Advice and Updates
The world of work has changed, and so have we. In an unsettled, uncertain market, a strategic approach to talent matters more than ever before… and I reckon it’s do or die. Here’s why.
There are many elements that make up your employer brand - from your employee value proposition messaging and people-focused blog content, to your CEO’s LinkedIn posts and company reviews on Glassdoor. Whether you like it or not, your organisation has an employer brand.
Pop quiz! If you want to appeal to the hearts and minds of potential new talent (and keep your existing high performers), what would be more engaging: facts and figures or a ripping story?
Imagine receiving nearly 300 applications for your job ad … in one week! And not from poor-quality candidates, either. We’re talking about high-quality, highly engaged candidates who make your task of choosing just one quite the challenge!
Lauren Forcey has travelled paths only those with true determination are willing to take. No matter the twists and turns in the trail, our Senior Storyteller rises to any challenge she faces, and does so with great humility.
Imagine you’ve just landed a new job and you’re super keen for your first day. You walk in the door… and your manager seems like they’ve forgotten you were coming.
Finding the right person to join your team is crucial for the success of any organisation. The interview process is your chance to explore your mutual fit - assessing if the individual has the skills, experience and cultural fit necessary for you.
Location is a big part of your talent offer - for better or worse. If you’re in a regional area, you may struggle more than those in the major cities to attract the talent you need. But there are plenty of reasons why someone might prefer to live and work in your area.
Throughout the employee journey, there is a host of moments that matter, and one important moment is an employee’s offboarding experience.
Five metrics to consider when tracking your ROI
When it comes to attracting and retaining talent, it’s easy to presume small businesses are at a disadvantage.
The world of work has changed, and so have we. In an unsettled, uncertain market, a strategic approach to talent matters more than ever before… and I reckon it’s do or die. Here’s why.
As we deck the halls of our humble abode, we can’t help but reflect on the year that was. 2022 brought so much goodness for us at EBA and so many more team members to share it with. And 2023 is promising to be bigger and better than ever.
My friend recently got promoted to a high-level management role at a well-established organisation. He’s responsible for creating a team from scratch but struggling to find decent candidates. After seven months of recruitment, he only has four people.
What’s the purpose of an Employee Value Proposition? Is it to sell your organisation as a great place to work? Well, sort of. But not quite.
Ever posted an ad for a good job, only to find you get no responses… or lots of candidates, few of whom are right for the role?
When I first arrived in tropical Far North Queensland, I was 21 and had never seen a gecko in my life. Suddenly, I found myself living with 2 million of them.
In the world of social media, where everything shared is a highlight reel, it can be difficult to distinguish true moments of authenticity from a thinly veiled marketing ploy.
Ever wondered what an #InstagramInfluencer and your employer brand could have in common? Okay, you’ve probably never wondered that. But I bet you are now!
It’s a topic that comes up in discussion with our clients and partners again and again… and again a few more times: what does flexible work look like in the future?
I’ve never seen a more competitive, aggressive talent market than we’ve experienced in 2022. There are indications that Australia has seen a sharp increase in resignations, and in some sectors, there may be more to come.
There are many elements that make up your employer brand - from your employee value proposition messaging and people-focused blog content, to your CEO’s LinkedIn posts and company reviews on Glassdoor. Whether you like it or not, your organisation has an employer brand.
Pop quiz! If you want to appeal to the hearts and minds of potential new talent (and keep your existing high performers), what would be more engaging: facts and figures or a ripping story?
Just like that, another year has come to an end. Before we turn on the out of office email replies and treat our desk plants to a summer holiday at home, the team at Employer Branding Australia has paused to reflect on the time we’ve spent together this year.
I love a good story. Fiction, non-fiction, drama, comedy, action, even Western - I don’t mind, so long as there are some characters I can relate to, a hook or two to keep it interesting, and it transports me to a different world for a while.
COVID-19 has changed so much, for so many of us. Mark Puncher shares four personal perspectives on how leaders and people & culture specialists might respond.
Creative, structured employer branding works! There is consistent and compelling evidence that it drives up talent results. Here are 10 stats to support your business case.
On March 22nd 2019, it will be exactly one year since Founder and Chief Energy Officer of Employer Branding Australia Mark Puncher pressed go on launching his business whilst sipping a coffee in the middle of Brisbane. And what an adventure it has been so far.
Employers have mistreated candidates for decades. From disrespectful behaviour and inappropriate questions to unpaid 'trial shifts' and dance offs to 'test confidence', this stuff still happens! Here's our take.
The Christmas tree is still up, left-over pudding and pasta salad is spilling from the fridge, and the summer sun sizzles as you sip a sprite. Ah… it’s holiday time. But as you relax, there’s something niggling at the back of your mind… you can’t help but think about the inevitable First. Day. Back. At. Work. It’s only a week away, but right now, it feels like you could float on your inflatable flamingo for eternity…
When it comes to convincing your CEO to invest in a quality recruitment process, it’s all about effective communication to nail your pitch. CEOs are hard-pressed for time, so the few moments you have with them count. The key question you need to ask yourself is: What does the CEO want and how does a better recruitment process help them get there?
“Treat others as you’d like to be treated” is something our mothers told us all the time – even when we came home crying, and wishing with all our heart that we could take revenge on the school bully. But as distraught as we were, most of us kept to these deeply-ingrained values of mutual respect and kindness. Yet, as I’m starting to realise, there’s something sinister that can come out in people when they see someone else at their most vulnerable point.
We examined 50 random Australian careers websites and found that employers are simply not doing enough to captivate talent and turn them into candidates. In fact, employers are failing in 5 key design areas - making it hard for job seekers to even find job listings, learn about what it is like to work for a particular company, and get a sense of an organisation’s genuine employer brand.
We analysed 50 random job listings on Seek, one of Australia’s most visited job boards, and found employers are actively turning off job seekers. The results reveal employers are failing to attract job seekers in 5 key ways.
My close friends will tell you that I love a bit of self-deprecation. Hey, I’m a middle aged Englishman; it’s how we get attention. But this article, I’m pleased to say, isn’t that. It’s actually the opposite.
Every leader knows the importance of employing the right people. The quality and engagement of your workforce is the key factor of organisational success, mediocrity or downright failure.
Almost 3 out of 4 Australians are stressed at work. Yet research suggests only 1 in 2 employees would be honest with their boss if they were asked “Are you okay?” and they weren’t.
Competing with bigger organisations can be tough but it’s a battle you can win. If you’re the underdog in an arena of giants, here’s how you can fight smarter and punch above your weight.
In a recruitment market full of SHOUTY JOB ADS!!!!, lazy mistruths and hollow hype, here’s my advice on being, and showing that you really are, a great Australian employer.
Candidate expectations and behaviours are changing dramatically yet too many Australian employers are still doing what they’ve always done. Here’s what’s changed and how you need to respond.
If you’re working in recruitment or HR, you’ll know the common question - Is employer branding a job for HR or marketing? The answer, obviously, is that both need to be involved. The secret is understanding when and how. Here’s what experience has taught me.
Employer branding is on pretty much every organisation’s radar right now but not everyone’s getting it right. Here are 4 examples of what not to do, featuring people and organisations who really should know better. We challenge you not to laugh out loud.
All candidates and employers want from each other is honesty - to really get to the truth about each other before committing. So why are we still doing that awkward dance?