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    [Webinar] “Going Digital with Your Employer Brand: How to Revamp Your Recruitment Messaging for 2021”

    Recently, Hired partnered with Lever to host a webinar featuring Atlassian on “Going Digital with Your Employer Brand: How to Revamp Your Recruiting Messaging for 2021.” Our co-hosted webinar featured Devin Rogozinski, Head of Talent Marketing at Atlassian, and Rob Stevenson, Head of Hired’s podcast Talk Talent to Me, who explored strategies on how to shift to a digital-first hiring strategy. Specifically, Devin Rogozinski addresses his experience on how talent marketing has shifted from conferences to the digital world and offers solutions on how to create and measure campaigns that will expand your talent pipeline. 
    Discussion Topics
    How to approach creative and messaging 
    Resources for supporting  a digital-first strategy 
    How to measure the success of your campaigns 
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    Top Employers for Working Mums in 2021

    The past year has been an extremely challenging one for recruitment in many ways and has tested the innovation and creativity of employers.
    Despite examples of bad practice, many teams and individuals have gone above and beyond in the way they have supported their employees through so much uncertainty, from online onboarding, virtual recruitment fairs, and hand-delivering laptops to setting up mental health champions and supporting line managers to help their teams through countless upheavals and anxiety.
    The 2021 workingmums.co.uk’s Top Employer Awards was adapted to reflect the issues that have been prominent during the pandemic – from mental wellbeing to employee engagement and diversity and inclusion – a huge topic following the Black Lives Matter movement.
    The overall winner was McDonald’s who also won the mental health category. It had everything from work-from-home toolkits and wellbeing hubs with support for managers to a staying connected group for furloughed workers and medical and sleep apps and had gone out of its way to tailor support to its wide range of workers, including young people and those on the autistic spectrum, and franchisees, despite considerable challenges in its sector. Ninety-two percent of workers felt happy to return to work.
    Other winners include IBM UK for Diversity & Inclusion, PwC for Flexible Working, Teach First for Family Support, Sky Betting & Gaming for Employee Engagement, and UBS for Line Manager Support.
    The judges found it hard to pick winners this year because so many had made Herculean efforts to keep their organizations going despite the pandemic. “The sheer effort and resilience was outstanding across the board,” said judge Jennifer Liston-Smith, Head of Thought Leadership at Bright Horizons. She praised, in particular, the creativity of some employers when it came to matching specific initiatives to their particular workforce, for instance, Sky Betting & Gaming’s weekly Wheel of Fortune game to connect remote workers, Atos’ virtual summer holiday club, SMS’s Sunrise competition to address mental health issues for field-based engineers and PwC’s virtual education initiatives.
    Other judges also selected their highlights. For Dave Dunbar, Head of Digital Workspace at the Department for Work and Pensions, the amount of employee engagement and the importance of senior leadership involvement stood out. 
    For Clare Kelliher, Professor of Work and Organisation at Cranfield School of Management, it was the impressive amount of innovation that showed what organizations could do if they were forced to rethink how they normally operate. 
    Andy Lake, editor of Flexibility.co.uk, remarked that the entries were “a showcase for business resilience under difficult circumstances”.
    So what are the challenges for the future? Here are some that the judges highlighted:
    There may be a rush back to the “straitjacket” of the office when many employees don’t want this. Employers need to adopt a tailored approach and ensure remote workers feel included.
    Pandemic working is not the same as remote working.
    Hybrid working should not simply mean putting a few meetings online. There is a need for transformative change, including modernizing working practices and designing smart working to ensure everyone has what they need to work effectively wherever they are working.
    Employers should think about the potential unintended consequences of their actions, for instance, when it comes to career progression and pay, treat employees fairly based on their overall track record, not just this year’s events.
    Employers should encourage employees to be upfront about their caring responsibilities through employee networks with senior leadership sponsorship.
    Employers should urgently address the mental health impact of the pandemic through regular check-ins, surveys, mental health champions, line manager support, and a focus on the work-based factors that contribute to mental ill-health.
    Mandy Garner is managing editor of workingmums.co.uk.

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    Beating pedigree bias: why tech teams should hire for skills, not labels

    Pedigree bias has long plagued the recruiting landscape.
    All too often, hiring teams seek sameness: targeting candidates with Ivy League degrees and Fortune 500 work experience. In doing so, they perpetuate stereotypes and overlook talent that has taken the path less traveled.
    Not only does this process punish job-seekers who don’t fit a predetermined mold—it also blocks them from an industry they are eager to enter. That needs to change.
    In recent years, leading tech companies like Apple, Google, Netflix, and Tesla have taken bold actions to reduce pedigree bias in recruiting practices. Now, it’s time we all joined the movement.
    In this ebook, we’ll break down pedigree bias page by page: covering what it is, where it lurks, who it hurts, and—most importantly—how recruiters can combat it head-on.
    Ready to retire biases and hire for what matters most?
    Download the ebook More

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    7 Ways to Source and Attract Diverse Tech Talent

    While improving corporate diversity and inclusion has been an important topic for some time, widespread social injustice and civil unrest, coupled with the impact of the global pandemic, emphasized the importance of DEI. The headlines were seared into our collective consciousness.
    But just talking about diversity and inclusion won’t move the needle. Progress requires action. And the time for action is now. Particularly for the tech sector, one that, by most reports, has made few gains. We’re here to shine a light on the path forward, exploring actionable ways that you can source and attract tech talent.
    Ready to lead the change?
    Download the guide. More

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    How to Grow Awareness of Your Employer Brand

    Ashley Cheretes faces a challenge familiar to many employer brand leaders: Her company isn’t top-of-mind for many candidates, despite touching millions of lives. “Cigna is the most well-known unknown company,” jokes Cheretes, Cigna’s Head of Marketing, Talent Acquisition. “When you throw in the fact that we are technically an insurance company, we are often not…
    How to Grow Awareness of Your Employer Brand Undercover Recruiter – More

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    5 Messaging Mistakes Tech Recruiters Cannot Afford to Make (+ How to Prevent Them)

    Without strong communication skills, recruiters, especially those in tech, don’t stand a chance when it comes to capturing the attention of in-demand candidates. The tech industry remains highly competitive, making recruiters’ job of attracting top tech talent all the more complicated and communication all the more critical.
    When it comes to connecting with top tech talent, sometimes you only get one shot to shoot – and it better be a good one. To help it stick, we’ve put together a list of what you should – and shouldn’t do – when communicating with these candidates.
    Want to learn the top messaging mistakes tech recruiters make and how to prevent them?
    Download the guide. More

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    Creating an EVP with Design Thinking

    In building an EVP for Ritchie Bros, an online auction platform for heavy equipment, Employer Brand Specialist Thomas Reneau drew from his experience with design thinking firm IDEO. Reneau saw an opportunity to marry this innovative perspective with the company’s employer brand strategy and, in the process, enhanced the Ritchie Bros’ voice, values, and culture.
    A more traditional approach to EVP might assume your team is already crystal-clear on what your company offers to candidates and what your ideal candidate is looking for. A design thinking approach to EVP, however, flips that on its head.
    Design thinking encourages continually asking questions, rather than assuming your employer brand team already has all the data it needs. Design thinking highlights the difference between saying, “We need to attract this specific demographic,” and turning to current employees from that demographic to ask, “Why did you choose to work here?”
    “Think of it as reverse engineering,” says Reneau. “We need to enable the team to attract the right candidates.”
    Empathy and comfort with vulnerability are critical to this approach. When asking a colleague, “How does it feel to be in your shoes?” employer brand teams must be ready for honest and personal answers. They’re also responsible for creating channels and nurturing relationships where that kind of trust is possible.
    Listen on Apple Podcasts, Spotify, Stitcher, or Soundcloud.

    To follow Thomas Reneau’s work in employer brand, connect with him on LinkedIn. To get started on your EVP, get in touch with us. We’ll help you identify the values and culture you want to create in your company.

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    4 Ways to Attract and Retain Top Tech Talent Better Than Your Competition

    One of the big lessons learned in 2020 was to be prepared for the unprepared. With so much uncertainty still in the market, employers should proceed the recruiting landscape in 2021 with caution. Doing so means learning how to enhance and improve relationships with tech talent – prospective candidates and current employees alike. Tech talent is always in-demand, and as such, attraction and retention will be more important than ever before.
    With that in mind, we’re here to offer strategies that will position you as the employer of choice for top tech talent, from your initial interaction through to the final offer.
    Want to find out how to source and attract top tech talent and edge out the competition?
    Download the guide  More