7 things a recruiter will never tell you
TRANSCRIPT
7 Things A Recruiter Will Never Tell You
Part 1 – Employee Value Proposition
Craig ShuttManaging Director
7 Things A Recruiter Will Never Tell You
1. Creating a powerful employment brand2. Accessing your industry’s top talent3. Predicting success of new hires 4. Building a fool proof selection
methodology5. Developing successful on-boarding
strategies 6. Measuring return on talent acquisition
investment 7. Avoiding recruitment agencies for ever!
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What is an Employee Value Proposition?
It is the reasons why an employee wants to join or remain within your business
It is critical to the success of becoming an Employer of Choice and your business
success
Gone are the days of an employee having to market themselves to you, it’s up to you to promote your credentials!
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If you want to attract and retain the best people, you
need to think like a Marketer!
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Your employee value proposition must be real and be consistent to both internal
and external parties.
If not, it will end in disaster!
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Understanding employee drivers
1. Values2. Career opportunities 3. Flexibility 4. Work / life balance5. Training6. Leadership development7. Diversity in the workplace 8. Remuneration
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How to design your proposition?
1. Ask your employees what they think2. Be brave and ask what they would
change 3. Be even braver and conduct an
employee engagement survey 4. Explore what employers of choice offer - AON Hewitt Best Employers, Gallop poll
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What do employers of choice offer?
1. Flexible working conditions 2. Modern working environments and
technology3. Subsidised training i.e RTO partnerships 4. Charity days 5. Diversity strategies 6. Formal performance reviews7. Employee engagement surveys 8. Channels of communication
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How to communicate your brand?
1. Design the brand with a tag line for impact
2. Communicate the brand internally3. Empower your team with tools to market
it4. Owners and Managers to lead by
example5. Use a myriad of channels to
communicate a to potential employees6. Consider online, offline and the
experience methods to communicate
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Online Channels
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Offline Channels
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The experience is down to you!
1. Acknowledge applications2. Send unsuccessful letters / emails 3. Provide flexibility for interview times4. Send information packs prior to
interviews5. Consider video interviews as first stage6. Provide constructive feedback 7. Do what you say you will do!
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Measuring return on investment
1. Analyse application sources and invest more in what works
2. Applications per vacancy ratio should increase
3. Employee referrals should also increase. Great employers source 50% via this method
4. Assess productivity of new hires5. Develop metrics to measure turnover of
new hires versus previous environment
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Key Actions
1. What do your employees want?2. Collate ideas and present alternatives3. Get some USP’s4. Generate internal and external PR5. Communicate through a myriad of
channels 6. Follow through with actions and create an
experience7. Measure what’s working so you get bang
for buck8. Be consistent 9. And it does not have to cost a lot!
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Some great examples
Every Employee Value Proposition is unique, however, some good examples that may provide
inspiration include:
Apple
AGL
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Connecting with us
Website – www.amplifytalent.com.au
Email – [email protected]
Phone – 02 8215 1569
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Managing Director