First and last impressions count when it comes to the employee experience. Before the Job Interview there are several factors to consider. These influence the future employee and the employee who is exiting or off-boarding the company.
A company’s brand needs to be consistent, engaging and authentic across all mediums if it expects to attract strong talent. Some companies are household names and children hear their brand names from an early age. But what about companies that don’t have the same level of recognition? How do they make people aware of their brand? There are options available such as STEM weeks or science fairs that companies can use to increase brand awareness. There are also several initiatives available for familiarising children with a brand and benefitting the community at the same time, which include CoderDojo, VEX Robotics and Junior Achievement. When students are choosing their future careers is a great opportunity to highlight a company and the benefits of joining its workforce. An ideal way to do this is for employees to run a Transition Year Program for 16 years old students who have an opportunity to spend a ‘hands on’ week on the company premises and experience the workplace for themselves. By including information about the company and its mission and values, and highlighting what skills are needed for different roles, in the weeks presentations, they can see examples of what the company does and its culture. Interactive activities are a great way to engage the students and ‘live’ the experience during the week. By the end of the week the students will want to work in the company if their experience has been a positive one. Companies should not underestimate the effect and influence they can have on the workforce of the future by meeting third level students in their developing years. Career fairs and meeting the students in person is a great way of humanising a company. Students will want to know what it is like to work for a company and what better way to find out than meeting actual employees who can tell them. The enthusiasm shown by employees in a face-to-face meeting gives a far stronger message than simply stating on a website that it is a great place to work.
How a company advertises a job can have a bearing on how engaging it will be for the potential employee. Does the company talk about themselves or the job first? Does the advert include the benefits available as part of the job? Taking the time to create a solid job advert can go a long way to creating a positive impression for the potential employee. Using non-traditional mediums such as video, and social media are alternative ways to advertise a role. Links to videos of existing employees describing what they like about working for the company can also be included but the company needs to ensure these are genuine and not forced or fake sounding. A job advert or posting should include an appealing job title, a strong introduction, company information, essential role requirements, benefits of working with the company, job location, accessibility, option of remote working if applicable and other details that will make the location attractive, outline of the application process. It should go without saying but also ensure the advert is not breaking any laws.
Creating a great first impression is key in attracting talent to your company. If the above isn’t appealing to an applicant why should they even consider applying or engage with your company?
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