Do you have an employer brand? Yes you do! ~ By Christina

Finding and hiring employees is the biggest pain point for all employers whether you're small, medium or large. 83% of CEOs in a recent PriceWaterhouse Coopers CEO survey said that changing their approach to talent management is their number one priority. The current system they are using is what we call “post and pray.” You post a job maybe on LinkedIn or maybe on Indeed and you cross your fingers that ideal candidate will apply – you sit back and hope for someone to walk in the door. But the approach does not need to be so accidental, it can be more strategic.

What is Strategic Talent Management?

A strategic talent management system is purposely finding and retaining people to work in your organization. The whole cycle is kicked off with your brand as an employer. The idea behind employer branding is to find and retain ‘human capital’ AKA: fantastic employees who are assets to your organization. For more on Human Capital check out my video: https://youtu.be/3URMCqzYN7I

Employer Branding

With employer branding you are enticing passive candidates (potential employees) through your external communication. You are filling your pipeline before or when you need someone; essentially you are engaging people in your business for the possibility of working with you. Similar to customer marketing in that you are hooking people in but in this case its to work with you instead of to shop with you.

Every organization that has ever existed has had an employer brand, a perception of what it means to work at their organization. Employer brands are shaped by the experiences of current and past employees, candidates, and even customers. Anyone who has engaged and interacted with your organization has the opportunity to contribute to this perception whether it is through word of mouth, social media, or through a review on Glassdoor. It is this same perception that sways a candidate to either continue with their application process, accept an offer, or run for the hills. 

Employer branding, on the other hand, is the art and science behind amplifying and/or influencing that perception. It encompasses everything from consistent messaging, communication, and visuals that help tell an organization’s unique story and Employee Value Proposition (EVP), to how and where you advertise your organization’s openings. It is important to keep in mind that your brand is what it is, change is not always the goal, and changing a brand is impossible without changing your company culture. You can, however, emphasize the most important, positive brand attributes in your communications. 

Creating an employer branding strategy is not as easy as putting pen to paper or posting a job on your favorite job board. It takes time, thought, and a little creativity. However, the starting point always begins with your employees. It’s about the common attributes of your successful employees, what it means to work for your company as a whole, or within an individual department. These factors become the basis of your Employee Value Proposition – the most compelling value you offer to prospective employees. It could be “High pay, free food, and a competitive environment.” Or it could be “Positive social footprint, internal advancement, and fanatical focus on customer satisfaction.” The key is to honestly look at your organization, get lots of input, and define a concise strategy that can be easily understood by your target candidates. 

Looking to get some answers about what your brand is? A good way to get started is by interviewing your current employees. Ask any combination of, or all the questions below, remembering to treat every conversation as an opportunity to learn more about the current state of your employer brand. A fair assessment will include employees from all departments, career levels, and geographic regions. 

Employment Experience

·        Why did you join our company?

·        What keeps you here?

·        Why do you enjoy working here?

·        What about your immediate team do you like the best?

·        What outcomes do you want from your work?

 Company Culture

·        What is unique about us?

·        Describe the kind of person who succeeds here

·        What is the common thread that all our employees possess?

·        How do we achieve our goals?

·        What four adjectives best describe our team?

Once your brand is defined, this messaging is ready to be shared with the world through your career site, social media networks, job ads, email messages from recruiters to candidates, and so on. No more post and pray for you. Now that you have your employer branding every external communication is an opportunity tell the world why you are an awesome place to work.

Attraction Plans Made Easy ~ By Christina

Let's talk about attraction! Employers: Have you heard of attraction? It’s the stage that comes before actively recruiting in order to fill open positions. It’s about how you attract those future superstar employees into your organization and how you get them interested in working for you before you even a have a role to fill. A sound attraction plan will set you up for success to entice those future fantastic employees into becoming interested your organization once there is an opening.

There are a few steps that you need to take.

First, you need to look inward. You need to ask yourself: “What is it that I offer?” Think about what a job seeker in your industry and in your community is looking for in their work. Then come up with a list of all the things that an employee might be attracted to in your organization. For example, do you reward and recognize employees with trips to Las Vegas? That’s definitely something that an employee is going to be interested in. Do you offer Netflix memberships or gym memberships or flexible working hours? Any of the things that a job seeker is going to look for in an organization are the things that are going to attract them in.  Come up with a list of the things that you yourself do as an employer. Remember it doesn’t have to be fancy. Do you pay fairly? That's definitely something that a job seeker will be attracted to.  Are you on a bus route that makes it easy for people to take transit? That can be a huge plus for some employees.

Here are a few more ideas to get you thinking:

·         Pay for Performance

·         Pay at or above Market

·         Reward & Recognize good performance

·         Show Clear Career Paths

·         Give Opportunities for Improvement

·         Frequent Feedback and Reviews

·         Offer Flexible Working Hours

·         Ownership Shares

·         Provide Wellness Opportunities

·         Develop into Leadership

·         Company Retreats

·         Time with the Boss

·         Career Planning and progression

·         Training, Coaching, and Development

·         Benefits

·         Stability

·         Significance in their work (are you saving the world with your business? – employees will get excited by that! But even if you are just offering spectacular customer service – employee can get excited by that too!)

Second, now that you’ve got your list, it isn’t going to do you much good unless you tell people. So, let everybody know. Start incorporating your list of attractors into all your recruitment efforts. Putting them in job postings is non-negotiable but it goes beyond that. Make sure it’s on your website, remind current employees (who are a great source for future employees!) about all the wonderful reasons they should be happy to work for you. Are you speaking in a podcast? Talk about what you offer employees, are you blogging? Share it in a blog or a vlog.  Look for opportunities to let the world know what sorts of reasons a person would want to wok with you. Sharing your list on your social media channels is a wonderful way to get the word out. You should be sharing information about your employees and who you are as an employer at a ratio of about 10 to 1 – 10 posts about other things to 1 post about employment. So, drop an occasional photo on Instagram that speaks to your attraction strategies. You never know who might see it and be enticed to apply a for role with you down the road.

Third and finally: Always be Attracting! You never know when you’re going to need to fill a vacancy, so continually be looking at your list of attractors, adding more, and sharing them with the world!

Foundational Best Practices for Employee Retention ~ By Christina

A recent study shows that 49% of Canadians are considering leaving their jobs. The number one reason is that they feel overlooked. If you want to keep your employees that you’ve worked so hard to find and train you need to put effort in to keeping them.

So, let’s get back to basics.

1: Pay Fairly. Employees don’t work for you simply because they love you and believe in your service or product. Like it or not they work for money (unavoidably, we live in a capitalist society and money is a fundamental.) As a recruitment firm we simply wont work with employers who don’t pay enough. We turned down a large multi-recruitment contract because the employer wanted to pay the supervisors 25 cents more than minimum wage (which is what the front-line staff were making) and the managers only 25 cents more than the supervisors. I’m still scratching my head on that one! This is an extreme example, but it does demonstrate how essential it is to do your research and figure out what the role is worth. Yes, you must look at your own budget but you also need to look at the value the employee provides to you in terms of their skills, experience, knowledge, time and energy that they give to you in return for a pay cheque. Paying fairly in exchange for all they give you is table stakes and the foundation on which you build a reputation as a great employer. 

2: Care about Your Employees. Employees need validation. When they are validated by their leader they become loyal and are five times more likely to stay at their current organization. Whereas employees who don’t feel recognized are two times more likely to be job hunting. (And PS: Turnover costs, at minimum, 33% of an employee’s salary.)  So how do you care and validate? That depends on the employee. Some employees just need you to say “great job” to them directly, others like to hear it in front of the team, others like to see it in writing, any many want it to be acknowledged in performance reviews. If you don’t know – ask your employee. They’ll be sure to tell you how they like to be acknowledged. This also goes beyond a pat on the back when the work is good; it’s also acknowledging them as people in everyday situations. Ask about their families, be curious about what hey are up to over the weekend and then follow up on Monday morning. Caring about your employees starts by actually considering them and their full lives. 

3: Provide Purpose over Profit. Gallup research shows that employees who are engaged and thriving are 59% less likely to look for a job elsewhere. And the number one way to engage employees is to give them something to work toward that serves a greater purpose than simply making money for the organization. Working with a team toward a specific mission and vision is an experience that employees can attach themselves to. All companies with high employee morale and job satisfaction show their values through a core mission statement. That mission statement isn’t just sitting on the website – it’s embedded in the work they do and they way they treat their customers and their employees.

These are straightforward ideas to set yourself up as an employer that people want to work for.  I’m not saying it’s simple or easy – but these are definitely foundational requirements if you want to keep those team members that you value.

Four Little Ways Job Seekers Can Set Themselves Apart ~ By Christina

It’s no secret that its a tight job market right now and there are a significant number of applicants for each and every job. As a job seeker you have to find ways to set yourself apart from the others.

Here are a few tips:

#1: Read the posting carefully and follow the instructions. If a posting asks you to title the subject of your email in a certain way: Do it. If the posting asks that you submit a covering letter: Do it.  If the posting asks that you apply for the job by emailing a recruiter: Do it (aka: don’t email the company directly because you think it sets you apart; it sets you apart in the wrong way as we’re left wondering if this applicant is capable of following instructions.) Make it easy on the hiring team by following the postings requests. They’ve asked because it helps in their process, so help them out by following along.

#2: Your resume: Name it, Combine it and PDF it. Firstly, please, please think about the file name of your resume. If we have 50 applicants for one Account Manager role and all the resumes are called “Account Manager” it’s incredibly difficult to keep them organized. Including your own personal name within the file name helps us make a stronger association between the resume and the person. Secondly, please put your Resume and Covering Letter in one document.  There are exactly zero reasons to keep them separate and it looks much cleaner from an administrative perspective. Lastly, converting your application documents into a PDF file is strongly recommended. It helps to ensure they don’t get modified in any way and that the formatting you’ve worked so hard to craft stays looking beautiful.

#3: Do your research. If you take zero minutes to poke around the website, I can tell. If you take any number of minutes to poke around the website of the company, I can tell.  The interest you have in a job truly shows and if you actually want the job you are applying for take a couple of minutes to review the organization and then work that into your resume or covering letter.  See a similar project? Be sure to mention it. Have similar values? Let us know. Does accepting the role require a move? Tell us why you’d like to live and work there. The energy you put in a resume is evident and reflective of the energy you might put into the job itself.

#4: Say Thank you. I recently interviewed 22 people for a role and received exactly one thank you email. When I started in this business 20+ years ago it was standard practice to receive a handwritten thank you card in the mail, that was slowly replaced by emails (and so it should… save the trees and all…) but now we just don’t hear from a candidate at all. Crafting a two minute thank you email that reiterates your interest in the role and thanks the interviewer for their time buys you serious brownie points. Emailing a thank you shows character and who doesn’t want to work with someone who is polite and thoughtful? I certainly do!

I know that job hunting is tough – probably one of the toughest jobs out there. These few small things don’t take much energy or effort but they certainly help you to rise above your competition. Because at the end of the day, employers want to hire people that they actually want to work with. It isn’t just about the experience you’ve had – it’s also about the person you are.

4 Ways to Onboard a New Employee Remotely ~ By Drew

The benefits of a successful onboarding program are plentiful and well demonstrated. Organizations that do onboarding well, benefit from higher employee engagement, increased productivity, higher retention rates and better company culture. The importance is indisputable, but how do you go about onboarding employees in an ever-growing remote workplace?

Here are a few things to keep in mind when bringing on your next telecommuting superstar.

1. Lay the Groundwork – There is a lot of work that needs to be in place before the start date of any employee. Things like a remote work policy, digitized paperwork, updating and sharing the org chart and ordering equipment for their new home office will make for a smoother transition if done well in advance of the employee coming onboard.

2. Warm Welcome – Under more traditional circumstances, one would take the new employee around the office and introduce them to all team members, followed by a one on one with their direct supervisor. With remote onboarding it isn’t much different. Set up a virtual coffee break with all of the individuals that the new employee would be most likely to be interacting with on a day-to-day basis. This gives the new hire an opportunity to get to know their fellow coworkers in a more relaxed frame of mind. Also ensure that there is a meeting set up between the new hire and their direct supervisor where the conversation can be built around role expectations, goals and company culture.

3. Warm Welcome Part Two, Three, Four…. – Keep your new team member engaged by scheduling frequent video calls and check in with the new employee to see how they are doing. Consider designating someone within their department who can act as a “buddy” or point of contact for any basic questions the new hire might have about the organization. Someone who is on the team and has recently been through onboarding within the past 8-12 months is ideal. They know firsthand how to navigate the inevitable intricacies of your workplace and would be a highly valuable resource.

4. Get Creative and Inclusive – Look for ways to integrate the new member into the existing team. The arrival of a new teammate is a terrific opportunity for a team building exercise or two and getting everyone involved. Virtual games show competitions, movie events or even virtual puzzle rooms are some fun teambuilding activities that you can enjoy remotely and get everyone involved and away from “work talk.”

Studies have shown that organizations that do not have any onboarding program or onboard poorly will lose a quarter of their new employees within one year. Replacing employees is costly and time consuming. Take the time to welcome your new employees and set them up for success. That a few weeks of time investment may be buying you years of loyalty.

Top 5 Tips on How To Be Interviewed Using Video ~ By Drew

Out of necessity, job interviews over video platforms (Zoom, Google Meet, Skype etc.) have become the norm. While there will certainly be a reduction in video interviews once we are all more readily available to meet face-to-face, the video interview format will not go away completely.

So how do you best present yourself?

Whether it be through video call or in person, there are some common tips that you want to make sure you are incorporating in preparation for your interview. Things such as maintaining eye contact, having appropriate body language, dressing appropriately, and asking good questions are all good practices that you should always keep in mind when interviewing, no matter the interview format.

There are a few tips that are mostly related to video interviewing and without further adieu, I give you my top 5.

1.      Test the Tech – If you are unfamiliar with video chat platforms and the associated features they have, it is a good idea to check things out well in advance of your interview. Connect with a friend or family member over the platform that you will be using for your interview. Ensure you can see and hear one another and that your internet connection is strong enough to carry on a conversation without audio or video difficulties.

2.      Keep the Camera Still – If possible, use a laptop or computer for your interview. If you need to use your phone, find a way to keep it stationary through a mount or stand. This will allow you to be “hands free” and keeps the video from being shaky and disorienting for the interviewer.

3.      Environment – Find a quiet, well lit area with a good internet connection to conduct your interview. Eliminate any distractions that will be within your line of sight and be cognizant of your background. Make sure your background is void of anything unprofessional or off-putting.

4.      Spread the Word – Let household members know where in the house you will be and that you should not be disturbed during the interview time. Keeping them aware of what you are doing and where you will be will avoid any awkward moments or interruptions.

5.      Username Awareness - Make sure that the username associated with your account is work appropriate and specific to you. Avoid using a partner or friend’s account instead of creating one specific for your own use. With most video platforms, your username appears onscreen so it will be seen by the interviewer. Using a funny nickname or inside joke when chatting with friends will not have the same impact when seen by a potential employer.

Get comfortable and be prepared before going through your video interview. Being comfortable and letting your personality shine through will go a long way in impressing the interview panel. However, when in doubt on determining that line between comfortable and professional, err on the professional side of things. In other words, pants are not optional.

How To Keep Your Remote and In-Person Teams Engaged ~ By Christina

Perhaps now more than ever, engagement at work is essential. With the vast majority of workers and employers feeling pandemic fatigue, it’s our social connections that can pull us through – and for many of us those social connections are tied to those we work with. 

So how do we do that?

Read on for three ways to set both yourself and your teams up for engagement success.

If only all of our employees could be this engaged!

First of all, give yourself some grace. We’ve all been through the wringer a few times over and the pressure on leaders right now is immeasurable. Even in normal situations, engaging a remote workforce is not easy. Remote workforces add a layer of complexity because it is more complicated for dispersed employees to unite under one mission. Clear communication with face-to-face interactions and the vibe you get in a workplace are both key components to creating a culture of engagement, and both are lacking when your team is working from home.

Second, ensure your team feels valued. As a leader, your team will look to you for guidance on how to behave, what is expected of them and the deliverables needed to be successful at work – but it goes beyond that. Right now (and always!) employees want to know that you care about them as people. They want to be assured that you aren’t just seeing them as a tool to get some work done, but rather a valuable contribution to the organization – an asset.  

Third, foster personal connection. See your employees as individuals. Talk with them about their weekend, ask after their family, and share a bit about yours. That human connection is essential to building employees who feel connected to the organization, and as their leader you are the link to that organizational engagement.   

Point two and three above are equally as important to remote workers as in-person team members. For employees who are interacting with the public everyday in the middle of a global pandemic, it’s essential that you see the value they are giving the organization and it’s essential that you see them as an asset. 

Engagement is truly one of the least expensive ways to increase productivity and foster innovation in your work team – both of which make a lot of business sense!

Family Day for The Stewart Family ~ By Drew

With Family Day on the horizon, we felt it was a good time to share a little bit more about ourselves and why we do what we do.

Now, Family Day is not the sexiest of holidays and doesn't come with all of the fanfare of Christmas, Easter or Canada Day. On Family Day, nary a present, turkey dinner or or patriotic flag waving is likely to be found.

I remember exactly where I was when I found out that BC was instituting the holiday, back on October 12, 2007 (to be implemented on the 3rd Monday in February 2008).

I was heading into a team meeting and knew it would be a great way to engage in small talk as we all got settled. As you can imagine, everyone was in unanimous agreement that this holiday was among the best ideas that the government had come up with in a long time. After all, that stretch of road between Christmas Break and Easter was tough sledding without a break. For most of the employees at this company where the demographic was heavily slated to the younger side, Family Day was simply a break from work. No other real significance than to recharge our batteries.

With age, wisdom and the addition of three children into my life, my perspective has certainly changed. It was having a family that initiated our decision to relocate to my childhood home of Gibsons in 2012, looking for a better work/life balance. We struggled finding that work/life balance initially, working in jobs that no longer seemed to fit with the individuals we had grown into. It became clear that taking the risk to work for ourselves and start building something that we believe in, was the clear option. In 2014, Christina and I made the commitment to ourselves to be accountable to one another (this time from a business perspective!) and be there for our children, at all costs. Just like that, Praxis was born. Since then, we have operated in a manner that aligns with our values:

integrity, honesty, ethical practices, helping others and most of all, family comes first.

Without our family, I have no doubt that Praxis would not exist and I personally would have missed out on meeting so many wonderful individuals that this company has afforded me the opportunity to meet. Family Day isn't just a regular day off around here, it is the best of days.