How Can You Measure Your Employer Brand Success

How Can You Measure Your Employer Brand Success Measuring employer brand has notoriously been tricky. You ask employer brand managers all around the world how they do it, and everyone has a different answer. So weve collated 10 ways to measure your employer brand from 10 employer branding masters.  Each with own KPIs, metrics and solutions.   Measuring your employer brand will help you monitor your reputation as an employer and determine if your employer brand resonates with your target audience. Jennifer Johnston We measure the success of our employer brand in terms of both attraction and retention. When our recruiters do reachouts, have we built enough awareness around our reputation as a best place to work that cold prospects are at least a little curious and take our call? When candidates go to Glassdoor, does what they read make them more, or less, likely to accept our offer? When recruiters from other companies call our employees, is our brand magnetic enough to help us hold on to our people? We also look at social shares, awards won, and ratings on reviews sites Jennifer Johnston, Senior Director of Global Employer Branding, Salesforce Estela Vazquez Perez I have documented KPIs that are priority to the business, people and brand strategies. This framework allows me to be flexible to select the outcome and put my focus on the chosen targets. The KPIs in the employer brand scorecard also have dimensions according to the team leading the conversation, for instance, recruitment seeks transactions and conversions, communications seeks more approval from the social, economic and political  system, brand seeks memory imprints, hr wants engagement. You need to craft a combination that will satisfy the team. There is no one fits all scorecard. Although some measures are a must every time, 50% will be relative to the situation. Estela Vazquez Perez,  Global Employment Brand Director, Royal Bank of Canada Carmen Collins I see a lot of people ask “what is the one way to measure employer branding?” Or “what is the one KPI that you use to show the impact of this benefit program?” If that’s your approach, you’re asking the wrong questions. First, start with your goals. Without clear goals, you’ll never be able to measure success. If your goal is to retain employees by adding a benefit package, your measure of success would be employee retention and feedback on that package. If your goal is to drive awareness, there’s a metric for that. If your goal is to get clicks to job openings, there’s a metric to that. Set clear goals and measure against them. Carmen Collins, Social Media Talent Brand Lead, Cisco Jörgen Sundberg What are the metrics that matter to the business? Those are the ones you want to focus on for your employer brand measurement. Try to keep them to no more than three main ones, or else it gets confusing. You’ll want to start with establishing a baseline, it doesn’t really matter what the result is. What matters is the brand’s trajectory over time. We have developed the Employer Brand Index to help companies measure their reputation as employers over time, sometimes a 3rd party evaluation can have more gravitas than one made in-house. Jörgen Sundberg, Employer Brand Consultant CEO, Link Humans Hannah Fleishman Most companies I talk to about employer branding do one of two things: They measure everything, or they measure nothing. Tracking every email click-through-rate, web page view, and application conversion rate is a good idea in theory, but what does that actually tell you about the impact of your efforts? Pick metrics that you know you can have an impact on, but that also move the needle on your overall recruitment goals. For example, increasing visits to your jobs website month-over-month might be a good goal because your employer branding efforts will drive traffic to your site, while that traffic can lead to an increase in job applications over time. Hannah Fleishman, Inbound Recruiting Manager, HubSpot Ton Rodenburg There are direct and indirect results to measure. Being an evangelist myself of branding inside out, I see ‘engagement’ as the ultimate measurement. A spirited team is the source and success factor to spreading the virus and ensures authentic and real great experiences. From this engagement you can measure ‘performance’ and ‘advocacy’ in all distinct KPI’s. These are the main results from having an engaged workforce; they perform better, and are enthusiastic to communicate about their work and club. And of course, in our daily reality, of employer branding being in the recruitment or HR department (alas), the key success indicators are about recruitment KPI’s; quality of hire its most significant (and hard to measure), and other more tactical indicators such as cost of hire, time to hire, cost of empty seat, open applicants, number of quality applicants, satisfaction with hiring managers, a.o. Ton Rodenburg, Employer Branding Strategy Director, ARA M/V Human Resource Communications Audra Knight This is tough because it really depends on your team goals and company business goals. If you open a new office in a new country, brand awareness in that area can be a success. Quality hires is always ideal with your recruitment marketing efforts but getting people in the top of the funnel is important too! I would start by asking what success looks like to your boss and planning your recruitment marketing around that. Audra Knight, Recruitment Operations Manager, Tenable Sarang Brahme I think it really depends on what the objective of your employer brand programme is. If it’s only about hiring more people then traffic, number of applications and diversity can be a good measure. However, if it’s about hiring, engagement and retention then we need to look at a broader set of measurements like the share of voice of your employees on social channels, social media engagement / talent brand scores, impact on hiring and retention, review site rankings. Some companies also  work with consultants to build a dedicated review / survey by employees and external talent community to measure the brand impact. Sarang Brahme, Global Social Recruiting   Talent Brand Manager, Capgemini Shaunda Zilich Reach, engagement, and action are the simple ones to measure.   I think we have greater things to measure in sentiment analysis but also beyond that in behavior analysis of those that promote our brand (brand ambassadors â€" not just those we hire or even just employees).   This measurement will show deeper areas of strengths and weaknesses. Shaunda Zilich, Global Employment Brand Leader, GE Jaclyn Campbell Specifically with LinkedIn, I track monthly analytics very closely. I look at engagement, growth rates, and clicks through to job postings and our careers page. Google Analytics is also very helpful to measure the traffic on our careers page. I regularly monitor Glassdoor to track our employer and CEO ratings, as well as pageviews. Lastly, I track time to hire, source of hire, candidate satisfaction scores, and retention rates. To tell the best story, I recommend tying together the data from multiple sources that paints the overall picture of impact. Jaclyn Campbell, Employer Brand Consultant, Optus

Advice for Women Who Want to be Entrepreneurs

Advice for Women Who Want to be Entrepreneurs This post was written in association with the  mechanical engineering programs  at Conestoga College. Last week, I published a business card giveaway.  I  was impressed by the number of new women entrepreneurs that entered to win!  Go ladies!  Since I have a corporate job, most of the advice on this blog is about navigating your career in the corporate world working for someone else.  But, we do need many of you ladies to go start your own businesses! I am going to start adding a few more posts here and there about working for yourself and becoming an entrepreneur.  In my experience, I never really thought that I had what it takes to be an entrepreneur until I went to business school. I realized that maybe I did.  So if you have never thought about becoming an entrepreneur, dont skip these posts.  You just never know where you interests, skills and motivations may take you in the future! Last week I attended a panel of 4 women entrepreneurs at the University of California, San Diego. These women did not hold anything back and they each gave very practical advice. I took notes and wanted to share them with you today! The panel consisted of: Holli Garret:  Founder of a company called  ECOtopics that  helps educate professionals about the clean technology industry. Michelle Khine: Professor and Founder of two companies,  Shrink Nanotechnologies Inc.  and  Fluxion Biosciences Kristina Maria T-Gutierrez:  Founder of  WomenGoGlobal, Co-Founder of  KaMasaJei BioDynamics Massage  and Founder of  GeniaBella Arts Music Publishing. Dr. Ulwyn Pierre:  CEO of Pierre Associates, Inc., an international management consulting and executive coaching company. Why did you want to become an entrepreneur? To leave a legacy. To make the world a better place. What is the best advice you have received: Of course you can, why not! If she knew how good she was, she would. Why do women entrepreneurs have an advantage over men  entrepreneurs? (sorry guys, please dont send me hate mail!) Collaboration being able to share knowledge and be on the same team. Being able to multi-task better than male counterparts. Males focus on one thing at a time and women can juggle better. Women are more persistent, determined and motivated to prove to themselves that they are just as good as a men (especially in science and technology where there are so few women!) Women can be more sensitive to nuances and subtleties.  Women  tend to go with our gut instinct. What are the biggest mistakes that women entrepreneurs make? Taking constructive criticism too personally. Using best friends as partners even though they arent a good fit. Not starting there arent enough women entrepreneurs! Ever thought about starting your own business?  If so, please share your advice!

A Seat At The Table

A Seat At The Table The following is a guest post by Shonda Scott.  Her bio follows. In business and in life, I have a mantra that has given me the courage to succeed in a world that was not initially inclusive. And that mantra is: Take (or make) a seat at the table. Being an African-American woman who is also a single mother puts me into the category of a multiple-minority business owner. And let’s be honest, the business world has a difficult enough time accepting singular minorities; so having to face numerous levels of judgment upon entering a room has never come as a surprise to me. But it has never sat well with me either, which is why I amended my mantra to: Always take a seat at the table, even if you do not believe you belong. Who Will Define You? Half the battle here is not allowing others to define what you should be, who you should be, what you should do, where you should go, etc. and to move beyond the barriers, beyond the mental noise that blocks your progress. Having a spirit-filled mind as well as a commitment beyond your own agenda is what will ultimately allow you to soar. In order to be heard and respected, you have to learn to be comfortable taking your seat at the table. You have to own it, believe it â€" even when others don’t. The first time you are at the table it may be okay and, often times, best, to just sit and listen. Allow yourself to take in enough about the situation to be able to speak intelligently about it. By listening and absorbing, you’re able to then speak with confidence and assurance. You do not need to know everything before you speak; but you should speak on that which you do know, so that you know what you’re talking about is accurate. Claiming Your Place Now, in the interest of total transparency, I didn’t initially follow my own advice. When I first started in business and would walk into a boardroom or meeting, if there were three seats available â€" one at the table and two in the row behind the table â€" I would always take a seat away from table thinking I would have better vantage to view the entire meeting. But, thankfully, my mentors taught me a very powerful lesson early in my business life: When you’re sitting separate from them, you may very well notice everyone at the table, but that doesn’t mean they will notice you. For example, time and again we see men like Donald Trump who, despite having limited qualifications or experience in an area, nevertheless take their seat at the table and prevail. This is because they claim their place and own it, and by doing so allow others to see them in the same fashion. This is powerful and definitely effective. The more often others see you at the table, the more they start to believe you belong there too, and even begin to make room for you and all that you represent. And it has the added advantage of making you believe it too. Since learning this lesson, I always look for my seat at the table and encourage my team to sit at it with me. The Ripples Of Your Actions I also believe that by taking a seat at the table, you’re not only claiming it for yourself, but also for the generations who preceded you and for those who will follow. If you don’t take a seat, they may not either. Taking a seat claims a spot for others as well. Taking a seat breaks barriers and lets others know you belong. When my team and I walk into a meeting, be it for a tech or construction company or even media outlets, we are poised, educated, confidential, kind, and successful. Those who don’t know me â€" or my role and track record for implementing change in the name of inclusivity â€" are forced to get over every stereotype that they bring to the table. And by the time we leave, we have broken each and every one of those stereotypes. As a matter of fact, we smash them into little pieces! Owning Your Place At The Table These days it’s about me defining my own life, career and path. I always say that, when I initially walk into a room, you may see me as my demographics â€" woman, African-American, single-mom. But by the time I leave, your view will have changed: you’ll now see an intelligent woman of integrity who happens to be African American, and a successful mother full of love, passion, and commitment to her well-adjusted son. So, wake up each day with a positive affirmation about yourself. Walk the walk, take control of your destiny, and always reach back. And be sure to always take your well-deserved seat at the table. SHONDA SCOTT Shonda Scott (shondascott.com) is a recognized business woman, civic leader and philanthropist. In 2012, she was appointed to President Obama’s Platform Committee. She later served on The White House Council for Women and Girls inaugural committee of community leaders. Ms. Scott serves as CEO of the Oakland-based consulting firm, 360 Total Concept, solving complex business challenges for clients like Uber, Comcast and McDonald’s, all while staying committed to improving local communities worldwide. For that she was chosen to receive the International Stevie Awards’ Female Entrepreneur of the Year 2016.  As a passionate philanthropist, Ms. Scott founded The Pink Access Foundation, a non-profit cancer foundation that uses creative approaches to bring awareness and raise funds to support organizations providing services to cancer survivors in underserved communities. And as an extremely proud single mother, Ms. Scott regards her beloved son Austin as her greatest achievement in li fe. . Image credits. Main.    Who.  Stereotype.

Push and Pull Personal Branding Strategy - Personal Branding Blog - Stand Out In Your Career

Push and Pull Personal Branding Strategy - Personal Branding Blog - Stand Out In Your Career If youve taken any marketing class than youve heard of a push and a pull strategy.   A “push” promotional strategy makes use of a companys sales force and trade promotion activities to create consumer demand for a product. A “pull” selling strategy is one that requires high spending on advertising and consumer promotion to build up consumer demand for a product. This works in the same fashion when building personal brands, to some extent.   When I first started blogging, I commented on just about every blog and emailed hundreds of people, which of course doesnt scale to well as you build your brand name.   I didnt have a sales force, but I did create evangelists throughout the world to help spread the word.   Aside from commenting on blogs (I still do!), I was writing articles for other blogs and magazines and participating in various associations.   After about 6 months, my strategy transitioned from push to pull because my brand became more visible and people started coming to me, instead of the reverse.   By accumulating value and a network, I could invest more time into being productive with the magazine and now book.   It almost works like a game of tug-of-war, which Im sure most of you have played in your lifetime, whether at college or camp.   You let people win the first few games and then its your turn to pull and claim victory.   Throughout the loses, you learn what youre doing right and wrong. To me the real goal of personal branding is to be recruited based on your brand (who you are, what you can provide and what youre passionate about).   Its far easier for this to happen when youre name is out there, but it cant get out there without pushing first.

8 Ways to Know if a Job Abroad Is Right for You CareerMetis.com

8 Ways to Know if a Job Abroad Is Right for You Source:Pexels.comThe journey your career takes you on is seldom straightforward. You get on with it with plans and different ideas of how you would like for it to turn out. But sometimes, a surprising opportunity may arise that could change everything, and this opportunity could be your chance to work abroad.Working overseas offers many benefits. You can learn a new language, gain experience and opportunities for career development and personal growth, meet new people, and travel and explore different places. It will definitely be a life-changing experience, wherever you may end up going.Taking a job abroad presents all types of challenges. While it can definitely strengthen your leadership skills, living and working overseas does not necessarily suit everyone. So apart from considering if the job offered matches your skills, experience, and knowledge, you also need to think about whether working abroad is the right fit. evalHere are eight ways to know if working abroad is just the t hing for you.1) You are OrganizedAs you prepare to leave, you must spend plenty of time organizing not just your possessions but also your paperwork, contacting reliable visa consultants in advance.You also need to read up on the country you are going to and make all the necessary travel arrangements.Though your employer will help you relocate, you still need to know the different aspects of your new neighborhood once you arrive. It’s best to get help from immigration consultants to avoid costly mistakes and delays. For instance, if you’ve got your eye on Canada, a visa consultant can provide you step-by-step assistance on how to move to Canada from the UAEIt is thus in your best interest to get the help of immigration consultants so you can make informed decisions during your journey to living and work abroad. 2) You are an Adventure SeekerIf you take a job abroad, everything will be an adventure, especially during the first couple of months. From attempting to open your bank a ccount to navigating your first shopping trip, to exploring your new vicinity â€" everything will be totally unfamiliar.These are ordinary tasks that must be approached enthusiastically and energeticallywhile you are working out the lay of the land. On the contrary, that sense of adventure will mean that your options are endless for your holidays and weekends.3) You are Financially StableIf you are not financially stable, it is not a good idea for you to work overseas. Initially, you may end up spending your money to pay an advance deposit for your flat, invest in new furniture and even ship all your belongings to your new residence.evalEven when there is a secure job waiting for you overseas, you have to make sure that you have enough money to compensate for everything, including unexpected and last-minute expenses. This will serve as a cushion so you will have space and time to figure out your next steps.Experts suggest saving at least 30 percent of every paycheck for a year befor e moving abroad.4) You are Adaptable and PatientLiving abroad requires tolerance and flexibility. You need to learn to be calm despite some initial setbacks. For instance, you may experience getting lost in a new city because you got into the wrong bus, or perhaps your dinner got ruined because you picked out an unfamiliar ingredient or dish.You may find yourself in situations like these that will test your patience and resilience. You also need to adapt your working practices to a new culture. Your adjustment experience will help you become a patient and a confident person once you return to your home country.5) You Love Working CollaborativelyWhatever your new role is, you have to work collaboratively with your new team even when you are working independently in your home country. And since every country has its own work culture, traditions, and bureaucracy, you must get help from other people to easily navigate these grey areas.As workplaces become even more globalized, developin g your cultural intelligence Even so, you will still find yourself needing to cope with feelings of isolation and loneliness more than before. You need to be prepared for this or else, you will end up feeling terribly homesick!7) You Have a Solid FoundationTaking a job abroad to escape from family problems or get away from a bad relationship will cause you a lot of headaches and heartache in the long run.So before moving abroad, you must ensure that your most important relationships are stable, leaving behind a foundation of people who will support you during this new chapter in your life.Hold on to the people who really care about you and get rid of those you make your life miserable. This way, even when some people around you who think that you are crazy for taking a job abroad, you are confident that there are the special ones who are willing to support and love you through it.8) You Want ItChoosing to live and work abroad should not be done for negative reasons. Never do it beca use you want other people to be jealous of your lifestyle or because you assume that life there is far better than in your home country. Instead, do it because you cannot imagine your life any other way.evalThere are people who want to settle down and just have a 9-to-5 daily routine. But when you are someone who is looking for something exciting, then the expat life is right for you. And you will surely find a way to make all your dreams come true.Are you Ready to Fly?Deciding to work and move abroad can be both very scary and exciting. You are embarking on a new adventure and you will be faced with a foreign language, culture, and lifestyle that you may be completely unfamiliar with. This is why working overseas is not a decision to make lightly.When you are not prepared for the potential challenges, you can end up quitting and going back home even before you had a chance to adapt. Bear in mind that being an expat is not easy, but it can also be rewarding.If you’re unsure about taking on the expat life, think about the above-mentioned eight ways to know if you are ready to work and live abroad.

Common Business Challenges to Overcome

Common Business Challenges to Overcome When you run a small business, you have to make sure that every aspect of your company runs as smoothly as possible at all times. Think of all of the different components that allow your company to function like cogs in a machine. It only takes one cog to malfunction for the entire system to be thrown into chaos and disarray. Now, hopefully, everything is plain sailing for you and all of your different cogs run perfectly in time. But every now and again, you are bound to experience a few issues at some point or another. So, in order to be able to identify problems and rectify them as quickly as possible, it’s best to be aware of what can wrong and how to fix it before problems actually arise. So, here are a few common and widely experienced business challenges and how to best overcome them! IT Problems Nowadays almost every business is becoming increasingly dependent on technology. Regardless of the products we are selling or the services that we are offering, we’re having to sell, advertise, and work online. So it’s important that all of your IT is up and running at all times. Generally speaking, you’re best off outsourcing your IT department. Now, if you’re not yet familiar with the term “outsourcing”, it’s about time that you get to grips with this basic business practice. When you “outsource”, you contract certain aspects of your work out to alternative agencies or companies. Now, when you’re outsourcing your IT department, you should pair up with an individual or company that will engage in using technology to solve business challenges. They will tailor plans to your company and its needs, as well as ensuring that all of your tech systems are up and running as they should be at all times of day and night. It’s important that you do your research before pa rtnering up, as you want to ensure that the individual or agency you outsource to meets all of your requirements. Preferably, they will take full responsibility for your IT systems, dealing with third parties on your behalf rather than asking you to carry out part of their work for them. They should also be able to communicate with you effectively without using complicated jargon. You want problems and their resolve to be highlighted in layman terms so that you can keep an eye on what’s going on without having to oversee and research everything. Finally, find a company that charges fairly. Many will charge per device, so if something goes wrong, they earn a lot more. Think about it: one individual within your company can use a number of devices. They may have a desktop computer, a laptop, a tablet, and a smartphone. This means that you would be charged four times over to ensure that everything they are using is up to scratch. Instead, look for an agency that charges per user. This will prove much more cost effective, as everything they use will be repaired and put to rights with just one charge. Conflict Between Employees No matter how professional your employees may be, there’s bound to be some sort of conflict between at least two members of staff at some point or another down the line. It’s inevitable. After all, we’re all only human and sometimes different personalities or attitudes just won’t gel all too well. However, conflicts between employees can have a negative knock-on effect on your entire workplace as well as your profits. Think about it. Colleagues tend to make friends with other individuals in the office. But when two colleagues fall out, details of the fall out are likely to spread around the office and it is highly likely that employees who aren’t even involved in the initial conflict will start to take sides. This can cause a rift in the workplace, which is highly detrimental to the working atmosphere. Having conflicts also means that people are focusing on drama rather than their work, so their output will be reduced. Now, there are two things that you can do to help resol ve conflict between employees. The first is to take on a HR department. HR stands for “human relations” and amongst other responsibilities, the HR department will help to address any major problems such as discrimination, abuse, or harassment that might establish itself in the working environment. They can also help to settle down any minor workplace drama, encouraging staff members to talk and resolve their conflicts in a professional and neutral setting. The second is to actively encourage your workers to work together. This can be achieved through team building activities. Team building exercises can be almost anything you want them to be. They can be short, taking up just ten minutes or so at the beginning of the workday, or they can be extensive with you dedicating an entire day solely to team building activities. They can take place in the office or outdoors. There really is a lot of room for creativity. Now, this is by no means a comprehensive guide of all of the potential issues that may arise, but knowing how to deal with two is definitely better than being entirely unprepared. While these are just two business challenges that frequently arise in any business, knowing how to deal with them can save you a whole lot of time, stress, and money. After all, leaving problems to worsen will only result in a loss of profits and ensuing chaos, while handling them in the wrong way can prove even more problematic, as you are likely to create further issues, which will then have to be cleared up and resolved too! So, hopefully by knowing how to deal with IT issues and conflict between employees effectively, you’ll be able to tackle the problems as quickly as possible and stem the problem before it evolves. Your business should continue to run smoothly and you can continue making profit and establishing yourself as a respectable and reliable brand to your potential clients and customers!

Know More About Servers Resume Examples

Know More About Servers Resume ExamplesServer applications are commonly found on the web and need server resume examples. A resume has the ability to give a good idea about the person who is applying for the job.Server help the company in providing the necessary information regarding the application of their server as they are efficient to have the right information about them. However, there are some server help services which can be useful as well.Server help services are often provided by the companies themselves. They would inform about all the features of the server that a client needs to know and would also give the details about the cost as well. This helps the client to get a better understanding about the service provider and this is an important factor to have while you are getting the information about a service provider. The other server help services also include the possibility of having these servers help you when you need them for certain tasks.Companies today are als o taking advantage of this as they provide server help services with the help of these servers. This is beneficial for the clients as they will get the servers which are dedicated and this is easier to maintain as the company will have the right knowledge of the hardware of the server. This also provides a better kind of control over the server so you don't have to be concerned about the server. This is also helpful for the developers as they will not have to worry about the hardware, the software and the other things.Nowadays, there are many companies that are looking at the help of this kind of servers and this is because the use of the websites are essential for the companies. Companies that are looking to promote their services and their brand name need the help of the websites as they give a perfect channel for advertisement. These websites allow you to build your own website and this is also very convenient for the company in different ways. Many companies also use the virtual ization as this makes the servers easily accessible from any part of the world.Some of the servers can even perform the functions of the online products. This means that if you're a company which is involved in making and selling various items, you can look forward to this kind of servers. The servers are made to help the companies and this is also the reason why they can offer various server help services which can be very beneficial for the companies.You can also have the server help offered by the companies by contacting them. This is very useful for the companies as they will be able to see which server help services are available from them.So, if you're looking for a company that can offer the server help, it is best that you check out the companies that are selling the servers as they would provide the required server help services to you. By choosing one, you'll be able to see the server help services which are available from the company.