event and workplace wellness initiative to satisfy the CSR needs of his own growing business.  Five years on, he credits the event with helping to attract socially motivated candidates, while also keeping existing employees motivated.

“Millennials want to feel a sense of purpose at work, and if you can clearly demonstrate how your organisation makes a positive contribution to society, you’ll be in a better position to attract engaged and motivated candidates who want to work for a brand that’s committed to social impact.”

When deciding on a CSR program, it’s important an organisation considers their options carefully, and settles on a program employees will be passionate about supporting, and perhaps incorporate a few synergies with your industry and the work you do.

“You also need to think about CSR initiatives as a long-term commitment.  These programs take a while to gain traction and grow within the employee base.  Pick something you can stick to and make sure you promote it throughout the organisation.  Whether it’s a video on your careers site or updates on social media, organisations must consistently highlight their CSR strategy and results in ways that are easily digestible for millennials,” he says.

When communicating information about CSR, organisations need to share stories of impact rather than drowning candidates in data-driven content, Marsden-Huggins says.

“Millennial candidates don’t want to look at statistics when it comes to CSR programs.  It’s the stories of genuine human impact they connect with. If you capture these stories well and make them easily shareable online, you’ll notice your CSR program can really take your employer brand to the next level,” he said.

Implementing a fun and rewarding CSR strategy has become an essential tool in securing top talent and engaging existing employees. With solutions like Tour de Office available for organisations of all sizes, today is the day to execute a CSR strategy the candidates of tomorrow will thank you for.

Tour de Office is an all-in-one workplace wellness and employee engagement tool which sets organisations up for success in a tried and tested corporate philanthropy event. A great way to boost your workplace culture, Tour de Office can cater to any business size and need, check out the website here or contact event manager Jessika Woolford at jessika@tourdeoffice.com to find out more today.

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Always be recruiting, even when you aren’t hiring http://employmentoffice.com.au/always-recruiting-even-arent-hiring/ http://employmentoffice.com.au/always-recruiting-even-arent-hiring/#respond Tue, 12 Apr 2016 00:54:42 +0000 http://employmentoffice.com.au/?p=6046 read more →]]> With the unemployment rate hovering around the 6% mark, it’s clear that there are candidates out there, actively looking for work. But speak to any hiring manager out there and they’ll tell a different story – that good people are hard to find, and the skills shortage we’ve been hearing about for years is a reality reaching crisis point for organisations across the country.

For companies wanting to escape the cycle of reactionary hiring, it’s heartening to know there is a better way. To eliminate long-term job vacancies, and secure the best talent for every position, a shift in the hiring mindset can set an organisation on the right path.

Employers need to shift from “hiring as needed” to an “always recruiting” mindset. One of the key issues is that businesses don’t’ always recognise the difference between hiring and recruiting. Hiring is about fulfilling an immediate need for a person with particular skills in your business. It’s reactive, and not the most efficient way to attract top talent.

You are at a disadvantage from the very start of the hiring process, because every day you don’t have someone in that role you are losing money. You’ll have to scramble to fill the role and it’s more likely you’ll settle for a substandard candidate, fearing no-one better will come along in the tight timeframe you need them.

Anyone who has advertised a position knows that great people are often hard to find. Hoping that the perfect person will be available at the exact time you choose to advertise is not only illogical, but risky. To put yourself in the best position to secure top talent, you need to always be keeping an eye out for people who might fit your business.

There are a few steps every organisation can take to make the move from reactive hiring to proactive recruitment.

1. Know who you are looking for.

Have clear workforce goals for today and anticipate where your talent needs will be tomorrow. Know the existing positions that are critical to your organisation’s ongoing success, and identify new roles you will need to enable the growth and expansion you envisage for the future. Be clear on the type of candidate you want to attract, paying attention to demographics, key motivators and channels for interaction.

2. Invest in your employer brand.

At the end of the day, recruitment is marketing. Much like consumer marketing, recruitment marketing is all about how candidate markets perceive your brand as an employer, and the journey you take them on to convert them to employees when the time is right. Build the right communications platform for your employer brand to give candidates a clear picture of what it’s like to work for you. Get active on social media and make your careers site interactive, informative and mobile-friendly.

3. Create a talent pool.

If you are always recruiting, you will need an organised way of keeping track of great candidates you may want to extend an offer to in the future. Using an online talent pool, usually linked to your Applicant Tracking System or e-Recruitment software will give you the opportunity to nurture candidates by sending them engaging content that not only educates them on your business and culture, but also prepares them for the right opportunity with you.

4. Makes sure every candidate experience is great.

It’s important to make sure every candidate that enters your recruitment funnel has a good experience with your company. Even if you don’t hire a candidate right away, that doesn’t mean you won’t want to call on them for another role in the future. Or they may become a client – their candidate experience with your company will influence this relationship. Make sure your keep all candidates informed, engaged and give them all the information they need to be a proponent of your organisation.

Recruitment doesn’t start when someone leaves. It is a never-ending process that eliminates the need for the hasty hiring of lacklustre talent and saves you time and money. Recruitment gives you control. Recruitment should be happening every day as a part of your weekly activity. Even if you think you have the “perfect” staff in place, you never know when that might change. So always be on the lookout for that next great employee.

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Is Your Employee Value Proposition Up to Scratch? Top Tips To Have Your Candidates Lining Up http://employmentoffice.com.au/evp-scratch-top-tips-candidates-lining/ http://employmentoffice.com.au/evp-scratch-top-tips-candidates-lining/#respond Tue, 12 Apr 2016 00:44:36 +0000 http://employmentoffice.com.au/?p=6042 read more →]]> Employer branding has been gaining traction as the buzz-word of the moment in HR and recruitment circles, and for good reason.  As the war for talent rages on, employers are rapidly realising their employer brand is just as important as their consumer brand when it comes to building a successful business. Deeply rooted in the foundation of a strong employer brand is a compelling Employee Value Proposition, or EVP.  Essentially, this is ‘the give and the get’ of the employer/employee relationship.  What are you expecting from an employee in your organisation, and what can they expect you to provide as their employer.

Developing an EVP that will not only attract great candidates to your business, but also engage them and keep them happy when they are there is no easy feat.  It involves significant planning, requires the buy-in of senior leaders and needs to be executed and communicated well to have the desired impact.

We’ve put together a few tips to help you get on the right track to developing an Employee Value Proposition you’ll be proud of.

1. Have a good understanding of what’s going on with your workforce

Just as marketers conduct consumer research to get an insight into what their target markets think and feel about their brand or product, it’s just as important for those working on the employer brand to have a good gauge on employee sentiment and how people feel about the current EVP.  Engaging an experienced Employer Brand Strategist to conduct a series of one-on-one interviews with key stakeholders will give you a good indication of where the EVP is working and where it needs improvement.  An employee engagement survey and an analysis of exit interview data can also reveal the positive and negative aspects of your organisation’s employee value proposition.

2. Know who you want and what you have to offer them

An EVP workshop is a great way to involve all the key stakeholders in the process of defining the candidate personas you are trying to attract.  Working together as a group to determine the demographics you are looking for, in addition to the key attributes and personal characteristics you associate with your most successful hires, will put you on the right path to identify their motivators and the EVP elements they will insist on when making their next career move.

3. Close the gap between real and ideal

In every employer branding project, there comes the time when you discover the existing EVP, and the EVP that appeals to your ideal candidate, doesn’t quite match up.  Organisations need to review their EVP regularly to make sure it accurately addresses the key needs of employees, and is enticing to new candidates.  When refining and adding to your employee value proposition, there are a few key questions you need to keep in mind: Is it attractive? Is it true? Is it credible? Is it distinct? Is it sustainable? If if ticks all the boxes, that element of the EVP should make the shortlist.

4. Define your position in the market

As with any other form of branding, it’s important to know what your competitors are doing.  Your competitors for talent won’t necessarily be your competitors for customers, so it’s important to recognise the difference.  Know who you are competing against for your target demographic and ideal candidate persona, and make sure your employee value proposition is not only competitive, but gives you an edge over these other employers.

If you’d like more information on creating a strong employer brand, supported by a compelling EVP, contact Employment Office’s As you can see developing an EVP  isn’t a simple or easy task and neither is then developing tactics to clearly communicate your EVP messages. If you’d like assistance with Employer Branding or EVP development services contact Brooke Chapman – Employer Branding Team Leader on 1300 366 573 today.

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