Snagajob founder, Shawn Boyer, recently spoke at People Report’s Summer Brand Camp about how the social era has opened doors for “outsiders” to influence your employment brand and how this can change what employers need to do to recruit and keep great employees.
Snagajob research shows that 62 percent of the time job seekers spend online is spent on social networking sites, and 47 percent of job seekers use social media in their job search. Translation: job seekers are spending a lot of time talking or listening to others talk about jobs.
The emergence of sites like Glassdoor and the new comment section on Indeed are giving current and former employees a place to share their thoughts on what it’s like to work for a company. These reviews can be a powerful influence to job seekers thinking about applying to a job.
The fact of the matter is, job seekers are online either looking for information about your company or talking about your company to others. How does this impact your recruiting efforts? And what can you do about it?
Focus on what part-time job seekers want
Snagajob asked full-time salaried, full-time hourly and part-time hourly job seekers what factors were most important when considering a job. Answers were distinctly different based on the type of position a job seeker wanted. Full-time salaried and hourly job seekers both ranked a competitive wage first. But part-time hourly job seekers ranked flexible hours first, followed by a convenient location. Understand that your part-time employees have other commitments and work with them to create a flexible schedule. It will help you recruit and keep the best players.
Promote what matters
Companies like Starbucks and Chipotle do a great job of using their job descriptions as opportunities to further their employment brand. Promote how you are investing in your employees and providing opportunities for growth. If you aren’t sure what your employment brand is, check out the second trend in this white paper.
Don’t forget management
Focusing on what job seekers are looking for and building a great employment brand can help you recruit better candidates. But if your employees are managed poorly, you’ll continue see turnover and you might find some bad reviews of your business online. Hiring great managers is a critical step to ensure your hourly workforce has a positive experience working for you. Invest in a management team that believes front-line employees are valuable and should be treated as family.
Employers can’t rewind the social clock or stop bad reviews from being posted. But focusing on how you recruit employees and building a management team that will make employees want to stay can help offset anyone who might have a less-than-rosy opinion of what it’s like to work for you.