Creating Passion & Purpose In The Workplace

& WHAT WHY DOES IT MEAN DOES IT MATTER

Today’s Challenges – can you relate? Higher Employee Turnover Increase Demands for Certain Positions Difficulty Finding Quality Candidates Higher wages in certain cities Technology Education Lack of Resources or Budget So, how do we overcome these challenges ?

Do you have a company culture – what does it look like? Purpose: What is it? Job Seekers want to identify personally with an organization’s purpose They want to know how their role will contribute to and impact beyond the bottom line Working for a company where employees feel valued/like they matter it critical How is their work going to impact them as well as you, and the greater community? Do you have a company culture – what does it look like? Purpose is the single most important factor to look at when hiring your employees

Purpose: Why do you need it? Aligning your passion and purpose to match employees creates success on both ends Creating and demonstrating passion and purpose in your workplace is important to you because it solves or at least minimizes your recruitment and retention challenges. Purpose is the single most important factor to look at when hiring your employees

Purpose in Mind: Think long and Short Term Think of who you want as part of your company What is the culture you want to create? Create your brand and live it You will attract the “right” talent for you! At the same, time you need to look for unconventional ways to hire and look past the resume if you want to build a strong passionate and purposeful company.

Self Awareness is Key Do you know: What is your culture and how is it illustrated to the public? What type of talent you need? What your selling points are?

Adjust & Be Practical Go where your talent is: Social media – company website, promotions Rewrite & update past job descriptions Connect with groups that match your employee profile Make sure the employees you’re bringing on board are in sync with your mission & purpose 65% of employees would consider an opportunity for a new job if they learned about it from a personal connection 47% of employees hired through referrals remain on board after three years

COMMUNICATE YOUR PURPOSE THROUGH BRANDING

Employment Branding

Current trends and best practice Employment Branding Current trends and best practice Candidate equals customer: In order to attract the right people, employers today need to create a positive ‘customer’ experience for candidates throughout the recruitment process. Building a talent community: Often, candidates who apply for certain roles and are unsuccessful might prove suitable for future positions, which is why it is crucial for employers to build and maintain a talent community. Social and visual revolution: Social media has had a profound effect on employer branding, revolutionizing the way we search and apply for jobs, assess our prospective employers, and communicate in the workplace. Planning for change: Having an adaptable employer branding strategy is becoming increasingly important in today’s competitive landscape.  For employers, social media has made it possible to build and maintain a large talent pool faster than ever before. LinkedIn remains recruiters’ preferred social channel for finding, contacting and keeping track of candidates (94%), while Facebook (65%) and Twitter (55%) are used by businesses to showcase the employer brand. However, platforms such as YouTube, Pinterest and Instagram are gaining increased usage. Almost a third of employers are now planning to work less with recruitment companies and focus more on social media recruitment. Changing employment trends mean that companies need to stay agile and more aware of the social environment than ever before. As the number of temporary workers has increased dramatically over the past decade, HR teams face the challenge of building a common culture across companies, creating a sense of belonging for all employees. Furthermore, rapidly evolving technology is constantly reinventing the world of recruitment. With 20% of all recruitment searches now made using a mobile device, investment in responsive design and mobile marketing has increased considerably.

Employment Branding Lacks Strategy 56% of recruiters say employer branding is a top priority (LinkedIn) Only 57% of employers say that have an employer brand strategy (CareerArc) 75% of job seekers consider an employer’s brand before even applying for a job (CareerArc) Lack of employment branding strategy minimizes opportunities for you to tell your company story which leads to candidate attraction. By Tallulah David http://sumo.ly/bdHv via @CareerArc

This Creates Passion & Purpose Employment Branding Sourcing Talent Spark Excitement About Your Company Awareness of Careers at Your Company Create an Employment Brand Highlight Differentiated Values of Our Company Engagement Associates Feel Valued & Supported Associates Feel Invested In Associates Families Value your company and help promote your brand This Creates Passion & Purpose

Effective Employer Brand Retains Talent 75% of job seekers consider an employer’s brand before even applying for a job Strong employer brand discourages early departures: New hires are 40% less likely to leave after the first 6 months 62% of job seekers visit social media channels to evaluate an employer’s brand 82% of job seekers reported they were likely to visit review sites in the course of researching an employer’s brand The #1 aspect a job seeker wants to know about in today’s workforce is Culture and Values!

Engagement

Community Involvement Once You Have Them, How Do You Keep Them? Community Involvement

Associate Testimonials

Create your employer brand through your current employees Listen to your employees – what’s important to them? Utilize Social Media! Develop a motivational plan Rally your influencers – how can they help tell your story? Coach your influencers – provide them to tools to share your story Communicate and celebrate wins publically!! Keep it fresh and new!

Leverage Your Employees Employee videos or testimonials Employee Spotlight Employee anniversaries and milestone accomplishments Company hashtag New product/service highlights Workplace awards Community Outreach – Volunteer opportunities Industry updates/Company news

What Incentives Does a “Well-Designed Referral Plan” Use? “Refer for the team” should be primary motivator Recognition is powerful Offer prize drawings or non cash rewards are equally as strong Make referrals part of performance appraisal Not mandatory

How can you create passion and purpose in your work place? Define your company passion and purpose Think Long and Short Term Be Self Aware Adjust and Be Practical Create and develop an impactful brand that encompasses all employees Live and breathe your brand among your team and within the community!

Passion and Purpose The benefits of incorporating passion and purpose into the workplace are two fold: You will appeal to more candidates while also screening for those who will be actively involved in your mission and purpose.

QUESTIONS?

Contact Us Gail Cruikshank Talent Director Greater St. Cloud Development Corporation gcruikshank@greaterstcloud.com (320)-257-4753 Luke Riordan CEO/Founder Dayta Marketing luke@daytamarketing.com 320-309-3996