Creating a strong workplace culture boosts employee satisfaction, engagement, innovation, and collaboration. When you invest in building a good culture, you get more loyal employees and greater productivity. But how do you make that happen?

6 Strategies to Create a Culture That Employees Want To Be Part Of

1. Prioritize Work-Life Balance

Offering flexible hours, remote work, and paid time off allows employees to manage their personal well-being while being productive. When employees can balance work with life, it reduces burnout. A study found that companies that value work-life balance see a 20% higher retention rate. Providing these options shows that you care about their personal lives too, which often leads to increased loyalty.

Pro Tip: Offer regular check-ins to ensure employees are managing workloads without feeling overwhelmed.

2. Build a Strong Sense of Purpose

When employees feel connected to the company’s mission, their work becomes meaningful. Clear communication about the organization’s goals helps align teams and build a shared vision. Companies that prioritize purpose see a 21% reduction in employee turnover. When work has meaning, engagement follows.

Pro Tip: Reinforce your company’s mission through monthly newsletters or town hall meetings.

3. Inclusive Leadership

In today’s workplace, diversity and inclusion are critical. Leaders who embrace diversity foster a culture of creativity and collaboration. An inclusive culture allows all employees, regardless of background, to feel valued. Companies that prioritize inclusivity have seen a 70% increase in employee engagement.

Pro Tip: Offer diversity training and set up an open forum for employees to discuss inclusion-related issues.

4. Lead by Example

Leaders set the tone for the entire company. When leaders show transparency, accountability, and approachability, employees are more likely to trust and follow suit. Leading by example builds a sense of security within the organization.

Pro Tip: Create opportunities for leaders to mentor employees, fostering open communication and trust.

5. Offer Autonomy and Trust

Employees thrive when they are trusted to manage their own tasks. Giving autonomy allows them to feel responsible and involved. Studies show that employees who feel trusted are 50% more likely to stay long-term. Trust empowers innovation and success.

Pro Tip: Implement project ownership where employees can manage tasks from start to finish.

6. Foster a Sense of Fun and Camaraderie

Culture isn’t just about work—it’s about building a sense of belonging. Hosting team-building events or simple “casual Fridays” can lighten the mood and foster stronger relationships among colleagues. Employees who feel connected to their coworkers are 45% more likely to stay engaged.

Pro Tip: Schedule monthly social events, whether virtual or in-person, to keep the sense of fun alive.

5 Companies with Excellent Work Cultures 

Here’s how five companies with strong workplace cultures:

Salesforce

Salesforce thrives by prioritizing purpose and inclusivity. Their commitment to employee growth and community involvement has led to a 125% increase in employee productivity and 59% less turnover compared to industry standards​

Google

Google’s innovative environment, full of creative perks like free meals and wellness programs, has led to 85% of its employees reporting high engagement. The company boasts a 90% retention rate.

Spotify

Spotify excels with its flexible work culture. The autonomy provided to employees has led to a 35% increase in employee satisfaction and a 20% boost in retention

Microsoft

With a strong focus on diversity and inclusion, Microsoft fosters an environment where employees from all backgrounds can thrive. This strategy has helped them achieve a 21% higher retention rate compared to peers​.

Zappos

Zappos’ culture of fun and camaraderie has helped them achieve an engaged and loyal workforce. Their unique approach to team-building has contributed to a 25% increase in employee engagement​.

Practical Steps to Start Building a Positive Culture

Ready to create a culture that employees will love? Here are a few actionable steps to get started:

• Start with a survey: Gather feedback from employees about the current work culture and what needs improvement.
• Define core values: Ensure the company’s values are clear and consistent across all levels.
• Promote open communication: Create open channels for feedback to foster trust and transparency.
• Recognize efforts: Reward employees who embody the company’s values, reinforcing positive behavior.

Measuring Success

To understand if your culture-building efforts are working, here are a few metrics to track:

• Employee retention: High retention rates suggest that employees are happy with the company.
• Employee satisfaction surveys: Regularly survey employees about their work environment and leadership.
• Productivity metrics: Increased productivity often reflects higher engagement.
• Innovation and creativity: Are employees contributing fresh ideas? A culture that supports creativity will see more innovation.

About the Author

BCJobs.ca is designed with the future of work in mind. Our platform connects job seekers with opportunities that fit their skills and preferences, whether that be remote work, gig jobs, or positions requiring advanced tech skills. Our goal is to ensure you are equipped to navigate the future of work confidently.

The post 6 Strategies to Create a Culture That Employees Want To Be Part Of appeared first on BC Jobs Blog.

10 Winner Strategies To Build Your Start-Up Business Like a Pro

1. The Entrepreneurial Mindset: Cultivating the Right Attitude

The foundation of every successful entrepreneur begins with the right mindset. Learn how to cultivate resilience, adaptability, and a growth-oriented attitude that will help you navigate the challenges of entrepreneurship.

Pro Tips:

• Embrace failure as a stepping stone to success.
• Continuously seek opportunities for personal and professional growth.
• Surround yourself with a supportive network of mentors and fellow entrepreneurs.

2. Identifying Your Niche: Finding Your Place in the Market

Discover how to identify a niche or gap in the market that your startup can fill. Understanding your target audience and their needs is crucial for creating a product or service that resonates.

Pro Tips:

• Conduct thorough market research to uncover untapped opportunities and validate your business idea.
• Stay updated with industry trends and emerging consumer needs.
• Solicit feedback from potential customers to refine your product or service offerings.

3. Crafting a Solid Business Plan: Your Roadmap to Success

A well-structured business plan is essential for guiding your startup. Learn how to create a comprehensive plan that outlines your goals, strategies, and financial projections.

Pro Tips

• Include contingency plans to address unforeseen challenges and changes in the business landscape.
• Seek input from advisors and industry experts to refine your business plan.
• Set measurable milestones and regularly review and adapt your plan as needed.

4. Funding Your Startup: Exploring Funding Options

Discover various funding options available to startups, from bootstrapping and angel investors to venture capital and crowdfunding. Find the right financing strategy for your business.

Pro Tips:

• Consider alternative financing methods like grants, small business loans, or strategic partnerships.
• Build strong relationships with potential investors by clearly communicating your business vision and potential returns.
• Create a financial roadmap that outlines how you will utilize funds to achieve key milestones.

5. Building Your Team: Assembling the Dream Team

Learn the art of hiring and assembling a team that complements your skills and shares your vision. A strong team is essential for executing your business plan effectively.

Pro Tips:

• Prioritize diversity and inclusion in your hiring process for a well-rounded and innovative team.
• Clearly define roles and responsibilities to minimize redundancy and enhance productivity.
• Foster a positive company culture that encourages collaboration and innovation.

6. Branding and Marketing: Creating Your Unique Identity

Develop a compelling brand identity and marketing strategy to stand out in a crowded marketplace. Understand the power of storytelling and how it can connect with your audience.

Pro Tips:

• Leverage digital marketing and social media to reach a wider audience cost-effectively.
• Consistently communicate your brand’s values and mission to build trust with customers.
• Monitor and analyze marketing metrics to refine your strategies and optimize results.

7. Scaling Your Business: Managing Growth

As your startup gains traction, scaling becomes a critical phase. Learn how to manage growth effectively, maintain quality, and expand your market reach.

Pro Tips:

• Establish scalable systems and processes early to facilitate growth without sacrificing quality.
• Continuously assess market trends and customer feedback to adapt your growth strategy.
• Consider strategic partnerships and collaborations to access new markets and resources.

8. Overcoming Challenges: Resilience in Entrepreneurship

Entrepreneurship is not without its obstacles. Discover how to tackle common challenges, such as competition, and financial issues, and pivot your business when necessary.

Pro Tips:

• Seek mentorship and advice from experienced entrepreneurs who have faced similar challenges.
• Maintain a flexible mindset and be open to adapting your strategies when challenges arise.
• Build a financial buffer to weather unexpected setbacks and market fluctuations.

9. Customer-Centric Approach: Focusing on Satisfaction and Loyalty

Prioritize customer satisfaction and loyalty as essential pillars of your business. Learn how to create exceptional customer experiences that drive repeat business and positive word-of-mouth.

Pro Tips:

• Collect and analyze customer feedback to identify areas for improvement and innovation.
• Develop personalized marketing and communication strategies to connect with your audience on a deeper level.
• Reward and acknowledge loyal customers to foster brand advocacy and long-term relationships.

10. Innovation and Adaptation: Staying Ahead of the Curve

Innovation is at the heart of successful startups. Explore strategies for fostering a culture of innovation and adaptability within your organization.

Pro Tips:

• Encourage creative thinking and experimentation among your team members.
• Stay attuned to emerging technologies and industry trends that could disrupt or enhance your business.
• Embrace change as an opportunity for growth and improvement, both for your business and your personal development.

Conclusion

Launching your startup is a bold and rewarding endeavor. By embracing the right mindset, identifying your niche, crafting a solid business plan, securing funding, building a strong team, branding and marketing effectively, managing growth, embracing resilience, prioritizing customer satisfaction, and fostering innovation, you’ll be well-equipped to embark on your entrepreneurial journey.

Remember, entrepreneurship is a continuous learning experience. Stay curious, adaptable, and open to innovation as you navigate the dynamic landscape of startups. Your determination and dedication will be the driving forces behind your success.

So, roll up your sleeves, take that first step, and watch your entrepreneurial dreams become a reality. The world of business is waiting for your unique vision and solutions.

About the Author

Simon Chou is the Vice President of Operations and Growth at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. Additional to BCJobs.ca, Simon is hosting unfiltered conversations with marketing experts in our podcast “Marketing On Mars”. Tune into our last episode to hear from Marketing Leaders how they approach work and how they grew in their careers.

The post Startup Launch 101: Building Your Business from the Ground Up appeared first on BC Jobs Blog.

There are times in the year when you have a better chance of getting a notice from the hiring managers. This increases your chances of grabbing an in-person interview and, eventually, the position.

Best time of the year to apply for a job

The start of the year, January and February, is the best time to apply for a job. You might want to begin your preparations in December, especially if you have a particular company in mind.

Hiring managers receive their new yearly budget during this time. Holidays ended a few weeks ago, and the workload is slow. But, everyone’s back on the job too. Hiring managers can finally sort through the positions they have yet to find talent for and have more time to post job openings.

Compared to January, February is even more favorable for job search. However, the first two weeks of January can be incredibly slow, so you might have to wait for ages to get a call from HR.

Try to apply to job posts within the first 4 days. The longer you wait, the more your application is sorted to the back. Monday and Tuesday are the best days to send an application, especially early morning or after lunch. The inbox of hiring managers isn’t flooded with emails yet, so they have time.

Time to apply for jobs by season

Fall

September and October closely resemble January and February regarding the sense of urgency in recruiters. It is almost year-end, and they’re hoping to find people to fill in some positions before November comes with Thanksgiving and the tide of holidays. 

Spring

March to May, the recruitment fever is still present. Mangers hope they can train the new hires in time so they can go on vacation without worrying about the office when summer comes around.

Summer

Grabbing a job from June to August is the toughest. Summer vacation means most of the important people are on their precious family trip. So unless there is an urgent position, they won’t look through the applications in their mail for job posts they made in February.

Final Thoughts

December is the worst month for hiring. Everyone’s busy preparing for Christmas and New year. The company does not see any point in hiring someone new, negotiating salary, and such when they will have a new budget next month. The budget also gives them a better direction on how they will go about hiring. Lots of employees stay until December to receive the annual bonus too. So, companies know they will have to hire new people in January anyway.

About the Author

BCjobs.ca is Western Canada’s largest job board, and host of “Innovators” a weekly podcast interviewing top recruiters in BC and across Canada. Check out our recent interview with Jonathan Watson, CTO at Clio, (Podcast link), and Erica Rizzo, Director of People and Culture at Metafy (Podcast link).

The post When is the best time of the year to apply for jobs? appeared first on BC Jobs Blog.

1- The company performs for you.

The best sign you will ever receive is if the company is persuading you to work for them. Performance tactics include scheduling interviews around your availability, introducing you to staff members, and spending some time explaining the perks of the job.

This often ends up feeling as if you are interviewing the company, and they are putting their best foot forward. You’re often a cinch for the job if this is a major theme throughout your interactions.

2- Communication is clear and timely.

If you’ve had great communication and a hiring process that hasn’t been dragging out for weeks on end, this is a good sign you’re doing well. If there are repeatedly ‘missed’ emails, or an interview ends with: ‘we’ll be in touch soon’, start looking elsewhere. You want to hear specifics and timelines as these suggest commitment.

When a recruiter is vague – there’s a reason for it. Companies hire recruiters specifically for their ability to collect and bring on talent. If a recruiter is being noncommital, it’s not a good sign. Don’t be afraid to ask for more straightforward communication, just don’t be pushy.

3- You’ve got the skills on paper – and references to back you up.

If you don’t slay the interview, there’s still hope. While recruiters know that interview nerves can set in if your paper skills are good enough they will get in touch with your references. This allows the recruiter to get a sense of what working with you is like.

If you know your references will praise you honestly and speak to qualities that the recruiter is looking for, be happy. Many candidates don’t have honest resumes, let alone references who will support them.

4- You have relevant skills outside the required qualifications.

One of the best signs for a star candidate is someone who meets the basic requirements and then some. You will be a great asset to any job if you can provide creative or insightful perspectives. Be able to speak concisely about your basic and bonus abilities.

This will come across as intriguing and refreshing, making you stand out. Just make sure that your outside skills are truly relevant to the position!

5- You’ve shown passion and initiative.

Wowing your recruiter can take some serious effort, especially if they’ve been slogging through a day of disappointing interviews.

Start out with a big smile and don’t let your energy flag during the interview or follow-up conversations. Stay positive and keen – even if you have to ham it up a bit. If you can accomplish this during the hiring process, it will be helpful to your candidacy.

If you experience some, or all, of these signs, stay connected with the recruiter. If these signs are absent from your interviewing process, it may be time to look for somewhere you can clearly shine.

About the Author

Simon Chou is the Vice President of Operations and Growth at BCjobs.ca. Over the course of his career, he carved a niche in brand development,  marketing strategy, and online presence for startups. Prior to BC Jobs, he served as a marketing advisor for high-profile blockchain projects including Litecoin, NEM and Ripple. He’s also worked with fortune 500 companies in the healthcare space.

The post 5 Signs You Might Be A Star Candidate appeared first on BC Jobs Blog.

This is something that I have learned from spending the last decade with a man who is terrible at little white lies.

Having your husband gaze into your eyes and tell you, “That haircut is weird!” or “You look kind of puffy, are you tired?” is no fun.

His annoying little habit, although hard on my ego, actually makes him an incredible employee.

Why?

Because he refuses to be a yes man.

My husband’s enduring candor means that he is unwilling to ignore problems in an attempt to keep feathers unruffled.

Today’s workplace culture is so determined to avoid conflict at all costs, that a simple willingness to point out cold hard truths can save companies from investing unsoundly, moving forward on flawed projects, and general self-destruction.

Denise M. Morrison, CEO of Campbell Soup blames “too much emphasis on reaching consensus” for lagging sales back in 2011. She credits the decision to shift from a “play it safe culture” to one that empowered employees to act boldly, and go against the grain, for turning the company’s fortunes around. (https://www.hanakaimaui.com/)

Read more about how Denise cultivated a bold company culture.

According to many top CEO’s, creating a company culture that invites honest feedback, and encourages employees to speak up, and challenge the status quo is vital to an organization’s ability to grow and innovate.

But, I still don’t think my husband would be doing his company’s CEO any favors by telling him that he looks tired. Thankfully (for our financial situation and my ego), he has gotten a lot better at learning the difference between constructive honesty, and brutal truth telling!

“There is a vast difference between picking projects apart and picking people apart.” – Gregory Ciotti, Help Scout and Sparring Mind

Pointing out previously missed, yet possibly fatal flaws when working on a project is constructive, even though it isn’t fun for anyone involved.

Pointing out every single rough patch along the way isn’t helpful, and it can be horribly demoralizing for your team.

Reaching a balance is difficult. Navigating employees’ emotions, navigating your own emotions, and maintaining positivity, whilst maintaining a culture that both accepts and encourages constructive critique is difficult.

Almost as difficult as finding a gentle way to tell your spouse that their favorite pair of pants are no longer flattering… But it can be done!

Here are a couple of tips:

Critique the project, NOT the person

Make sure that you direct your critiques towards the project, how it is moving, and the areas that need improvement, not towards individuals, or their character traits.

Once things get personal, rationality flies out the window, and any insights that may have been gleaned are lost to emotion.

For example:

“Honey, those pants are just too worn out, we should replace them.”

VS

“Honey, you just can’t fit into those skinny jeans anymore.”

Make it about the pants project, not the person.

Offer a solution

Notice the suggestion to replace the pants, this provides a new thing to focus on, a common goal that will bring the team together, and move the project forward.

Not to say that you always have to offer a great solution, but trying to provide some insight or general direction will make any negative feedback easier to swallow.

Maintain control

Just because you are encouraging your team to be real with you, and each other, does not mean you should encourage them to say whatever the heck they want.

You want to cultivate a company culture that encourages employees to challenge the status quo and ask hard questions.

You do not want to encourage bullying, or personal attacks.

Step in when you see team members cross this line, be firm with them so that they know that the behavior will not be tolerated, but also be very clear with them about why you are stepping in.

Not everyone has great, or even decent social skills. Your hard-truth telling employee may not even know that they have crossed a line. As their leader ,you must clearly explain the difference between being brutally honest, and constructively critical. You may even need to break down exactly how their behavior is inappropriate and  advise them on how to proceed in the future.

Be patient with your team, listen to their feedback (even when it stings), and, as always, lead by example.

You will be rewarded with innovation, growth, and success.

PS

I really like my new pants!

The post Why an Honest Culture is Essential for Growth appeared first on BC Jobs Blog.

A well crafted Employer profile, with a high quality logo, company colors, and inviting welcome message converts jobseekers into applicants.

Your employer profile should be a glowing representation of your employer brand.

But how can you create a great profile, if you don’t have a fantastic employer brand to base it on?

And, the effectiveness of your BCjobs profile is not the only reason employee branding is essential to your recruiting success, although it’s probably the most important one!

There’s been a huge shift in the past few years when it comes to what attracts jobseekers to employers.

It used to be that people sought out companies based on industry. According to Kortney Kutsop, an employer brand specialist at Universum:

“We’ve really seen a shift over the last few years where students are no longer saying, ‘I’m going to work for a company because I want to go into this industry,’” Kutsop said. “They think, ‘I’m computer science and I can actually work anywhere I want,’ whether it’s a consulting company or an accounting firm or someone like McKinsey or Google.”

Today’s jobseeker wants to work with a company that promotes a culture they find appealing. It is your employer branding that lets those candidates know what your company culture is all about.

The only way to win the war for talent in today’s competitive market is by building an attractive, trustworthy employer brand that is in line with your ideal candidate’s values.

If you haven’t given much thought to employer branding, start by asking yourself these three questions:

What kind of company are you?

Google is all about fostering innovation, ability over experience, and hands-on participation from all employees. Zappos is about teamwork, customer experience, and being “a little weird”!

All the top employers know who they are, and express who they are in every aspect of their employer branding.

Knowing what kind of company you are is the first step in employer branding because is the foundation for every other brand related decision you’ll make

Who are your ideal employees?

Are they highly driven, with a strong desire for advancement, and business minded? Or are they creative, on trend, and motivated by the desire to innovate?

You need to know what kinds of employees thrive at your company, to build a culture that will attract similar candidates, and keep your current team happy too!

Once you have an answer to this question you can then ask…

What do your ideal employees want?

The best way to find out is by getting some help from your best employees.

Chances are the same things that appeal to them about your organization will appeal to your desired candidates.

Find out what those things are and make them a core part of your employer branding strategy!

By asking yourself these questions, you’ll quickly learn what makes your company stand out from the competition, and make your employer brand a talent magnet.

The post 3 Questions That Lay the Foundation for Employer Branding appeared first on BC Jobs Blog.

Facebook recruiting is still relatively new to many employers, but luckily there are still lots of innovative early adopters to learn from. This article will look at specific best practices employed by family-run business Gordon Food Service, hospitality giant Hotel Marriott, and the province of Saskatchewan. All three of these businesses provide fantastic examples for any employer interested in giving Facebook recruiting a try. We’ll explain how you can learn from their example and apply their strategies to your own recruiting.

Gordon Food Service

Gordon Food Service has made their Facebook Career Page a place where people can get a more in-depth look at what their company culture is really like. How their staff interact, what their values are, and what the company prioritizes are all showcased on their Facebook Career Page.

GFS uses Facebook to communicate their brand message not just to candidates, but also to current and potential customers. This is why they make branding a key part of their Facebook Career Page.

What can you learn from Gordon Food Service’s strategy?

Use your Facebook Career Page to express company culture and promote your brand.

All of Gordon Food Service’s content is valuable, in that it is useful to clients and potential candidates. The GFS Facebook Career Page is fully branded with company colors and a custom banner to maintain brand consistency. They post updates about community service projects, fun staff activities, and sponsored events. GFS also posts food-related questions to their fans, topical articles, and great tips on grilling. (louisvilleroofing.com) GFS engages with their fans by creating dialogue and asking and answering questions, which has garnered them a very loyal Facebook following. Check out their Company Page and you’ll find tons of positive comments and thank yous from their customers and employees.

Follow their lead and your Facebook Career Page will grow your brand and your talent pool.

Next up, Hotel Marriott

Hotel Marriott turned the social recruiting world on its head by using a social game to recruit thousands of hourly workers for their massive expansion outside of the U.S.

Potential hires create their own virtual restaurant, buy equipment and ingredients on a budget, hire and train employees, and serve customers. Gamers earn points for happy customers… and lose points for poor service. Players’ success is based on their operation turning a profit.

What can you learn from Marriott?

Experiment

I’m not suggesting you invest thousands in creating a virtual game – far from it! But trying new social strategies will set your employer brand apart.

Try out different kinds of content, posting on different days or at different times, and maybe even make a short recruiting video. You won’t know what works best for you unless you experiment.

And last, but most definitely not least, Think Sask Jobs!

The Think Sask Jobs campaign is an effort to brand the Province of Saskatchewan as an awesome place to live and work, in order to fill the many new jobs created by its booming economy. Phoenix Group has been incredibly successful in using Facebook to create an Employer brand for Saskatchewan. Their page has over 5,000 Likes and their average daily reach is around 1.7 million users.

What can you learn from the Think Sask Jobs campaign?

Have a Game Plan

Much of their success is owed to the creation of a brilliant and specific social strategy. Phoenix group researched how frequently they should post, what days and time work best, and what kinds of content are the most appealing to the workers that Saskatchewan needs.

They then created a game plan based on their research.

For example, the content posted on the Think Sask Company page is divided evenly into three categories: job postings, posts about how to get hired in Saskatchewan, local culture and fun lifestyle-related content. That way they know exactly what kind of content is needed each day.

Even the choice of Facebook as a medium for their social recruiting effort was based on solid research into where potential candidates were looking for jobs.

Researching before beginning a social recruiting campaign is a must (you can start with this article about how to use Facebook for recruiting), as is creating a plan to guide your efforts.

What do all three have in common?

Each of these businesses uses metrics to measure their success. Tracking what works and what doesn’t is an important part of any recruiting campaign, social or not! That’s why the Jobcast Facebook recruiting app supplies an easy way to view reports and statistics. You can’t move forward without knowing where you’ve been, so make sure you keep your metrics up to date.

Happy social recruiting!

To make recruiting with Facebook even easier, try using the Jobcast Facebook recruiting app. Jobcast works with BC Jobs, so it’s easy for you to sync your BC Jobs posts with the app, and start using Facebook to find awesome candidates.

For more information about making your recruitment better using Facebook, please don’t hesitate to get in touch with Ryan by email at ryan@bcjobs.ca or by phone at 778-331-2122.

The post Learn Facebook Recruiting Best Practices from the Masters appeared first on BC Jobs Blog.

With today’s technology, companies of all sizes can take advantage of video to showcase the unique culture within their organization.

Be real, be honest, and focus on presenting your company in an authentic way to potential applicants.

Star employees are on the hunt for more than just a J.O.B and want to work for an organization whose values and mission are in line with their worldview. Great organizations are built when like-minded people come together to work on projects they believe in. What does your organization stand for and how can you present that in a recruitment video?

Ideas for producing your recruitment video

Allow candidates into your world and give them a true feel for who they’ll be working with, what the company’s vision is and why it’s important. Try incorporating some of these ideas into your video footage:

• Add an introduction from the CEO or founder
• Conduct interviews with existing employees
• Provide tours of the office
• Show staff interacting at a company event
• Highlight benefits and perks that make your company unique

Need a little inspiration? Here’s a recent blog post that highlights some great examples of recruitment videos. It also shares links to metrics on using video to hire, and a webinar about making videos that appeal to your target candidates!

Example Recruitment Videos

Rackspace

Hubspot

Ps. Did you know you can embed YouTube Videos into your employer profile on BCjobs.ca? Please visit Starbucks and Sage Software’s links below for two more great recruitment video examples on BCjobs.ca!

Starbucks Jobs | Sage Jobs

The post How to highlight your employer brand & company values with video appeared first on BC Jobs Blog.

Employers: Branding is not just for restaurants & consumer products
Your employment brand is the sum total of who you are as a company.  It’s how people and organizations experience you.  It’s what your customers, employees, and ex-employees say about you.  It’s the look and feel of your job ads and includes the way candidates are treated throughout the advertising, interviewing and hiring cycle.

Here’s why branding matters when you’re hiring
Baby boomers are preparing to retire in numbers larger than upcoming generations will be able to fill.  This is creating a talent shortage that we’re feeling right now in North America and that promises to become more severe over the next 10 to 15 years (for more see Business Insider March 11, 2011).  At the same time, globalization means that companies are facing increased competition and pricing pressures that require them to do more with less resources.  Good talent isn’t good enough anymore.  You need the best.  The talent community is aware of these shifts and, as a result, they have become savvy shoppers when it comes to career moves.

Three positive branding steps companies of any size can undertake
First, investigate your external employment brand.  Take a look through glassdoor.com.  You can gain 30 days’ free access to their insight by creating an account.  Google your company name along with a few key words like this (substituting your company name for McDonald’s, of course):
You can also use a site called Twitter search to see what kind of mentions your company is receiving.  It operates on the same principle as a Google or Bing search.

Once you’ve found out what the external chatter looks and sounds like, it’s time for the second step:  talking to your employees.  Does each person understand how to communicate the vision?  Survey them for anonymous feedback to determine engagement levels.  Help them understand that they ARE the brand.  What they say on Facebook or at the family dinner table either adds or detracts from the business.  There is no neutral when it comes to branding.  Find your best internal advocates and deputize them to spread the word and help management understand where improvements could be made.

The third step is external engagement.  Consider starting an online community or forum where people are free to express themselves.  This can be daunting, especially if you have a strong marketing department that is accustomed to one-way communications.  If you decide to engage with the online community, make sure you are committed.  There is nothing worse than a Twitter or Facebook account that lies fallow.
If there is only one, single takeaway from this post, I hope it is that companies need to put at least as much effort into marketing to prospective employees as we do to prospective customers.

Your customer base will be worthless if you don’t have the right talent to deliver.

Related to The War for Talent:

• Benefits of employer branding
•  5 Tips for Boosting Employee Engagement
• Top 10 Social Media Myths and Your Online Reputation

The post The War for Talent: Branding 101 to the Rescue appeared first on BC Jobs Blog.

Healthcare organizations describe themselves as “caring” places, where “you can make a difference.” Companies tell us that it’s all about “collaboration,” where your colleagues “feel like family.” Others speak in general terms about “career growth and opportunity.”

How do you cut through the clichés and create something memorable and enticing to candidates, especially when you may not have one startlingly unique attribute to advertise? Consider the following:

It’s about the synthesis.
So, you don’t have an unusual workplace and you’re not the only company in your business. It’s time to do some internal research and discover what you do have to offer. Your employment brand does not have to consist of one huge differentiator. In fact, it should be made up of everything you have to offer, communicated under a common banner, on an as needed basis. Some candidates may want to hear about your culture, while others may prefer to learn about your training programs. They’re all a part of the brand.

It’s about presentation.
A good employment brand is not just a slogan or theme, although a message of that nature may be used to introduce your organization. Think of that initial representation as a first impression or introduction, used to draw in candidates and entice them to get the rest of the story. It’s in this phase where you may want to draw on expert help from a recruitment communications partner, with the ability to develop an employment brand that takes what you’ve got and presents it in a compelling way. A consistent, flexible and creative look and feel can go a long way as you enumerate your many employment brand attributes.

It’s about authenticity.
There’s aspirational…and there’s delusional. It’s okay to tell candidates where you’re going, as long as you are honest about where you are. Of course, you should present the most attractive picture of your organization as possible. Employment branding is a form of advertising, after all. However, you want to avoid focusing exclusively on what you think attracts candidates, especially if it does not match up with what you offer. If candidates arrive and find out they’ve been deceived, you’re set up for turnover and bad buzz.

It’s about word of mouth.
The best employment branding is done by current (and even past) employees, when they speak about their positive experiences with your company. Suddenly, those clichés about “making a difference” and “collaborating” come with real stories and emotional weight – and they serve as powerful reinforcement of the visual and verbal messaging you present in your marketing efforts.

It’s time to get past the myth of creating the unique employment brand – and start to think about a developing holistic approach to communicating what makes your company a great employer. The more facets of your organization you can show to candidates, the more attractive a career destination you will be.

Reprinted from NAS Recruitment Communications

Related to The Myth of the Unique Employment Proposition:

• Company culture as a recruiting technique
• Benefits of employer branding
• 7 Steps to Defining your Unique Employment Brand

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