Feb 7, 2019
Truth You Can Act On:
Develop a purposeful employment brand. Most companies spend a lot of time, energy, and money making sure brand messaging is dialed in with clients. But when it comes to job candidates, branding is just an afterthought. Don’t make this mistake. Identify your candidate population, show them they matter, and craft a targeted message that connects with them. Show them who you are as a company and what you stand for.
Optimize your onboarding. Don’t confuse “orientation” with “onboarding”. Onboarding starts from the very first touch. Your goal is to make a candidate want to work with you so bad, they are going to make it happen no matter what. When they accept the job, your onboarding should progress into a 6-month integration—with multiple meaningful engagements along the way.
Measure engagement. According to Gallup, only 27% of workers in the US are engaged. What do these numbers look like in your organization? In order to retain talent, you must be brave enough to know where you stand in terms of engagement.