3 Ways to Refine your Employer Brand Fast

WSI Staffing Blogs - 3 ways to refine your employer brand

When talent demand is high, employers must have a solid employer brand in place to stand a chance against competitors fishing in the same talent pool. If you want to catch a fish, you better have the most attractive bait.

A company’s employer brand is how the company is perceived by prospective employees when they are determining whether your business is a place they’d like to work (and existing employees when deciding whether they want to stay, too). It encompasses culture, benefits and compensation, values and overall reputation. While most employers understand the importance of employer branding in their recruitment efforts, many are unsure of how to start the process of refining their employer brand to meet their candidates interests and needs.

WHY EMPLOYER BRANDING IS SO IMPORTANT TO GET RIGHT:
  • According to the National Association for Manufacturers’ (NAM) most recent manufacturers’ outlook survey, the primary business challenge cited by manufacturers surveyed was attracting and retaining a quality workforce. In fact, nearly 70 percent of respondents cited this as their number one challenge.
  • A strong majority of candidates identify reputation as a key factor when considering a new job. And, according to Glassdoor, candidates read at least four reviews before forming an opinion about a company.
  • Additionally, employers with a strong employer brand can reduce their cost-per-hire and increase the number of qualified applicants they receive, not to mention reduce turnover. (LinkedIn)

When candidates are considering a new employer for full-time or temporary work, their opinion is often influenced by factors of an employer brand, like:

  • Company mission and vision
  • Company location(s)
  • Compensation and benefits
  • Opportunities for advancement
  • Job security
  • Management
  • Culture
  • The team, and who they’ll be working with
  • Company values, including corporate social responsibility and community efforts

Without these employer branding elements clearly defined and communicated, recruiting success is unequivocally compromised.

START STRENGTHENING YOUR EMPLOYER BRAND – NOW

In addition to customized recruitment messages, videos, and social recruitment strategies, it’s important to create and distribute content that is relevant and interesting to your target pool of candidates – and to pipeline talent ahead of critical needs. A major benefit of having a developed employer branding strategy is that reactionary recruiting becomes the exception instead of the norm.

To begin honing your employer branding strategy, consider starting with these three steps:

  1. Partner with marketing. It is important to promote the whole company – mission, vision, values – not just open jobs. Work with marketing and other internal stakeholders to share a holistic message that gives special consideration to the talent you’re trying to attract to the business.
  2. Safeguard your online reputation. An employer brand is nothing you can completely control. It lives in the hearts and minds of your employees and candidates. What you can do, however, is take an active role in the conversations being had about your company as an employer. Stay close to your online review profiles, like Glassdoor, Yelp, and other company-rating sites, and engage with people on social media.
  3. Be authentic and flexible. Meet with your target audience on their terms – meaning, if the talent you’re trying to attract is online during certain days of the week or times of day, make it a priority to have someone covering the desk at that time. Candidates today are expecting real, not templated, responses to their questions, and they’re expecting it on their time. Deliver an experience that caters to them.

If you would benefit from having an exploratory conversation about your employer brand, contact us. We have offices in Kalamazoo, Battle Creek, Grand Rapids, Sturgis, Marysville, OH, and Tipton, IN. We’d be happy to meet with you to discuss how you can improve your employer brand and better attract (and retain) the talent you need to successfully operate and grow your business.

Jump In, the (Blue) Water is Fine!

wsi staffing blog - blue ocean / red ocean

In 2005, Professors W. Chan Kim and Renee Mauborgne launched a revelation in business strategy by encouraging companies to evacuate shark infested waters.

Sharks? In Michigan? Well – the proverbial shark. Essentially, they are suggesting that companies are better off searching for ways to gain “uncontested market space” (referred to Blue Oceans) instead of competing with similar companies (sharks) and struggling to survive (the Red Oceans).

In staffing and recruiting, the pool of unemployed folks is getting redder and redder by the day. These waters are full of the same group of people day in and day out who are checking job boards for the next best thing. Likewise, they’re also full of competitors who are fishing for the same candidates. And while job boards can be a good resource, it shouldn’t be your company’s only strategy when recruiting, as the net you’re casting only goes so far when trying to catch new applicants.

Perhaps you’re saying “Christy, this makes total sense to me. But how do I get to the Blue Ocean waters?” Simply put, you’re going to need a bigger net. And WSI Recruitment & Staffing can help! WSI can help you make the competition  irrelevant by finding associates who are ideal for YOUR workplace and taking your story to them, rather than crossing our fingers and hoping they stumble upon your company’s job post among a sea of hundreds.

Job seekers today have changed how they search for employment. If you don’t make the necessary adjustments to meet them where they are, you are always going to be treading in red, shark-infested water.

10 Activities to Do After Work

WSI Staffing Blog - 10 Activities to Do After Work

Some people have developed a habit of flopping on the couch after work to binge-watch their favorite Netflix series while eating dinner at the coffee table until it’s time to go to bed. (It’s us – we’re some people.) As it turns out, the most productive people have unique strategies to rest and recharge after a long day of work. Here are a few things you can do after work to go from being “some people” to “productive people”: 

Read

Avoid turning on the TV. It’s time to tackle that stack of books or magazines that’s been on your nightstand for weeks…or months. Catch up on your favorite blog or news website. Peruse your local news stories.

Play

Grab a friend, family member (or dog) and head to the park. Go for a walk. Ride your bike. After all, playtime isn’t only reserved for children. 

Try a New Recipe

Been dying to make that new pasta recipe you saw on Pinterest? Riveted by the mouthwatering macaroni and cheese video Tastemade posted? Pick up the ingredients on your way home, blast your favorite music, and get to work in the kitchen! 

Start a Hobby

Whether it’s gardening, woodworking, or that goat yoga class you’ve been wanting to try – go for it! There’s no time like the present.

Get Outside

Chances are, you’re inside for most of your day. Get out and enjoy some sunshine and fresh air. You don’t have to go far- even if it means sipping your favorite drink on the front porch.

Volunteer

Maybe you love animals – animal shelters are always looking for volunteers. Maybe senior citizens are your cup of tea – there are ample opportunities to volunteer at retirement centers and nursing homes. Love kids? Become a mentor or donate time to your local children’s hospital. Whatever your jam, pick an organization that aligns with your passions and set aside time to contribute to them. It doesn’t have to be every day or every week, but whenever you’re feeling up to it.

Journal

Get out a notebook and start writing. Unclog your brain by writing down things you’re grateful for, things you’re worried about, or anything else that comes to mind. Journaling is a great way to recharge!

Finish a DIY Project

Is there a project around your home you’ve been wanting to finish? Stop putting it off and get to it! Make it fun by playing your favorite music or inviting a friend over to help. You’ll feel so satisfied when you’re finished.

Pamper Yourself

Whether it’s taking a long shower/bath, using a new facemask, indulging in a bag of M&Ms, or working out to your favorite music, spoil yourself a little. 

Listen to a Podcast

Podcasts are a great way to relax while learning about something you’re interested in. (Here’s a list of the top 10 podcasts right now: https://jamesclear.com/podcasts/top

Staffing Providers: Creating the Perfect Partnership

WSI Staffing Blog - STAFFING PROVIDERS: CREATING THE PERFECT PARTNERSHIP

In today’s talent market, it’s tough to find good workers – but this is especially true in manufacturing.

According to last quarter’s NAM Manufacturers’ Outlook Survey, finding a qualified workforce continues to be the greatest challenge faced by manufacturers, with 69.9 percent of respondents citing it as the primary challenge they’re facing right now. According to previous NAM surveys, finding qualified workers has proven to be a challenge throughout 2019. In Q1 71.3 percent of respondents cited the inability to find skilled workers as a top challenge, and in Q2 68.8 percent said the same thing. Attracting and retaining a quality workforce is made easier when talent acquisition efforts are supported by a committed staffing partner who is equally as dedicated to providing superior service and results – both for you, and for your workforce too.

The national workforce shortage has led to an increased demand for staffing support. But increased demand shouldn’t mean that you receive any less support from your staffing provider. If you’re experiencing any of these pain points, it’s time to reconsider whether your staffing provider is truly the partner you need:

  • Inconsistent performance; different people working on open requisitions means varied results
  • General lack of follow-up to internal stakeholders
  • Candidates shared with hiring managers are missing basic qualifications and other must-haves
  • Lack of innovation or creativity to find resumes from alternative resources – versus mining job boards
  • Receiving candidates who have already been considered by human resources and/or hiring managers

What to Look for in a True Staffing Partner

In manufacturing, you are an essential part of an overall supply chain function. Delivering products, therefore, is wildly important – and you need people in order to do it. Staffing providers are in a similar business, delivering resources – i.e. talent based on supply and demand. One main difference, however, is that people are not a commodity – and they shouldn’t be treated as such either. In today’s tight talent market, job seekers have options, and this often puts them in the driver’s seat of the supply/demand story.

When a staffing provider poorly represents themselves in the market and/or to candidates this can be a sign they may not be the best partner for promoting or protecting your employer brand.Instead, here are indicators of a partner designed to deliver talent while contributing to your employer brand and story:

  • An Enhanced Employer Brand Experience. As a representative of your brand, your staffing partner
    should fully understand your culture, values, employment brand and be prepared to embrace and champion
    your name. A true partner will seek ways to enhance your brand by offering innovative ways to build your
    talent community, all while never missing a beat when it comes to delivering the people you need – now –
    for your open requisitions. A staffing partner can even provide you with tailored recruitment messages,
    videos, and other customized content built to deliver great talent – and to pipeline candidates ahead of
    hiring needs. Make this a must!
  • Superior Account Management. A true staffing partner is not only available to fill requisitions but to learn
    from you and your business, gaining deeper insight into the heart of your operations. An added benefit of a
    strong account team is they can help alleviate some of the administrative burden that go into the hiring
    process – while maintaining a positive, consistent candidate experience. Look for partners who dedicate a
    tenured account management team, and who are well-versed in your hiring and onboarding procedures.
    Together, this team can help contribute, enhance and deliver on your employer brand promises.
  • Proof Your Recruitment Strategy is Working – For Your Business. Your staffing partner should be
    delivering – and able to report on their delivery – tangible recruitment performance that can be tied to
    business objectives. Metrics like increasing fill rates, decreasing turnover, and reducing time-to-fill are
    important to measure – and they can be tied to revenue and real business value, like decreasing expensive
    mandatory overtime when jobs go unfilled and increasing employee satisfaction and thus retention and
    output. Recruitment is a business and when done right, it can mean the difference between meeting
    production and revenue goals, or not. Make sure your recruitment strategy has a health check in place and
    that your staffing partner can provide both data and results that matter for the business.

When qualifying staffing providers, ensure they’re doing what you need them to be doing for you by measuring their performance. Consider limiting, or ending, the relationship when delivery is not meeting your business goals or expectations. You and your company deserve better.

And remember, cheaper is not always better. It can be easy to commoditize a service like staffing, but ultimately you can end up seriously hurting your company’s hiring prospects in the process – now and in the future. Read online reviews, check references (yes, staffing providers have references too!), and don’t settle for less than a partner when it comes to your staffing needs.

At WSI Talent, we love data! And we love reporting on the great things we’re able to do for our clients every day. If you’re looking for transparency, resiliency, expertise and innovation, consider us the next time you’re in need of a staffing provider – and partner. Get in touch with one of our local offices to learn more. We’d love to meet you!

Make the Switch

WSI Staffing Blog - Make the Switch

Make the Switch

With national unemployment rates at their lowest point since 1969, finding the right talent for your organization has become increasingly difficult on HR departments that are already spread too thin.

Let’s face it, finding talent is hard. Between reviewing applications, interviewing candidates, and all of the other responsibilities that come with onboarding, there’s no wonder why 25% of mid-sized companies are shifting to contingent positions this year alone. 

There are other reasons for this shift.  Research shows 55% of working professionals are more open to non-traditional work arrangements than ever before. This shift has caused a huge impact on how companies acquire talent, as they can no longer thrive through the use of traditional techniques. 

WSI has been following this trend over recent years and has partnered with our customers to provide them with flexible staffing models, allowing workers to enjoy more flexibility. 

The benefits to our customers have been significant.  A successful total talent management strategy model (TMSM) creates an agile workforce that allows our client partners the ability to focus on the value that a worker provides, rather than their employment status. A Randstad survey of 400 organizations who adopted a TMSM,  found 96% were “extremely” or “very satisfied” with the results.

The top benefits listed were:

  1. Bringing strategic planning into the HR function (45%)
  2. Achieving a competitive advantage through attracting and engaging higher-quality talent (44%)
  3. Improving their employer brand (42%)

With that being said, to ensure a successful TMSM, it’s important to have the right partner. At WSI, we are nationally recognized for our ability to identify, onboard and retain the right people for our clients.  

HOW DOES YOUR CURRENT STAFFING AGENCY STACK UP?

WSI is a purpose-driven staffing and recruitment firm that helps employers strengthen their brand to positively impact the staffing candidate pool.

LET’S CHAT!

We’d love to share some strategies that have worked well for our clients and could work for you, too.

Steve Beebe | Vice President | WSI Staffing, Talent

Steve Beebe

Vice President
Business Development Chief

Markets:
Kalamazoo, MI
Battle Creek, MI
Sturgis, MI
Tipton, IN

Christy Keizer | WSI Staffing, Talent

Christy Keizer

DIRECTOR OF BUSINESS DEVELOPMENT
GRAND RAPIDS

Markets:
Grand Rapids, MI

Jeff Harp | WSI Staffing, Talent

Jeff Harp

DIRECTOR OF BUSINESS DEVELOPMENT
OHIO

Markets:
Marysville, OH
Bellefontaine, OH
Columbus, OH