How to Decline a Job Offer (So That They Won’t Hate You)

Let’s say you’ve been offered a job but it’s lacking.   In something.  The pay isn’t enough. It’s too far to commute. (“91 freeway westbound in the morning? Are you KIDDING me!?”) Your ex-boyfriend just announced on InstaStories that he got a job there. Whatever the reason, you’ve decided that the job isn’t what you thought it would be and so you’ve decided to turn it down.

But in order to get a job offer, one usually must say right out loud while shaking a hiring manager’s hand goodbye: “Thank you for this interview(s). I think I’d be a great addition to your team and I hope you will offer me the job.” Or you said as much on the phone. Or probably in your thank you letter after your interviews.

So. Turning down the job after you baldly and repeatedly said you wanted it? This is embarrassing.

No, it’s not.

People decline job offers all the time. What’s more, job offers get rescinded all the time. So, minor embarrassment aside, it’s perfectly normal to say no thank you after an offer’s been extended.

Los Angeles jobs

But. You never know: you may want to work at this company someday in the future. So be careful how you the job down: you want to do so with grace, professionally and in a way that makes the hiring manager think well of you.

Take a look below for how to do this.

  1. Don’t not show up on your first day.

Sure, you’re nervous about saying no. You also may be worried that you might be making a mistake by turning it down and so you postpone making a decision until the day you’re supposed to start. And so you don’t show up. And you don’t answer texts or calls or emails from your (could have been) new boss.

Instead, be a professional and as soon as you’re certain the job’s not for you, let the hiring manager know, preferably no later than a week before your start date. (Even better, turn it down before you even set a start date!)The absolute latest you can tell someone you’re not coming in: the day before your first day and even that is cutting it way too close.

Not showing up just shows extreme immaturity and massive inconsideration. Man- or woman-up and tell the hiring manager with days to spare.

  1. It’s best to call the hiring manager. Second best is an e-mail. Never text.

Yes, it could be a hard call to make. But the hiring manager deserves this courtesy. And you’re a professional: you definitely can do this.

Whether you call or email, follow these guidelines:

  • Thank the hiring manager for the offer. Tell her how much you appreciate her consideration of your skills and background.
  • Give a brief reason why you’re not accepting the offer/changed your mind. You don’t have to go into great detail: you’ve accepted a position at another company. After much thought, you’ve decided to stay put. You and your spouse discussed and the longer commute will just cut too much into critical family time, etc. You don’t even have to give a reason, you can just say “As wonderful as this opportunity is, unfortunately I am going to decline.” (If you say this in a phone conversation, understand the hiring manager probably ask for a reason. Have a good one handy. Again, you don’t have to go into details.)
  1. Offer a solution.

You’re not going to say “give me 20 percent more than you offered and I’m your gal!” Instead what we mean by a solution is to say you have several connections in your network who may be great for the position and you offer to talk to them about it and send their information to the hiring manager

You see, by turning the offer down, you’ve created a huge problem for your hiring manager: he has work to be done that no one’s going to do and he to go through the interview process all over again! By offering a solution you show that you understand you’ve created a problem and you want to help fix it.

This shows empathy and professionalism.

  1. Say you want to stay in touch.

The world of work is small one. Particularly within industries. There may come a time when you will want to work for this company. Or you may see the hiring manager at conferences, seminars and other professional events. If you aren’t yet connected on LinkedIn, say you will send a connection request soon (and then do so that day). Even a simple “Thank you for your time and offer and I hope we meet again,” will be enough.

Say yes to your next job offer by contacting Helpmates. We have many great job and career opportunities in Orange and Los Angeles counties. Good luck with your job search!

4 Times Employee Engagement Should Be a Focus

Research from Gallup shows that only 34.1% of employees are engaged. That means that nearly 2/3 of your employees are disengaged (which correlates with research from Jobvite that shows 66% of employees are open to new employment).

In other words, if you’re not focusing your attention on employee engagement, you could soon find your top performers jumping ship. Employee Engagement

But while your organization should consistently demonstrate its commitment to employee engagement through the design and implementation of a strategic plan, there are also certain times where employee engagement should be a focus.

Specifically, your organization should pay particular attention to employee engagement when:

1. Several employees have left in a short span of time. Turnover is inevitable in every business, but when several employees leave in a short span of time, it can subconsciously signal to the rest of your employees that things aren’t well (even if the employees leave for different reasons). Being proactive in these circumstances is critical. Exit interviews for departing employees can help you identify (and change) any employee engagement issues before they result in increased turnover. But more importantly, detailed steps for communication and reinforcement of your company culture should be implemented whenever an employee leaves to help ensure your remaining employees stay on board.

2. You’re expanding your team. There are many different reasons your company could expand its workforce. Perhaps you’re gearing up for seasonal changes. Maybe you’re out of startup mode and into growth mode. Growth is (typically) good news for an organization, but it can also cause unease in your current team. Without clear communication, your employees could guess at (or gossip about) reasons for the addition of new positions and employees. Fear of losing jobs or changing expectations could cause some employees to panic and look elsewhere for new opportunities. Communication here is essential, but in addition to communicating business plans and goals, taking initiative to engage your employees in the process (and make them a part of the process, involving them in new job descriptions, input on candidates, etc) can help them feel secure and engaged with your business in the short- and long-term.

3. You’re going through organizational changes. Acquisitions and mergers require the tying of many loose ends — your employees shouldn’t be one of them. Major organizational changes are, understandably, incredibly stressful for employees. As mentioned previously, ongoing, direct communication is essential in these circumstances. Activities and programs to keep employees engaged and confident in the direction of the company can help support open communication by providing a sense of stability and purpose for your employees, even when the direction of the company is somewhat in flux.

4. Work is slow/stressful. Are you seeing a trend here? Any time there is stress in your office, a focus on employee engagement is essential. Depending on your specific industry, the availability of work can fluctuate from season to season or month to month. Partnering with a staffing firm like Helpmates can help you staff up or down appropriately to handle fluctuations in work. But while your staffing partner can help you whether the workforce challenges associated with industry fluctuations, your HR team should focus on keeping employees engaged and confident in your organization.

While your organization is focusing on employee engagement, your staffing partner is focusing on providing you with new, exceptional talent to help you reach your goals. Here at Helpmates, we have an extensive network of candidates across Southern California who are ready to join your team and make an impact. Contact us today to learn how we can help your organization reach its goals.

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Creating a Candidate Experience That Gets Results

Research from CareerArc shows that nearly 60% of candidates have had a poor candidate experience, and 72% of them shared that experience online or with someone directly. candidate experience

Whether it’s on Glassdoor, Facebook or another social media site, or in one-on-one  conversations with family, friends and colleagues, talent is talking about your organization and its candidate experience. Do you know what they’re saying?

Attracting top talent starts with candidate experience

It can be difficult to undo the damage of written or spoken criticism from candidates. The best solution here is prevention >> Creating a positive candidate experience can help build a strong reputation for your company and ultimately can help bring exceptional candidates into your talent pipeline.

Follow these seven steps to improve your candidate experience and start getting better results from your recruitment efforts:

1. Create a plan ahead of time. It’s one thing to say you want to improve your candidate experience. It’s another thing entirely to put a plan in action. Schedule a meeting with key personnel within your organization to identify and map out critical steps.

2. Involve your current employees. While you’re creating that plan, don’t be afraid to gather feedback from your current employees or if you’re currently recruiting for a position or positions, ask candidates for their input along the way. This feedback can help you gain important perspective on your process and where it’s missing the boat. Be sure to let employees know their candid feedback here helps everyone – some employees may fear punishment if they deliver constructive or critical feedback on your process.

3. Be specific in your job descriptions. Once you have a process in place that helps you find the best talent while providing a great experience for candidates, it’s time to review your job descriptions. Research from The Talent Board shows that job descriptions are the most important job-related content candidates look for when they are applying. Specifically, they want a clear description of the job duties and responsibilities, plus an overview of the essentials: salary, benefits, company values/culture and any perks (eg. working remotely, flexible schedule, education allowance). Your job descriptions should include all of this information within a quick, easy-to-read package.

4. Communicate throughout the process. In the previously referenced research from CareerArc, 60% of candidates said that better communication throughout and after the applicant process would make the most positive impact on their candidate experience. Yet, 65% say they never or rarely receive notice about their applications. This should be a part of your planning in Step 1, but it’s especially important to follow through. Let candidates know when they can expect to hear from you (even starting with the job description mentioned above). Then, be sure to call or email them at the right stages and times.

5. Consolidate multiple interviews into one visit. Speed of your hiring process can make a major impact on candidate experience. As we mentioned earlier this year in our blog, unnecessary steps can bloat your hiring process and lead to unhappy candidates. This is especially true with multiple interviews. Coming into your office two, three, even four times for interviews can be excessive and cause candidates to become frustrated (consider this: getting dressed up, printing out resume copies and travel time to and from your office can cause major stress). Align your schedules so that all critical personnel are able to meet with candidates on the same day. Your candidates will appreciate the effort and your hiring process will likely move much more quickly.

6. Follow up with EVERY candidate. To build on the point made in Step #4, communication throughout the process is essential >> But, that includes communication with EVERY candidate, not just those who are moving forward in your hiring process. Today’s “wrong fit” could be tomorrow’s super star (or could know him or her). Putting in the extra effort to follow up with every candidate in your pipeline can help ease disappointment at not getting the job and encourage a positive impression of your organization.

Creating a more positive candidate experience takes some time up front, but the results can make a major impact on your business. But before you can impress candidates with a great experience, you need the right candidates in your pipeline. Here at Helpmates, we have an extensive network of top talent across Southern California. Contact your nearest Helpmates office to learn more about how our talent solutions can help your business achieve its goals.

7 Questions to Help You Recruit For a Team Fit

When you have notions of the ideal candidate for a job, it can be hard to sway your thoughts from finding the “perfect” person. Hiring managers can sometimes get stuck in a “I’ll know him/her when I see him/her” mentality during the recruiting process. Or worse, some recruiters focus on one specific skill set or qualification, eliminating potential superstars until someone with a precise background comes along. A lack of clearly defined needs can add costly time to the hiring process and can ultimately cost you access to top talent.september-blog-2

Recruiting for a team fit can boost your organization

Taking a “big picture” approach toward recruiting for your business can help you identify and attract top talent. Research shows that terminating an employee due to poor culture fit can cost up to 2.5 times that person’s base salary. That’s an added expense most organizations cannot afford. Add in productivity and morale losses due to increased turnover and the cost of aiming for the “perfect” candidate instead of one who fits into your team adds up quickly.

How to focus your hiring process on team fit

Shifting your mindset and approach during the hiring process to recruit for team fit doesn’t have to be a massive overhaul. Asking these 7 questions during your next interview can help >>

  1. What’s your perfect take on work/life balance? If your team thrives while burning the midnight oil to finish the big project, someone who enjoys leaving work at the same time every day might not be a fit.
  2. What does your ideal workplace look and feel like? Directly asking about the type of workplace preferred by candidates can present insight into whether they will be a good fit (and can help you determine whether some internal changes should be considered).
  3. What has been the greatest work day of your life? Why? If there isn’t a match between someone’s best work day ever and what your organization aims to deliver for its employees, there might not be a fit.
  4. When have you been in a position and didn’t know what to do? Learning new things happens in most jobs. Some organizations encourage a more open, “learn as you go” system than others. Asking an open ended question here gains extra insight into whether candidates could struggle without specific direction at every turn.
  5. What does “teamwork” mean to you? From weekly meetings to daily rundowns and multiple, coordinated projects, the definition of “teamwork” can shift widely from organization to organization. Aiming for nuts and bolts-type responses here instead of theory can really help you zero in on a candidate’s potential fit.
  6. When have you been forced to adapt to change in the workplace? What happened? Some candidates prefer to have extreme consistency from day to day. If your business is gearing up for a big acquisition, is experiencing immense growth or is going through any significant organizational changes, the answer to this question could serve as a red flag.
  7. When has an employer NOT been a great fit for you? Why not? By their nature, candidates don’t prefer to speak negatively during an interview. But constructive input and thorough responses to this question can provide an excellent standard to use for comparison.

Recruiting for a strong team fit can sometimes feel like searching for a needle in a haystack, but it doesn’t have to be that way. Here at Helpmates, we have an extensive network of top talent across Southern California. We’ll help you find exactly the talent you need to get to the next level. Contact your nearest Helpmates office to learn more.

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How to Overcome Your Biggest Career Fears

How to Overcome Your Biggest Career Fears

“It is hard to fail, but it is worse never to have tried to succeed.” Theodore Roosevelt

What are your biggest career goals? If you haven’t achieved them yet, what’s holding you back? Fear is a powerful component of career success, and it’s something that can prevent you from reaching new heights. overcome career fears

Your success depends on overcoming career fears.

If you sometimes freeze up because of fear, you’re not alone. Many of us share the same career fears and concerns. Overcoming them is key to reaching your goals.

Here are the four most common career fears and how to battle them:

  1. Being asked a difficult question during job interviews. Job interviews are intimidating enough on their own: Being asked to describe why you’re better than the hundreds (or thousands) of people who also applied definitely brings some pressure! “Freezing” after being asked a difficult interview question is a very common fear for job seekers. The definition of a “difficult” question varies from industry to industry and person to person, but the best way to overcome this fear is consistent. Think of the Key P’s: Preparation and Practice. Do your research into common interview questions for your industry or area of specialty. Then practice answering them. Be prepared to talk about everything on your resume. Preparation and practice ensure that you can handle any curveballs that come your way. Need someone to practice with? Call your Helpmates Talent Relationship Specialist >> He or she will walk you through the interview process and can help you master the P’s to feel comfortable during job interviews.
  2. Being negatively impacted by social media posts. Social media is a critical part of your job search. The Internet is filled with posts warning about the dangers found in posting questionable content. It could be tempting to avoid social media altogether, but employers want to learn about you online before the interview >> Avoiding social media could potentially raise a red flag and could actually result in fewer job interviews. The best way to alleviate this fear and avoid any negative fallout from social media mistakes is to remove anything that could be considered offensive or inappropriate. Then, follow the advice we shared a few months ago in our Top 10 Social Media Tips for Job Seekers. Pay particular attention to your privacy settings and build consistent, complete profiles. Follow those tips, then be sure to consider your career when posting any content in the future. If you wouldn’t post it at work, it’s better not to post it at all!
  3. Not getting a high enough salary. Depending on your industry, you could either be in a candidate’s market or a more competitive environment. In the tech industry, for example, some specialties are commanding increasingly competitive salaries. Other industries aren’t quite as swayed in candidates’ favor. Depending on your specific background and goals, you may have some fear that the jobs that most appeal to you won’t provide the right salary. Knowledge is power to help overcome this fear. Use tools like salary.com to research positions and salaries for ideal positions in your city. These tools can give you a good idea how much salary to expect. Be prepared to back up your salary expectations with real-world examples of results you’ve delivered in previous positions. RESOURCE: Our salary negotiation tips can help you land competitive compensation.
  4. Not finding the right job. Feeling stuck in the wrong job is not a great feeling. Struggling to find any job can also be stressful. A fear that the right job will never come along is understandable during your job search, but it doesn’t have to be realistic. Partnering with a recruiting firm like Helpmates can help in a few ways. First, your job search efforts will be focused only on those jobs that are most likely to help you reach your goals (no more dead ends!). Second, recruiters will work with you to understand which jobs are best suited to your strengths, background and goals. We’ll work with you to find the right job for YOU.

The recruiters at Helpmates are here to help you overcome your fears and find jobs across Southern California. We work with the area’s top employers — they trust us to match them with incredible professionals like you. Search our current jobs or contact your nearest Helpmates office to take control of your career.

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Searching for Passive Candidates? What NOT to Say.

Passive candidates are often considered the “holy grail” for employers – after all, who wouldn’t want to hire the competition’s best talent? But reaching passive candidates and enticing them to leave their current positions can prove challenging. passive candidates

Stop thinking like a recruiter to hire passive candidates.

Sounds like some difficult advice, doesn’t it? How can you NOT think like a recruiter? It’s important, though — thinking like an employee instead of a recruiter can help you understand and pinpoint what will resonate with passive candidates. But your work isn’t finished once you’ve opened up communication with passive candidates. Here is some advice to help you say the right things (and avoid saying the WRONG things):

  • Avoid going too far on LinkedIn. LinkedIn is a powerful tool for recruiters, putting you within reach of just about any professional across the globe. But use LinkedIn incorrectly and you can quickly alienate (or anger) candidates, sabotaging your current and future recruiting efforts along the way. These quick tips can help you avoid LinkedIn mistakes:
    • InMail. Keep messages short and sweet. Remember that many candidates are reading their messages on smartphones. If you’re using LinkedIn’s recruiting tools, you can send InMail to just about anyone, but don’t badger candidates with every detail about your company or your jobs. Instead, start off with some positive feedback on the candidate and his or her profile. Quickly explain who you are and why you’re reaching out, then include a link to your specific job opening, if appropriate. Finish by including your contact information and a note explaining if you’ll follow up (and when).
    • Connection Requests. Once again, short and sweet is the rule here. Especially in certain industries (like tech), candidates are being inundated with messages from recruiters. Want to stand out? Keep your messages short and quickly explain what’s in it for the candidate. Don’t ever lie about why you’re reaching out or how you may or may not know a candidate. This may sound like common sense, but it can get cutthroat out there for talent – don’t ever be tempted to damage your reputation by lying.
    • Group messages. Sure, you may be able to send group messages through LinkedIn, but that doesn’t mean you should. Yes, it takes longer to send individual messages to candidates, but group messages are the easiest way to get your name, company and job trashed by passive candidates. They’re already employed (and possibly quite happily so). If you can’t take a few minutes to craft a unique message to each person, how could passive candidates feel as if you truly value them and their potential contributions to your company? Remember: Think like the passive candidates. What would make you feel valued by an employer? Which leads to the final point on LinkedIn communication…
    • Get personal. Look at candidate profiles before sending InMail or a request to connect. Don’t cut and paste the same generic message to all the passive candidates you’re trying to reach. Pay close attention to schools and previous employers to see if you share an alma mater or colleague. Look at any portfolio work, project examples or LinkedIn Pulse posts, then comment on them in your message. Remember, you’re trying to “woo” passive candidates from their current positions. Flattery doesn’t hurt, and taking a genuine interest in someone by relating to items in their profile instantly helps you stand out from the pack.
  • Try weekends. It may seem counterintuitive, but candidates get tired of hearing from recruiters all week. Following the recommendations above (whether you’re using LinkedIn, email or another communication method) in communications on the weekend can help you stand out and open the door to more communication.
  • Work harder on referrals. Putting your effort into new, passive candidates is important, but it’s critical to value your current candidates and employees. Foster an environment where they want to refer more people to you. Recruiting and HR should be working together to build a strong culture that increases retention rates and supports an environment where your employees want to refer their friends and former colleagues. According to research from LinkedIn, referred employees have longer tenure and higher performance, so in addition to maximizing your recruiting efforts, getting more referrals just makes better business sense.
  • Go beyond social media. LinkedIn is a great option for reaching and communicating with candidates, but it’s just one option. It’s important to also go where passive candidates in your target industries spend time. Professional organizations, associations, college career centers and niche websites/forums are a good place to start. Build relationships by providing value there (not instantly recruiting or trying to sell candidates on your organization). Not only are your communication efforts more likely to be successful, passive candidates may start reaching out to you directly to look for new opportunities!
  • Change your approach. Just as your messages and communication should be quick and to the point, once you’ve gained the interest of passive candidates, don’t put them through your standard interview/hiring process. Instead, brainstorm questions that could help uncover hidden problems within their current jobs that your new jobs could somehow solve. These questions provide a strong starting point. Keep it simple for passive candidates throughout – avoid putting them through the wringer with a long online application or drawn out interview process. If you’ve identified passive candidates who are an ideal fit for your organization, make it easy for them to make the switch. Offer interview times outside normal business hours, accept a resume instead of a long application — do everything you can to simplify the process and make your organization an appealing choice.

Passive or not, top talent acquisition is a goal for every organization. Helpmates has an extensive network of top talent in a range of industries and disciplines across Southern California. We’ll help you find the best talent to impact your bottom line. Contact us today to learn more.

Image courtesy of stockimages at FreeDigitalPhotos.net.

Identifying Emotional Intelligence in Hiring (And Why it Matters)

More than 20 years ago, research found that individuals with average IQs were outperforming those with with the highest IQs 70% of the time. Going against the rationale at the time that the most “book smart” employees would be the most successful, researchers dug deeper to understand why. Eventually, researchers found that emotional intelligence was the key ingredient of success that separated the most successful from the rest of the pack.

What is Emotional Intelligence?ID-10066391

Pause for a moment to think about the tasks that encompass your day. Surely there are hard skills necessary to complete them. According to the experts at Talent Smart, who literally wrote the book on emotional intelligence, emotional intelligence (sometimes referred to as emotional quotient or EQ) is the bit extra in each of us that helps us “manage behavior, navigate social complexities and make personal decisions that achieve positive results.”

Emotional Intelligence and Hiring

In all likelihood, your organization has hired a candidate who simply didn’t work out. This can result in low employee morale, increased cost, loss of productivity and more — the impact on an organization can be disastrous. Factoring emotional intelligence into your hiring decisions can help mitigate the risk and offer an added layer of insight into candidates before you make a decision.

While emotional intelligence is comprised of multiple aspects, Harvard Business Review’s Christina Bielaszka-DuVernay recommends focusing on these three aspects to help you identify potential high-EQ candidates:

  1. Self-awareness and self-regulation. Look for insights into the needs and wishes that drive candidates and how they affect their behavior. Candidates who are more likely to be successful can regulate their emotions to prevent any fear, anger or anxiety they experience from spreading to colleagues or result in a loss of control.
  2. Reading others and recognizing the impact of his or her behavior on them. Candidates who have well-developed emotional and social “radar” and can sense how their words and actions influence colleagues are more likely to be successful within your organization.
  3. The ability to learn from mistakes. Candidates who can acknowledge their mistakes, reflect critically upon them and learn from them are ideal choices for any organization.

How to Find Candidates with High Emotional Intelligence

Finding high-EQ candidates doesn’t have to mean overhauling your hiring process. Ask these questions to identify the best candidates:

  • What bothers you most about previous coworkers?
  • Tell me about a time you helped out a coworker.
  • When was the last time you had a bad day? What went wrong?
  • What has been your favorite professional relationship? Why do you think it was successful?
  • What are you most proud of in your career? Why?
  • Who inspires you (and why)?

Asking the right questions to determine EQ means getting the right candidates in the door for interviews. At Helpmates, we have strong relationships with top talent across Southern California. We’ll help you find the best talent to help your organization reach its goals. Contact your nearest Helpmates office today to get started.

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Is Your Employer Brand Sending the Right Message?

With competition for top talent becoming stiffer by the day, focusing on a strong employer brand is critical to helping your business stand out from the pack. While you don’t have to be named a “Top Place to Work” in order to attract and retain top talent, a strong employer brand helps you build trust and engagement with candidates. In the past, we’ve shared tips to help you differentiate your employer brand from the competition, and have highlighted some ways to attract and retain top talent.

Have you followed our advice? Great, then you’re on the right track!Helpmates April 2

Now it’s time to take your employer brand to the next level.

While many employers have great intentions in developing their employer brand, many make some considerable mistakes that end up costing them access to talent. Avoid these mistakes to prevent an uphill battle in your quest to land top talent:

  1. Underestimating candidates. In their most recent candidate behavior survey, Jobvite found that 18% of all job seekers are using Facebook to research your company’s culture. Today’s job seekers are more savvy than ever. They know what they’re looking for in an employer, and they want to find a match between their needs and your company. Specifically, they want to know what it’s really like to work for your business. And with tools like Facebook, LinkedIn, Twitter, Glassdoor and Google at their fingertips, it’s easier than ever to get this information. To ensure that candidates are finding a message that truly represents your brand, a strong social media presence is essential. We recently posted a blog offering advice for employers looking to engage candidates on social media. This is a good place to start. Showcase your employer brand, expect and understand that candidates are doing their research and that they value honesty and a strong message from your company
  2. Not “walking your talk.” Creating a strong employer brand involves more than messaging.  A strong employer brand engages candidates while accurately depicting your company’s values and the experience of working for your organization. Now “walking the talk” here isn’t just overtly misleading candidates (which most employers wouldn’t do deliberately). Many employers have the best of intentions, but don’t actually understand what day-to-day life is like in their workplaces for most employees. Before embarking on an employer branding initiative, an informal, anonymous survey of your current employees can help you pinpoint the true benefits and experience of working for your company. Bonus: It can also help illuminate areas where you could be doing better. Take this information and use it to create a better experience for your employees!
  3. Thinking your employer brand is “one and done.” Embarking on an employer branding initiative like the one mentioned in #2 is a great way to start your employer branding efforts. Notice the emphasis on “start.” Understanding your employer brand and crafting your message is just the beginning. A strong employer brand is constantly built and honed – it takes a long-term commitment from your organization. Ensure that your mission, vision and company goals are properly communicated to prospective employees by investing time and resources into a strong social media strategy so that when candidates research your company, they’re finding recent, relevant content that engages. Work on improving areas that underperformed in the survey you conducted as part of #2, then promote those advances across the board. Refresh your employer branding materials as needed to ensure the messaging is the most current, up to date and engaging. Ensure that your organization is committed to building and leveraging its employer brand. This may require someone within your organization “taking ownership” of employer branding. Designating a dedicated resource toward your employer brand can be a great way to ensure this important area doesn’t fall by the wayside.

Landing top talent doesn’t have to be an uphill battle. Follow this advice, and call your local Helpmates office. Our network of top talent across Southern California is ready to jump in and make an immediate impact on your business.

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