Are you selling your employer brand short - Viewpoint - careers advice Viewpoint careers advice blog

Are you selling your employer brand short - Viewpoint - careers advice As an employer, it should come as no surprise that as soon as a candidate has an interview scheduled with you, they will automatically do three things: 1. Visit your website 2. Scour the employee reviews on sites such as Glassdoor and 3. Ask their recruiter and contacts what you are like to work for. Now (and be honest here), as a result of doing these three things, do you think their interest in the opportunity grows, or dwindles? The answer boils down to the strength of your employer brand. Your employer brand should accurately depict the elements which make you a “great place to work”. I’m not just talking about the fact you have a slide in your office, or that you offer free gym membership although material perks can and should be promoted. I’m talking about highlighting the more commonly forgotten elements of employer branding; from the way you attract, engage and retain talent, to the culture and values which underpin the personality of your company. A strong and well communicated employer brand, one which is tailored to your target audience and promoted via the online platforms and mediums that this demographic engage with, will make candidates feel excited about their imminent interview. A weak employer brand however, will cause them to disengage, and most likely take a more attractive offer from a competing employer. With this in mind, how could you be damaging your employer brand without you even realising? Your talent management strategy is unclear (or non-existent) Over the years, you have proudly watched the people you’ve hired grow as professionals and rise through the ranks, and you have every faith that your company is a great place to progress your career. But would this be apparent to an external jobseeker? If not, this may be the first area where your employer brand falls short. Let’s get the basics out of the way first. When both briefing your recruiter and writing the job description, many organisations omit key information about the opportunities for both learning â€" be it via training courses and mentoring schemes, and career progression perhaps via increments in responsibility and promotion plans. Don’t make this simple mistake. Beyond the recruiter briefing and job description, you could also add this key information, as well as case studies from existing employees to your website and on social media. For instance, at Hays, we have run campaigns such as #MyHaysStory, where our employees share their journey within the company. Another strong example could include Heineken, who put together “Go Places” a video advert featuring real employees discussing both the scope for career progression and international travel within the company. Further to this, you should encourage employees to share their successes on LinkedIn, whether it’s undertaking some professional training, or getting a promotion. They could also write about their positive experiences on review sites such as Glassdoor. In short, if you know first-hand that your organisation has a strong talent management strategy, one which aims to progress the career of anyone who is willing to put the work in, then you need to be shouting this from the rooftops. Your company culture is nebulous Next, you know the personality of your company, and the factors which make for a positive working environment. But if you don’t share with outsiders what it’s like to work for you, how else will jobseekers get a clear idea of your company culture, more importantly, how well their personality would fit with this picture? Which elements define the culture of your organisation? Start with the values which are led from the top, such as being innovative, open minded and inclusive. Now think about the types of personalities within your company; are they diverse, sociable, outgoing, team orientated, ambitious? And how would you describe the office environment â€" relaxed, buzzing, open plan, quiet? Throughout every stage of the hiring process, you need to channel this culture; from the wording and tone of voice in the job description, to the posts on social media pages. For example, on LinkedIn’s careers website, they share footage of existing employees interacting with one another, as well as photos of them socialising or celebrating certain milestones. How could you help your audience get a feel for day to day life at your company? What’s your wider purpose? It’s not enough for employees to just turn up to work with a clearly defined remit and adequate rewards and benefits (although this is, of course, important). Employees want to feel a sense of purpose and belonging to the company they work for. Their role needs to be connected to a wider cause within the business, your industry or society. Take KPMG, for instance. The firm surveyed their workforce a few years ago, and found that employees needed to feel more engaged and connected to their jobs. Therefore they launched their “Higher Purpose” initiative, which included a “We Shape History!” video. This video communicated KPMG’s story so far, their visions for the future, and existing employees sharing examples of their purpose driven work. Why does your company exist? Who does it serve? What are the bigger picture visions and goals? When hiring, do you put the job into context in terms of how it fits in with the bigger picture? Or do you just list the role and responsibilities? If so, then you could be selling your employer brand short. Your leaders aren’t spearheading your employer brand Your business leaders should be figureheads for your employer brand, communicating its values both in person â€" for instance when speaking at industry events, as well as online, for example, via a consistent social media presence. Encourage your business leaders to engage potential employees by providing their insights and advice via blog posts, podcasts, and social media updates. In doing this, they are likely to gain trust and credibility among this audience. In fact, four out of five employees  believe that CEOs who engage on social media are better equipped to lead companies in the modern world. This “brand ambassador” mentality should trickle down to the more junior employees within your organisation, with their professional conduct aligning to your employer brand at all times; from when they represent your company at networking events, meetings and so forth, to when they engage on professional social networks such as LinkedIn. Follow my advice, and you should soon see the results in the form of excitable and eager interview candidates itching for the chance to work for your organisation. At present, you may have the makings of a strong employer brand; progression opportunities, a great culture, inspirational leaders, and a wider vision and purpose but you also need to shout about these attributes just a bit louder if you want the best talent to know what a fabulous employer you are! Want to attract the best talent? Our talent attraction tips and advice will help you attract the right people for your business How can you compete for the best contractors? First time interviewing a candidate? Avoid these mistakes Interviewers â€" how can you find the best person for the job?

Builders Processing - The Builder Processor and Loan Processing Resume Writing

Builders Processing - The Builder Processor and Loan Processing Resume WritingBuilders processing can be a very complicated process, but with a little help from your lender you will find that it is not nearly as difficult as you might have thought. Loan processing is not the type of thing that people who are building businesses want to have to do themselves. They also know that they could be spending hours on end of completing this necessary process for their companies.This is why they employ professional service to assist them in the loan processing of their clients. The services are available to the public and they all specialize in different services that the lenders are looking for. Some are lenders while others are brokers. While some only deal with the payments and the final filings of paperwork; others will help you through the entire process.Since the loan processing companies are the professionals for the builder processor the fees for them will be higher than the normal pro cessing fees. However they are needed to cover their own costs. There is also the cost of the computer they use to handle the loans. The program itself can be quite expensive but there is a small fee to cover that cost as well.Once the builder processor knows what types of applications are going to be sent to them, they will then begin working on it. They will need to gather all of the information and documents needed to review the applications and they will begin to work on them until all are completed. If there are any problems they can be worked out as quickly as possible or they can be sent back to the client for review.The builder processor will send each applicant their report and they can request a corrected copy. If there are any corrections made to the application then they will need to pay for the changes. The building service can work with clients to get them a revised loan application for a fee.A builder processor can work with most types of applications, but they will w ork with a number of them at the same time. This is because the lender needs to see everything they have to have them at once helps with the process. It is important that they get everything done on time so that the final paperwork is not messed up. The lender can get the loan approved quicker if all the information is up to date.Another benefit to the builder processor is that they work with all types of lenders. This means that they can work with just about any type of lender to receive a loan or for any type of loan. This means that they will be able to work with all types of builders, all types of lenders and all types of businesses.The builder processor can also help a client with general questions or inquiries about the application process. They can also advise clients when they should submit an application. If they need any assistance in doing so they will do their best to provide it.

Looking into Womens Rights in The Workplace

Investigating Womens Rights in The Workplace Ive had an idea. Ladies will in general weep for uniformity without understanding their privileges. There really is a great deal of generalization and bad form that occurs much of the time, I concur. Be that as it may, except if ladies themselves comprehend their privileges, theres just going to be aloof activity, or more awful silly commotion. We young ladies need to stop and think for a bit and ask Do I truly comprehend my rights? Will I stand up and step forward on the off chance that it was ever damaged? Think about this. It is frequently hard to change generally held old assessments, even despite a pile of counter-verifiable proof. Growing up affected by the broadly held observation that ladies are powerless and delicate and should consistently be secured, even indulged, menâ€"and a few ladies as wellâ€"think that its hard to relinquish this crude cliché conviction. This is particularly the situation in the more crude vocations where wounds and passing in the line of obligation are increasingly normal. We are altogether liable of this somewhat. Stop for a second and picture a rodeo. There's a wild rodeo bull, total with a full arrangement of horns, ring through the nose and little flies of fire grunting from his noses. A figure in boots, pants, cowpoke cap and a cowhide belt with a major silver and turquoise lock that sparkles blindingly in the sun, tranquilly strolls toward the stage along the edge of the warm up area. Partners cautiously bring down her on the bull. The group holds their breath. They're accustomed to seeing men hazard their lives each day. This is something different, something instinctive and supernatural. This thought of a lady taking a chance with her life riding a bull hits us in the gut. In the event that she was harmed we'd be insulted and in the event that she was executed there would be a mob and maybe more awful. Despite the fact that these unequivocally held bogus suppositions about the delicacy of ladies are universal, they should be tested and re-tested until the day ideally comes when that bull-riding cowgirl will simply be part of the gang. The basic conviction that ladies are excessively truly frail to be firemen must be tested both through confirmation in the field and, if important, in the court. You may have heard this contention: A lady can't get a 300 pound man and convey him down five stairwells through flares and smoke and who recognizes what disorder she may experience on such an awful excursion. Sufficiently reasonable, yet on the other hand, most folks couldn't either. It's a misrepresentation. We have present day fire engines and brilliant firemen. Brilliant all around prepared firemen wouldn't attempt to convey a 300 pound man down five stairwells. Rather, they'd break out a window and lower the casualty on a cot utilizing the correct gear that does all the hard work for them. Individuals can't run as quick as a cheetah, yet we despite everything go quicker in a vehicle. Individuals aren't as solid as elephants, however we can lift considerably heavier burdens with a crane. With regards to a risky activity, with time being of the quintessence, it's consistent discernment that is foremost, not protruding muscles. Once in a while it's not sound rationale and plain old good judgment that successes the contention, yet some of the time a business just won't tune in. By then you just point out that the law is the law. Title VII of the Civil Rights Act of 1964 states that businesses may not victimize individuals based on race, shading, religion, sex or national inception. Title VII makes it illicit for businesses to prohibit qualified ladies from any accessible position. Businesses would frequently recruit less qualified men for positions to which ladies had applied. This law engages ladies to sue in the event that they feel a potential boss has prohibited them from a position dependent on sexual orientation. President John F. Kennedy marked the Equal Pay Act in 1963, which expresses that businesses must compensation ladies a similar sum they would pay a man similarly situated. Previously, organizations paid ladies far not exactly their male partners for a similar position. Ladies can sue their managers in the event that they can demonstrate that a male similarly situated gains higher wages. Both of these laws fundamentally increment the status of ladies in the workforce. On the off chance that they won't comply with the law independently, you may need to indict them. Helpful assets like Legal Vision will surrender you a leg when your privileges in the working environment have been abused. There are numerous different laws that we must know about, so as to genuinely have a sense of safety of our occupations. Numerous ladies will in general overlook, it is dependent upon them to safeguard their selves, and with mindfulness they will have the option to move toward this sanely and in a reasonable way. A serious reflection on a Tuesday morning, however theres no ideal time for it. Urge your young ladies to sit and discuss this, you wouldnt know whether any of them entirely the conversation. Have you had this discussion with your young ladies? Offer your considerations in the remarks beneath or tweet us @mscareergirl now!

Night owls, become a morning person in 3 weeks - just follow these steps

Evening people, become a morning individual in 3 weeks - simply follow these means Evening people, become a morning individual in 3 weeks - simply follow these means Presently evening people don't need to endure the day by day battle to get up for work and manage the going with daytime sluggishness and evening crash, also the wellbeing dangers that go with conflicting with your chronotype. New research from the Universities of Birmingham and Surrey in the UK found that they can follow some straightforward strides to re-train their body checks in as meager as three weeks.The study, distributed in Sleep Medicine, demonstrated bewildering results â€" members had the option to raise their rest/wake times by two hours, with no negative impact on their length of sleep.And there were rewards: study members announced a reduction in sentiments of gloom and worry, just as daytime sleepiness.Follow Ladders on Flipboard!Follow Ladders' magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Why you ought to consider changing your evening person waysAlthough being an evening person might be a piece of your tendency †" and perhaps a piece of your character â€" analysts concur that it puts you out of sync with the remainder of the world, which is a general bummer and makes work difficult.Having a late rest design puts you at chances with the standard cultural days, which can prompt a scope of unfriendly results â€" from daytime sluggishness to less fortunate mental prosperity, study co-creator Dr. Andrew Bagshaw from the University of Birmingham said in a release.With the examination, We needed to check whether there were straightforward things individuals could do at home to illuminate this issue, said Bagshaw. By and large permitting individuals to get the chance to rest and wake up around two hours sooner than they were previously. Most strangely, this was likewise connected with upgrades in mental prosperity and saw sleepiness.Here's what the 22 sound evening person study members did, which you can go after yourself. For three weeks, wake up a few hours before you generally do. This additionally lets you amplify your time absorbing common light. Hit the hay a few hours before your standard sleep time, restricting light introduction at night. Keep a controlled eating plan, eating when you wake up, with lunch simultaneously every day, and supper at 7 pm. Keep rest/wake times the equivalent on both work days and free days â€" no snoozing toward the end of the week. At the point when the trial was finished, analysts noticed an expansion in members' subjective and physical execution toward the beginning of the day, just as pinnacle execution toward the evening â€" when evening people would for the most part be worn out. Having breakfast appeared to prompt mental prosperity, as well.Not just does starting this move make life simpler for the previous late-nighters, however it's better for their general wellbeing, said researchers.Establishing straightforward schedules could help 'evening people's modify their body timekeepers and improve their general physical and psychological well-being. Deficient degrees of rest and circadian misalignment can disturb numerous substantial procedures putting us at expanded danger of cardiovascular ailment, malignant growth, and diabetes, said Professor Debra Skene from the University of Surrey.You may likewise appreciate… New neuroscience uncovers 4 ceremonies that will fulfill you Outsiders know your social class in the initial seven words you state, study finds 10 exercises from Benjamin Franklin's day by day plan that will twofold your profitability The most exceedingly awful slip-ups you can make in a meeting, as indicated by 12 CEOs 10 propensities for intellectually tough individuals