Attract The Right Talent Through Your Brand – Australia’s Affordable Employment Agency

Is your SME is struggling to attract & target talent, you will need to think about its appeal to candidates. Including whether its employer brand is compelling to others.

Your firm’s ‘brand’ is composed of the values that underpin your business’s culture and how it operates.

A powerful employer brand is therefore vital. And it isn’t just there to lure those who may have never heard of your company before. In fact, there may be many suitable potential employees among your long-time existing customers.

Why you should Attract and Target talent through your brand?

Here are a few reasons to create and maintain a strong employer brand.

  • It attracts more candidates – So if you concentrate on your employer brand, you will be able to attract applicants to your future vacancies, website or online campaigns – and it doesn’t have to be too difficult. If applicants have heard good things about your firm or seen an advertisement online highlighting the benefits of working for your organisation, they are more likely to want to find out more. Start a Facebook page, update it often and create a buzz.
  • It encourages referrals – An organisations brand is not only about how you market to and handle new candidates. It’s also about how you treat your current workforce, clients and customers. If your employees are happy in their roles at your company, they are more likely to say all of the right things about their brand to their friends, family and jobseekers. The opposite is also true, and they will likely discourage others from applying.
  • It helps to find like-minded applicants – An organisations brand should demonstrate the values, ethics and culture behind your business – and by communicating the right messages about what your brand truly stands for, you will be able to better attract likeminded individuals.

By hiring people who understand and identify with your brand

And see your vacant position as more than just a job, also truly believing in the importance of what your company does, you can improve retention and as a result, not have to spend so much time and money on continually hunting out new talent.

Younger employees are attracted to positions that offer a culture of continual growth and instant feedback. Sometimes even valuing these aspects of a role over salary. This age group are also particularly brand-conscious, developing an attractive brand image will encourage them to consider your organisation.

If you are looking to develop your firm’s employer brand, why not take advantage of the employer resources currently available through The Recruitment Alternatives webpage? As well as guides to executing a successful online recruitment campaign, our Recruitment Consultants can work alongside you to ensure that you find the right talent for your business.

In addition, the experienced recruitment consultants at The Recruitment Alternative can help guide you through this process. So check out our Employee or Job Seeker page for more helpful advice or contact us today.

Call: 1300 548 546

Journalism student blogs their way into a new job in Aus!

Job Hunting Advice for Journalism Students

Journalism student blogs their way into a new job in Aus!

Securing a job in conventional media before the age of 24 is wishful thinking for a huge number of wannabe journalists, but having a blog could help ensure that you turn those dreams into a reality. Searching for a job as a journalism student in the traditional way in this industry is time consuming and you face a lot of competition.  Also whilst recruitment agencies can help often you need something extra to find your first position.

A few young journalists can now happily credit their blogs as being key to their success.  A journalist that one of our Campaign Managers interviewed last month said “The most important thing I did at university, including my degree, was to blog and get online. That’s what got me my first job.” “There is no possible way that I would have been able to go into a Television newsroom on the basis of my degree, or the basis of my freelance cuttings or the basis of my student newspaper. ” he said.  You can definitely blog your way into a new job!

Here are some tips to help you secure your first journalism job:

Build a brand

Utilising your blog to promote yourself in the right way is imperative.  It is hugely important to be yourself and market yourself in a way that is likeable. In essence you never know what part of your personal branding will bear the most fruit so you have to do it all.

Talk, link and network

Linking in to your brand building you must ensure that you have current and relevant dialogue with as many people as possible to create a committed following. Part of this includes hooking up with people who blog about similar topics so that you can initiate and maintain a mutually beneficial relationship. However, never forget that it’s a two-way street. So don’t just force yourself, relationships – especially ones within the journalistic field – shouldn’t develop in an artificial way they should grow organically. Use the internet’s networks appropriately.

Patience

You definitely won’t leap from 10 to 6,000 twitter followers overnight. Nurturing a twitter following and growing a community takes a lot of time, so don’t get too caught up with this. Make content the driver behind your website or blog and the followers will appear.

Niche

With an increasing number of people entering the blogging world standing out is more difficult than ever before, but what could really help is finding a topic that nobody else or very few people are writing about.   Niche blogs work.  

Advertise

Increasing traffic to your blog site is a difficult thing to achieve – networking and conversing with the right people is definitely the way to increase your popularity.

Good luck with your blogging – it might just land you a job!!

Inductions are a critical phase of the overall recruitment process that should be given priority

embeddingInductions are a phase of the recruitment process often forgotten about and yet it’s such an important part of the overall process. It’s a stage that more often than not doesn’t take priority as you move onto the next important task now you’ve employed somebody new.

Inductions play a critical role in making an employee feel welcome, valued and ultimately kickstarts their commitment to you and the business. Furthermore, it projects an important image for your company as a professional and slick operation that strives for the best at all touchpoints.

Some of the benefits of a good, solid induction programme are below, with more immediate benefits upfront, followed by longer term advantages.

Short term benefits:

·        The new employee is impressed and forms a positive perception of the business

·        The employee feels confident about his/her decision to join the organisation

·        Employee wants to match this level of professionalism

·        Enthusiasm, excitement and the beginnings of loyalty are felt

·        The employee hits the ground running and so can adapt to the job and environment more quickly and be productive sooner

Long term benefits:

·        Happy employees and great employee morale

·        High levels of professionalism in the organisation

·        Increased productivity overall

·        Lower turnover

·        Reduced recruitment costs due to lower turnover

·        Positive promotion of the organisation

Scope

Induction programmes are determined by the nature of the role but job descriptions, procedure manuals and administrative guidelines are pretty standard components.

The scope of inductions could cover:

·        Organisational objectives and mission

·        Competitive set

·        Terms of employment – job title, probationary period etc

·        Hours of work and leave provisions

·        Amenities

·        Tasks and responsibilities

·        Working conditions – dress code, phone use, social media policy etc

·        Pay and benefits

·        Organisational layout

·        Health and safety policies and procedures including first aid

·        Project/Client snapshots and history (if applicable)

·        Introductions to other staff

Go above and beyond just content

Making the induction as interactive and stimulating as possible serves to make a stronger and longer lasting impression on the new employee. Use a combination of printed material, videos, meetings, tours of the building and including one on one sessions with various relevant people in the organisation.

Appoint a buddy, who will be a source for any questions that crop up in the first few weeks, who accompanies the new employee to organisation meetings and generally helps the new employee to overcome the awkwardness of being the new person.

Ultimately, bottom line is make time for inductions to be put together and administered and make them fun, so your new employee feels welcome, excited about his/her new role and feels good about the organisation.