It’s official: After posting your company’s open roles, scouring hundreds of applications and conducting interviews, you’ve successfully landed a couple of great new hires.

After all that hard work (and many cups of coffee), you’re ready to welcome some talented new employees to your company.

First of all, nice job! After all, it’s not easy finding top talent in today’s market. Despite some stiff competition, you’ve been able to successfully recruit highly skilled individuals to your team.

However, you also know that your work isn’t finished when a new recruit signs the paperwork.

You want your new employees to stick around for years to come, so you’re determined to create a seamless induction plan.

To help you create a best-in-class employee induction programme that sets your employees up for success, we’ve asked leading HR experts to share their best tips. The good news? You can start implementing these tips as soon as this week!


Watts Next HR
Alisha Ross, Wattsnext

1. Keep up the momentum.

Welcoming a new employee to the team can be a busy time, so it’s easy to forget that it can take new employees an average of eight months to get fully up-to-speed.

When it comes to employee induction, preparation and consistency are vital.

Once you develop processes for your new hire, it’s important to stay consistent without losing momentum.

We spoke with Alisha Ross from Australia-based HR consultancy Wattsnext, who added: “A lot of companies overlook the importance of preparation when they’re about to welcome a new team member. Starting a new job can be an exciting but nervous time for your new recruit. There are so many things employers can do to make this experience more enjoyable for everyone involved. However, it’s not something you can throw together when they arrive on day one.”

“You can prepare and plan for your new employee’s commencement by creating a schedule that outlines what their first day and week will look like. This not only helps the new employee — it also shows management and colleagues where (and when) they need to be to create a seamless process.”

“Another important thing to remember is that while the first week is important, it’s just as important to have a plan for the next few weeks, and even months.”

“We need to remember that even the most experienced employees will need time to settle into their roles and understand the company processes. Ask yourself what you want them to focus on and achieve during this time. It’s important that you provide them with meaningful and purposeful work. You don’t want to lose momentum after the first couple of days, and remember that sometimes the small things are just as important as the big ones.”

“An effective and well-structured onboarding process should set an employee up for success in their new role and expedite their fit with the team and culture. On the contrary, a lack of focus on a warm welcome and clear expectations at the beginning of the employment relationship could end in a disappointing outcome for all involved,” Alisha added.

And it’s true: With 37% of company induction activities ending after just one month, organisations should strive to offer best-in-class induction that lasts well over 30 days.


Tom Haak
Tom Haak, HR Trend Institute

2. Ask for feedback on your employee induction process.

When it comes to creating a solid employee induction programme, feedback is critical. Check in with your new staff members once they’re settled in and ask for their feedback: What worked for them? What confused them?

Learning about their experiences in reference to how easy (or not) it was for them to get up and running will tell you a lot about how to improve your overall induction process.

By asking for feedback once they’re settled in, you may start to notice patterns and learn how to improve your processes. For example, you might discover that a number of employees were confused about your company hierarchy — after learning this, you might implement an organisational chart.

We spoke with Tom Haak, Director of the HR Trend Institute, who agreed to share his expertise: “Companies often forget to measure how happy employees are with the induction program.”

“They often focus too much on sending the information they want new employees to process, and not on what they can learn from new employees. Especially when employees are new, companies can benefit from their insights,” Tom commented.

Whether you’re a new company or a large enterprise, there is always something to learn. Leaders in the industry can stay competitive by taking the time to evaluate their processes and continually improve upon their practices.


Morgan Legge
Morgan Legge, Convert

3. Hiring remotely? Tailor your induction plan accordingly.

You may be wondering, “Can remote companies run successful employee induction campaigns?” The answer is absolutely!

We chatted with Morgan Legge, HR Champion at Convert, to learn more: “Our day 1 onboarding has several components. Prior to the start date, I have an actual phone call or video chat with the new hire to answer questions and give them an overview of what will happen on their first day to set some expectations. This helps them relax and they often end up asking lots of good questions.”

“At the end of the call, I ask them to record a casual intro video for the team. This helps the team learn more about who they are and where they are located (since we’re a distributed team).”

“I then share these intro videos in our company Slack channel. What they don’t know is that I’ve also asked the team to do the same. I send all of these individual welcome videos prior to the employee’s start date. This means that on day 1, they feel like they are meeting a familiar face!”

“This is vital because culture and communication are really important for any remote team. We believe that understanding a bit about each other (values, humour, location, and so on) helps build trust. With trust, you can do great things!”

“Something else we do on an employee’s first day is host a 30 minute meet-and-greet where the whole team can say “hi” in person (well, as close to “in-person” as it gets for us as a remote team!). It’s a nice way to get acquainted and put a face to a name.”

Morgan shared what day one looks like for employees at Convert:

  • Employees go through an introductory technical onboarding segment.
  • New hires learn about the company’s culture and philosophy.
  • Employees are given a digital onboarding checklist which they have 60 days to complete.
  • Introduction to an onboarding buddy (who will meet with them once a week for 6 weeks).
  • Set up a buddy call schedule with the rest of the team.
  • Participation in a company meet-and-greet.
  • Brief remote co-working with their direct team through video chat.
  • On day 1, a full work day is never required (they discovered this is too much for new hires – even with breaks).


Juhi King
Juhi King, HR Tech Girl

4. Define the role & make sure your whole team is aligned.

When welcoming any new hire, it’s important to define the role and communicate it to your entire team. During this time, you can set clear expectations for the role and explain the changes to your team.

Explaining everything upfront (and with transparency) can help you avoid confusion. After all, you don’t want to leave your new hire and existing staff scratching their heads!

Juhi King of HR Tech Girl weighed in: “In my experience implementing HR processes and systems, I commonly see that companies pay least attention to defining the roles and responsibilities of new starters and then communicating this within and outside of their teams. This leads to confusion as the new hire tries to understand their role, while the team is equally confused.”

“Job titles are often overlooked as well — poorly defined job titles can lead to misexpectations in salary, roles and responsibilities, and many other areas,” Juhi added.

With 60% of companies failing to set milestones for new hires, savvy HR departments can set themselves apart by creating milestones and checklists for new hires.

The more details and milestones you can provide to new employees, the better their understanding will be (which in turn can help prevent potentially avoidable employee turnover).


Ana from Shep
Ana deAlvare, Shep

5. Tell new hires what to expect in terms of communication.

People have many different ways of communicating, so it’s important to set expectations from the start by telling your new hire what they can expect from you in terms of training and expectations.

Ana deAlvare from Shep (a business travel policy tool) shared her lessons learned based on her experience onboarding new hires: “Our last hire provided some great feedback. We created an initial communication plan showing the new hire what emails to expect/look for and why. Essentially, it was an outline of how long they should keep an eye on their inbox during the onboarding process.”

“Especially for a hire that isn’t email-focused, it can be overwhelming to receive all of the tool invites without context as to why they need each tool and what they are expected to do to fully complete the registration process.”

“From an operations standpoint, it’s important to explain what tools are cross-departmental and how often they should be interfaced. IE: We expect you to check tool X daily, and don’t forget to look at tool Y for these reasons, and so on.”

“Aside from the job description itself, a new hire has to learn the rhythm of a company’s communication style and gain a feeling for how the team tracks progress. You want to give your new hire a sense of motivation and ownership in the company.”

…Now it’s your turn!

Does your company have a unique way of welcoming new employees?

We’d love to hear it — let us know what has been working for you in the comments below.


Vacation and sick leave tracking software
HR Tools

Are you an HR manager or small business owner looking for vacation & sick time tracking software? If you’re looking to streamline your HR and manage employee time off by keeping everything in one place, it’s important to choose the right tool for your business.

More importantly, you need something that will scale with your business.

Here’s the thing: Employee leave tracking tools can save you a ton of time, but it’s important to know what to look for. Do you want something barebones and basic, or would you prefer a tool that will be flexible enough to grow with your company?

When it comes to HR software, it’s important to keep in mind that leave accrual, holiday and employee leave tracking, sick leave tracking, and employee record management are all very important.

In other words, it’s important to have clear records in place that you can reference later.

To avoid wasting time, it’s best to choose a cloud-based tool that can support your company’s requirements with ease (because let’s face it — you already have a million other things to worry about!).

Here are a few things you should look for when selecting the right HRIS to help your small business track sick time and employee leave:

The Ability to Set Employee Leave Entitlements & Track Balances

If your small business is looking for a way to set employee leave entitlements, you probably already know that spreadsheets are only helpful for so long.

Spreadsheets, email, and paper files can suck up days (if not weeks) of lost time — not to mention these methods are prone to manual error!

The easier way? Cloud HR software that can easily handle employee sick time and holiday tracking.

Automatic Leave Accrual

Forget about employee leave tracking calculators or spreadsheets.

After all, you’re busy enough as is!

The best HR tools out there allow for automatic leave accrual out of the box.

This means that with the right cloud tool, you’ll be able to specify the amount of time off you want to give each employee (or you can choose in bulk).

This means that after setting this up, you won’t have to worry about making those calculations manually — it’s all done for you in the system.

Think about all of the things you could do with that free time!

Support for Different Types of Employee Absences

There are a variety of leave and absence types you may be tracking for employees: Annual leave, maternity leave, sick and carer’s leave, compassionate & bereavement leave, long service leave, community service leave, and more.

With so many different leave types to keep track of, it’s crucial to choose a tool that will allow you the opportunity to add multiple leave types.

Keep Track of Time Off Using Hours or Days

While most HR systems are able to handle full day absences no problem, what happens when an employee needs to take a half day off?

This is a common scenario, so it’s important that your HR system can handle these situations without a hitch.

You will want the ability to record their absence in the system, which means your HR system will need to be flexible enough to allow for partial days as well as full.

Employee Self-Service Option

Does your small business currently have a hard time keeping leave requests tidy and organised?

Has a leave request ever slipped through the cracks?

Well, if it hasn’t happened already, consider yourself lucky!

As any business grows, it becomes increasingly more important to put processes in place that will handle things like employee leave requests.

With the right processes in place, you can easily streamline holiday requests and sick time at your company without losing time in the process.

By implementing an employee self-service option, your employees will have the convenience of being able to login from any device to view their available time off balance, submit leave requests to their managers, and (if you choose) see who is on leave (and when).

A cloud-based solution offers plenty of flexibility for both managers and employees. Enterprise companies have been using cloud software for years, and luckily small businesses are now able to enjoy the many benefits of cloud software, too.

Employee Vacation Calendar

Have you ever been so busy that you had to double check and see whether or not someone was still on leave?

If the answer is yes, then you already know it’s not fun to search through your inbox or desk to find those exact dates.

Or maybe you’ve experienced another common scenario: Your employees are submitting vacation requests without knowing whether or not their time off request conflicts with another employee’s.

Yep, not having a calendar to track employee time off and holiday can quickly become a pain. And it only gets worse as your company grows!

That’s why having a leave calendar in place can save a lot of time in the long-run — you can see who is in and out on any given day, week, or month.

With HR Partner, your leave and absence calendar is already baked in. You can also sync this calendar to Google Calendar or Outlook to make things even easier.

employee leave tracking calendar

The Ability to Generate Leave & Absence Reports

Many companies create absence and leave reports on a monthly basis to get a clear view of what’s going on.

Much of the time, this means spending hours at a desk working with time-consuming spreadsheets — or worse — paper files!

The right HRIS can save you weeks of time every year by helping you generate these reports in a matter of seconds (with just the click of a button).

Upfront OR Incremental Leave Options

leave accruals

Whether you allow leave to be taken upfront or it is dispersed over time, your vacation and absence management software should cater to all scenarios with ease.

Ready to start saving time by exploring vacation & sick time tracking software?

What HR Partner users have to say: “I have just completed the audit. I showed them your application and explained how its fits in with the HR aspect of my business, and they were blown away.” -Jonas M., Perth Healthcare and Support Enterprise.

Looking for employee sick & leave tracking software? Try a free trial today so that you can finally breathe and stop worrying about your HR business processes.


In today’s competitive talent market, finding creative ways to recruit candidates online is more important than ever.

Everything around the employee experience is now being streamlined by digital methods and tools, which means that the recruitment process has also evolved. It’s true that candidates today are plugged in, and savvy employers know that recruiting candidates online will get them the best exposure and ultimately bring more talent through the doors.

But you may be wondering: How can employers go about recruiting candidates online in the most effective way? How can they rise above the noise?

Luckily, there are a number of creative ways to recruit candidates for your company — so to save you time, we’ve compiled these ten tips to help you find and recruit employees online. Follow these steps and you’ll be well on your way to securing more job applications (you’ll be swimming in them)!

1. Run a Creative Ad Campaign Targeted at Employees & Potential Recruits

One idea is to run a creative, interactive ad campaign on Facebook targeting both employees AND talent/potential applicants.

The trick here is to include one perk/benefit/mission that makes your company unique. That benefit will be the main focus of the ad.

In the ad itself, make sure you include a link to the jobs page of your website so that all clicks are routed to the application page. You can even offer existing employees the chance to win a gift card for interacting with the campaign.

Why involve current employees in the campaign, you ask?

By encouraging interested employees to comment and become a part of the discussion, their friends will see testimonials and notice that you’re hiring. Plus, you’ll get extra views and maximum exposure because the friends of your employees will also be able to see the post as they interact.


Recruitment ad campaign Facebook

Of course, you may be wondering: How should I go about creating Facebook recruitment ads that specifically target the right audience? How can I be sure it gets in front of the right people?

First, in your Ad Set, you’ll edit the settings so that it targets current employees of your company as part of the audience. You can do this in the Ad Set by selecting Demographics -> Work -> Employers -> Your Company to type in the name of your company.

Next, we’ll want to also make sure that the ad is seen by non-employees — and we only want to target non-employees that specifically have the skills we’re looking for.

So let’s say you’re looking for a UX designer. As you’re creating the Facebook ad campaign and filling in the Ad Set details, select the type of experience you’re looking for in the form of job titles, interests, or education.

And don’t worry, you can list as many job titles or interests as you want (but the more specific you are, the better)!

Facebook hiring campaign recruitment

In the above example, this would mean that both existing employees AND anyone who has worked as a UX Designer would see the Facebook ad. This is exactly what we want. This way, you can start a campaign that involves both your employees and potential recruits (and your ad will get way more engagement).

2. Write Guest Posts That Reference Your Company Culture

We all know that promoting open job listings on your own website is always a good idea, but how do you reach out to other audiences for additional exposure (especially if you’re on a tight budget)?

The good news is that it’s very possible. If you’re looking for a way to reach even more potential candidates without spending a dime, you can start by guest posting on other relevant blogs and linking back to your company’s career page.

Here’s how to make that happen:

-Find a relevant website that targets your ideal candidate. See if they publish guest posts (they might have a link to a page for contributors, or you can browse some of the authors on their blog to see if there are any bloggers from outside of their company). You could also try a Google search along these lines: “Company-name-here guest blogger” and see what comes up.

-Once you’ve verified that they do indeed accept guest posts, brainstorm a few article ideas that could work for their blog. For example, you could write an article about unconventional employee perks or a piece about company culture where you offer up a few examples from your own company. Make sure the article findffers value to their readers while also highlighting what makes your business unique.

-At the end of (or somewhere within) the article, add a blurb saying that you’re hiring. Include a link to your company jobs page where they can find open positions.

-Send the article to the blog’s editor for review. You can likely search for the editor’s name, or browse LinkedIn and a tool like Email Hunter or Find That Email to figure out who to contact. Be sure to follow up if you don’t hear back. If you don’t hear back from them within two weeks or so, you can always contact another blog editor from a separate website.

-Help promote the article once it’s published. After that, sit back and watch the applications roll in! If the website you’ve chosen gets a decent amount of traffic, chances are, you’ll see a fair amount of new applications come in over the next few weeks.

3. Add a “We’re Hiring” Link to Your Support Team’s Signatures

Does your company offer email support or general assistance? If so, ask your staff to add a blurb to the bottom of their email signatures with a link to your job listings.

we're hiring email signature

Want to track the results? You can easily track link clicks by using a bit.ly link (you can register for free). Then whenever you sign in to your account, you’ll see a dashboard with the number of clicks your link has received. This can be pretty useful, especially if you enjoy analytics!

Remember to give it some time before expecting to see results from your signature. One day isn’t enough. Traffic from email signatures can take days or even weeks to make a visible impact, depending on the number of emails you receive and respond to.

This email signature trick takes almost no time at all — this tactic is so effortless that you could implement it as soon as today!

4. Send a Message to Your Email Subscribers

If you have a blog list of loyal email subscribers who’ve opted in to receive news and updates from your company, why not send them a quick message about your open positions?

The trick here is to keep the message short and sweet. This is also a great time for your HR & marketing teams to work together to craft an amazing message (or, if you’re still growing and don’t have a marketing team yet, you may consider contracting out a copywriter to help you write the perfect email copy).

The email itself should highlight the benefits of working at your company, along with a link with more information on how to apply.

The most difficult part will be getting people to click on the link — you’ll need to list persuasive reasons why working for your company is great (something that will actually prompt them to take action). That’s where the copywriter comes in!

After you’ve sent out the email, you can re-use the copy on your company’s job page or other recruitment materials.

5. Search for Portfolios Using Relevant Keywords

You might be surprised by how many qualified candidates have digital portfolios floating around online. You can find these portfolio websites by using Google to search for relevant keywords:

recruit candidates online


And the best part? Many of these individuals have “Contact” pages on their portfolio websites with different ways to get in touch.

The key is to reach out to them with a super personalized message highlighting something you found interesting about their work accomplishments or portfolio. This will let them know that you’re not just sending out email blasts to everyone and that you are, in fact, messaging them individually (because you are!).

Now this part is where many employers drop the ball: If the person is already employed, don’t let that deter you. Just focus on starting a conversation and see where it goes. Who knows, you might find that they’re looking for a change.

However, if they’re not looking for a career change, be sure to stay in touch because there’s always the chance that they could change their mind in the future. It’s all about persistence.

6. Post Your Company’s Positions to Major Job Boards

There are many powerful job boards out there like Glassdoor and Indeed that will help you get your job listing in front of a large audience. In addition to providing free listings, they also have premium options that can help you get even more views if you’re looking for a boost.

If you utilize HR software at your company, there’s a chance it may already integrate with these job boards out of the box.


HR software job boards
[Example of HR Partner’s job board integrations]

7. Send Your Employees Pre-Populated Tweet Links to Make Sharing Easy

It’s not just HR that should be sharing your company’s jobs. When you get the whole company involved, magic happens.

Since the most successful hires tend to come from employee referrals, why not ask your staff to share your open jobs with their networks? You can email them links that make it easy to share (see below), or make a company-wide announcement.

Participating could be as simple as an employee sharing a post about open job listings on LinkedIn, or re-tweeting a “we’re hiring” message on Twitter.

To make it even easier for your employees to share news about new roles opening up at your company, consider messaging your employees with a pre-populated link to a tweet. If they decide to click on it, a tweet will automatically pre-populate with the information you provided (making it ridiculously easy for them to share — they just have to press one button).

recruitment tweet

Check out the below example to see the formula for this pre-populated tweet (feel free to replace the existing text with your own, then add it to your address bar to test it out).

Here’s an example of what you would link to: http://twitter.com/intent/tweet?text=We're+hiring+UX+designers+@mycompany!+Details+at:+http://ourcompany.co/careers+%23jobs

The easier you make it for employees to spread the word, the more shares your job listings will produce (and the more employee referrals you’ll see).

8. Let Your Employees Know Where They Can Leave Honest Glassdoor Reviews

Think about the last time you bought something on Amazon. What steps did you take before you purchased the item? Chances are, you took a peek at the reviews before buying — so why wouldn’t potential candidates do the same?

The truth is that candidates regularly do their own due diligence when applying for jobs.

It’s not a matter of if, it’s a matter of when.

So, embrace this trend by encouraging employees to leave honest reviews of your company online. Sites like Glassdoor have sections specifically for employee reviews.

The key here is to ask for honest, authentic reviews. When leaving reviews, employees can remain anonymous, and you want to ask them to be upfront because you’re looking for the best possible match.

Encourage your employees not to hold back in their reviews.


Well, let’s say your company culture is fast-paced and intense. This could be seen as negative to some, but positive to others.

In all reality, an employee leaving a brutally honest review can be a powerful thing. It will help ensure you’re attracting candidates that are seeking out the same type of atmosphere (and those who aren’t a good fit won’t bother applying).

9. Go Where Your Candidates Hang Out

Think about where your ideal candidate might go online to learn and chat about their profession. Check out those websites and if you find someone you’re impressed by, you can always message them to gauge their interest in your open positions.

Here are a list of communities to get you started:

Developers – Github

Designers – Designer News

Marketers – Inbound.org

If your ideal candidate doesn’t fit in to any of these categories, you can always try Quora. On Quora, people share knowledge about a wide range of topics and professions on a regular basis.

Remember that before engaging with any community, it’s important to look around and explore the community for a bit so that you can get an idea of how it works and don’t burn any bridges (nobody wants to be the crazy imposter!).

10. Scour LinkedIn & Ask for Warm Introductions

Of course, we couldn’t wrap up this article without mentioning LinkedIn. Aside from publishing your jobs on LinkedIn, it’s also wise to browse the site for 2nd-degree connections (who knows, some of those connections may end up being your next rockstar hire!).

If you find a 2nd-degree connection that looks promising, reach out to your mutual contact and ask for an introduction. Warm introductions will ultimately get you much further than cold messages.

Better yet, you may find that some of your current employees have talented connections!

Now it’s Your Turn to Make it Happen.

Have you tried any new recruiting tactics as of late? We’d love to hear from you — share your experiences in the comments below!

Interview Scorecards to identify talent

Nothing is worse than being wrong about a new hire and realizing that you hired the wrong person. It costs time, money, and brings down the whole team.

Or maybe you made a great hire, only to realize that it was more difficult than you thought to repeat and find other A-players.

But you know what’s also pretty frustrating? Not knowing what went wrong in the decision-making process leading up to the hire.

The best managers have processes in place and know that hiring isn’t just a game of chance.

Although there is always some element of randomness, people who have been hiring top talent for years have specific processes in place to assist them in making quality hires consistently.

Even despite these processes, HR managers and recruiters also know that there is no silver bullet and that even the sharpest hiring managers can make hiring mistakes.

The truth is that even though there is not a magical way to make sure 100% of your new hires are great. However, having solid practices in place will help significantly increase your chances of hiring an A-player.

After all, it’s all about building a repeatable hiring process that will help you win top talent again and again.

Savvy recruiters know that consistency is key when it comes to hiring A-players, which is why resources that promote consistency, like interview scorecards, are on the rise.

interview bias interview scorecards

Carlie Smith, Head of Talent at OpenView Venture Partners, says that interview scorecards help hiring managers make more quantitative decisions so that they can successfully avoid relying solely on gut feelings.

With applicant scorecards, you can define a set evaluation criteria and provide a rating on a scale of 1-5 with a place for notes.

Let’s dive right in. In this article, you will learn the top reasons why scorecards can help give your hiring process consistency and structure (so that you can hire more A-players).

1. Interview scorecards help promote unbiased decision-making.

Let’s face it: We all have days when we’re not feeling our best — we’re only human, after all. Therefore, it’s important to find a way to make sure that those “off” days don’t impact our hiring decisions.

If you are able to acknowledge that people can be biased (and make an effort to avoid emotional decisions in your hiring), you’re already ten steps ahead.

emotional hiring

Unless your name is Spock, chances are you’re probably not 100% immune to making emotional decisions.

For example, a hiring manager may feel more excited about one candidate over another even though they have the same qualifications.

Or take this real-life example: According to one eye-opening study, judges were more lenient in their rulings in the beginning of the day and directly after their lunch breaks.


So, now that we know humans aren’t immune to making biased decisions, what can we do to avoid it?

Well, it all starts with keeping accurate records of your processes.

Maintaining an interview scorecard to evaluate job applicants is one of the simplest ways to help you keep track of the required skills and desired qualities in a role — and since every candidate is evaluated based on the same set of criteria, it helps you stay unbiased and quantitative.

As Ben Dattner of the Harvard Business Review points out, humans can be biased and emotional when hiring. The best thing you can do is acknowledge this and take the necessary steps to prevent emotional decisions from happening in your company by putting the right processes in place.

For example, you may look at your team’s scorecard review of two different candidates, only to find that the candidate you originally preferred actually met fewer requirements. After reviewing the scorecards, you might re-evaluate and perform another round of interviews.

2. Scorecards help keep your whole team consistent when making hiring decisions.

Candidate scorecards are a great way to keep yourself honest about what matters most for any given role. It also helps keep you and your team on the same page at all times.

Evaluating candidates in this way will help your team think through their candidate preferences and get super, super specific about their feedback throughout the hiring process.

Rather than a colleague saying, “This candidate is the best so far,” without any further explanation, they will instead be encouraged to back their opinion up with specific details supporting their case.

candidate scorecards

Example of candidate scorecards with built-in team collaboration

With hundreds of applications and weeks (or months) of interviews, it’s more important than ever to collect your team’s feedback and to keep it all in one place.

That way, all of the decision-makers can weigh in and go back and review each candidate’s qualifications to ensure that those who are qualified are quickly moved up the hiring pipeline without getting lost in the shuffle.

3. They help you find A-players by building a repeatable process.

Have you ever wished you could clone a top performer at your company?

I know I have!

The best way to make another successful hire is to look at the qualities of your top performers and find commonalities — then hire for those traits when relevant.

Creating a list of desired qualities for every role in your company means that you will be able to build a repeatable, scalable process that will help you identify top talent for years to come.


Let’s say you made a great hire earlier this year and you’re now looking to hire more A-players.

Since your last hire ended up working out and being a top performer, then surely your next hire will be just as great, right?

The answer is maybe, and your chances are much lower if you don’t have a process in place.

Let’s consider this: How much better would you feel if you had reassurance that the same winning process could be repeated?

The key to this is keeping records, creating lists of desired qualifications, rating candidates based on these qualifications, and making notes throughout the interview process in order to stay consistent.

After all, how can something great be repeated if there are no documented processes in place?

4. Scorecards can help prove that you’re complying with employment law.

If you ever need to support or defend your hiring decisions, having records of the system you use to evaluate candidates fairly can sometimes help your case. This will help you prove that you evaluate all candidates for the same set of requirements.

The more records you have of what went into your hiring process (or why you made a hiring decision), the better — even if only for peace of mind.

Even if you don’t need those records now, there’s always a chance you will need them in the future.

5. Scorecards will help you avoid guesswork & stay organized when hiring.

Even though the hiring process can be chaotic at times, candidate scorecards can help you bring everything together and make sense of it all.

Rather than having to rely solely on memory (I’m pretty sure we all have enough to remember as is!), scorecards will help you keep your candidate evaluations consistent and easy to find later.

In turn, this helps you compare applications fairly, identify common themes, and increase the rate of successful hires for your company.

One bad hire can cause significant damage to a company’s morale, while one awesome hire can make a big impact for the better.

Using scorecards throughout your hiring process will help you identify those winners and hire even more of them!

Are you looking for an interview scorecard template? Grab your free download below.

interview scorecard template

Employee onboarding best practices

More than half of employees who voluntarily leave their jobs do so quickly — within the first year of employment, according to a study by Equifax. Clearly, retention is more important than ever.

And what else relates to retention that is often (sadly) overlooked?

The answer is employee onboarding.

And the best companies around know this and use it to their advantage.

Look, I don’t need to convince you that hiring takes a lot of time and energy — you already know this. Recruiting, employee onboarding, and then, of course, retention. Heck, recruiting on its own is no easy feat… especially when you’re looking for top talent for your company!

But we all know that the work doesn’t stop at recruiting. Once you find a great fit for your company, you’ve got to make sure that you onboard them efficiently.

After all, if you want your new hires to stick around, shouldn’t your employee’s first experience at your company to be a positive one.

If the answer is yes, here’s how you can give your new hires a meaningful first experience that will last:

1. Communicate before your employee’s first day

Take this all-too-common scenario: A candidate accepts a job offer, they’re assigned a start date, and then nothing.


There is no communication between the day they accept and their first day on the job.

In other words, they show up to work on their first day with no idea what to expect. Is that really the way you want your employees to feel their first day?

Of course not.

To avoid this type of confusion and make sure your employee starts their first day on a positive note, the key is to keep them informed before they even start.

After they accept the offer, let them know when they start and what they can expect during their first week.

Walk them through the process so that they’re prepared (and not up late stressing about what will happen their first day).

That way, your employee will come into the office refreshed, prepared, and ready to get to work.

2. Know that you shouldn’t stop checking in after the first week

It’s easy to think that if you supply new hires with the materials they need and check up on them at the end of their first week, the hard work is done.

This couldn’t be further from the truth.

While checking in on your new hire during the first week is great, you’ve got to keep checking in with them regularly throughout their first year to really make a lasting impact.

For example, Google found that new hires were most successful when managers checked in with them at least once a month during the first six months of their job.

And past that, don’t forget the importance of 1-1 meetings — they’re an excellent way to retain the employees you spent so much time finding and hiring.

After all, you don’t want to lose them after all the hard work you put in finding them in the first place!

3. Pair new hires with an onboarding buddy

While it may sound simple at first, this one works.

A great way to make sure new hires are comfortable is to pair them up with another team member.

And no, I don’t mean pair them up with their manager — of course, managers will play a big role during the onboarding process, but it’s important to pair them with a peer.

In fact, it’s best to pair them with a peer who has already worked at the company for a while.

When an existing employee shows a new hire the ropes, they’ll likely feel more comfortable and may even be willing to bring up questions they might normally hesitate to ask management.

A fair number of new hires might feel like they have an overwhelming amount of questions, which is why it’s good for them to feel like they can talk to more than just one person.

Plus, getting a tour from a peer will give new hires a different perspective.

4. Provide employees with a welcome kit

onboarding checklist

A new hire’s first week can be chaotic for both the employee and the manager. There’s a lot to remember. Things get lost.

One thing you want to be sure to have in place is an employee welcome kit.

For example, Warby Parker sends all new hires an electronic welcome packet so that employees can get familiar with the company’s history and values.

If you have general company onboarding documents stored in one place online, you can make sure nothing is forgotten or slips between the cracks during the employee’s first week.

So, what should you include in this welcome packet?

You can add things like your company handbook, policies, frequently asked questions, and any necessary documents and procedures the new hire might need.

Something else to note: When you talk about your company’s policies and values, try to reference specific examples. If you reference a story or real example, they’ll be more likely to relate and understand.

For example, if you have a policy in place that it’s OK to work flexible hours, point to a specific example like, “Some people come in at 7:00am and others at 10:00. It’s not the time they come in that’s important to us — it’s the work they produce that we really pay attention to.”

5. Define success when training new hires

When onboarding a new employee and training, don’t forget this one vital step: Let them know what success means in their role.

In other words, tell them how they can master their job and what they need to do.

You’d be surprised how many employees aren’t told how to succeed at their jobs and what it takes to get there.

Put together a roadmap to success and let your hires know how you define success.

The more KPIs you can provide, the more they can measure their own performance and produce the best work.

The result? New hires will know whether or not they’re making the right kind of impact, which is crucial.

6. Consider unique onboarding gifts

Who doesn’t like thoughtful gifts? (Emphasis on “thoughtful”).

Many companies give their new employees swag when they’ve hit major milestones like 10 years of work, but why not extend this to new hires as well?

Here’s the thing, though: Consider giving away something memorable and unique to your brand.

We’ve all been to conferences only to leave with tons of useless, generic swag. But there are always a few companies that stand out because they give away something that others don’t.

Take a similar approach as you onboard new hires: Rather than give all new hires a generic mug, what could you give them that symbolizes your company in a unique way and provides value?

You may be wondering what to provide. I don’t have the answer, because only you know what that will be. After all, you know your company best.

7. Let employees design their own workstations

It’s not just companies like Google that offer this perk. According to Remote.co, there are a variety of companies — like Plex — who also let their employees choose their equipment at work.

Everyone likes having choices, so why not give your employees the ability to choose their own work setup?

Not only is this a great perk, but it will also give your employees the freedom to work in a way that helps them truly excel.

If they work best with a standing desk, you can give them that tool they need to succeed. If another employee prefers a PC, they could make that choice.

8. Introduce new hires to everyone (even senior executives)

Nothing replaces a warm welcome from the team — including senior executives.

When a new employee is hired, it’s important that they feel connected to ALL aspects of the business.

If they have a basic understanding of how all the departments work together, they’ll feel closer to the organization.

Being welcomed by other staff (senior executives included) humanizes a company. It shows new hires that everyone is approachable.

For example, at Netflix, new employees are welcomed by an orientation with executive management. Within the first quarter, they meet with the CEO.

Never stop improving your onboarding process.

Remember that your onboarding plan can continue to grow and evolve over time.

You’ll get feedback from hires and will always be making small changes to your employee onboarding process.

The important thing to remember is to never stop learning.

Keep enhancing your onboarding process so that you can continue empowering your employees, equipping them with the tools they need to succeed.

Quick question: How does your company onboard employees? We’d love to hear from you.

employee onboarding template

Best Employee Handbooks
Company CultureOnboarding

If you’re sitting there wondering what should be included in an employee handbook, you’ve come to the right place — we’ve scoured tons of employee handbooks for you to find the best examples out there to draw inspiration from.

In addition to covering laws and regulations (more on that here), the greatest employee handbooks out there all have one thing in common: They’re unique. They have an original voice and tone and are memorable. Some companies are now even creating both employee handbooks AND culture books, while others are choosing to combine both in one extensive book.

And let’s not forget that while handbooks are an awesome way to welcome new employees, they can also be a great recruiting tool should you decide to make your handbook public to complement your company’s current employer branding efforts.

1. The Valve employee handbook


Valve’s notorious employee handbook went viral and is commonly shared as an example of a strong handbook (and for good reason!).

I mean, how many company handbooks throughout history have gone viral? Not many.

The handbook itself is empathetic, informative, and friendly. Not only does it walk new employees through their first day, but it also goes into the company’s philosophy by providing real, useful examples. For example, in one section, they mention that the company has a flat structure and that each employee is in charge of choosing his or her own projects.

The book mentions that as an employee, you may be invited to work on many projects within the company — but that ultimately, it’s up to you, the employee, to decide which projects to work on (regardless of anything else).

By writing down and referencing real, specific examples, employees can more easily prepare for different situations before they happen. It makes employees more comfortable and at ease during the onboarding process, and it’s also a great way to stay consistent as your company grows.


2. Disqus Culture Book

disqus culture book

The Disqus Culture Book is another example of a handbook that is full of personality. Far from boring or typical, this book covers everything from life at Disqus to their favorite phrases (and everything in between).

The writing itself is conversational, making it super easy to read and relate to. In other words, it sounds like a real human talking — not a robot.

The Disqus onboarding process is interesting: They have their very own employee handbook with rules and regulations, but they also have a culture book. So, they have two official guides for new hires to stay organized and on the same page:


Not only is their culture book beautifully designed, but it’s also full of casual memes and photos to lighten things up and showcase their work culture.

Don’t get me wrong: The book is professionally done — but Disqus realizes that you can still be a great company without sacrificing personality and individuality, and this book is a perfect example of this in practice.

The book also includes a timeline and history with company milestones, to show employees when the company was started and how it grew over time.

Not only is the Disqus culture book an excellent way to welcome new team members and show them what to expect, but it also offers a down-to-Earth look into what it’s like working at Disqus, which can be useful in attracting potential new recruits to the company. It’s a win-win.

If you’re looking to create a modern handbook in a similar style, I’d recommend checking out online handbook builders like AirMason.


3. HubSpot Culture Code

hubspot culture

Let’s not forget that you can get quite creative with presentation when it comes to showcasing your company mission and values, too. Don’t be afraid to think outside the box, because standing out can really work in your favor.

For example, HubSpot published their Culture Code slide presentation on SlideShare as a way of demonstrating their mission and revealing who they are. Not only is this a creative way to talk about your company values, but it also happens to be perfectly in line with their inbound marketing product.

In other words, they practice what they preach — even down to their HR efforts.

The visuals are rich with photographs, illustrations, and beautiful design. The SlideShare presentation proved itself as a very effective way to get their message across and recruit new candidates and received many, many views.

Whether it’s a slideshow, movie, blog series, or eBook — there are so many ways to promote your company’s message.


4. Zappos Culture Book

Zappos Handbook

If you’re big on company culture, chances are you’ve heard about Zappos more than a few times.

Zappos has become a leader in company culture, from offering employees thousands of dollars to quit if they aren’t a good fit, all the way to their heavy focus on excellent customer support. So it really came as no surprise that in 2014, Zappos published their Culture Book online for all to see, and it generated quite a bit of buzz.

This book includes their values and mission, along with TONS of testimonials straight from — you guessed it — the employees themselves. The reviews from employees are inspiring to read and highlight what it’s really like working at Zappos.

Besides, who better to talk about what it’s like working for a company than its very own employees?

Think about it: When someone recommends that you try something they’ve been doing for years and love, aren’t you much more likely to consider it?

The same can be applied to recruiting talent to your company: The more stories and employee testimonials you have, the more potential candidates have to learn from.

5. The Netflix Culture Slides

Netflix created a guide to their freedom and responsibility culture guide, which was eventually posted to SlideShare in an easy-to-digest format.

Not only is it extensive as ever, covering company-wide values (like their no-brilliant-jerks policy), but it also talks about how they plan on scaling while keeping their original values.

The Netflix culture slides are straightforward, conversational, and informative, preparing employees for their journey ahead.

Creating Your Own Employee Handbook

Whether you want to talk about your company’s culture, company policies, or both — getting it down in writing is always a good idea.

You may be wondering, “When should I start doing this at my company?”

The truth is that it’s never too early to start writing down your values, and as your business grows, it’ll help you stay consistent and organized. Plus, everyone will be on the same page (and who wouldn’t want that?).

employee handbook example
Generate your own handbook with our partners AirMason

There are many ways to get started — you can craft your own from scratch, or you can use an online tool like AirMason (example above) to generate modern and beautiful handbooks (which you can host online or export as a PDF to print).

Do you have an example of a great employee handbook? We’d love to hear about it!

Employee retention best practices
Employee Retention

Let’s face it: Finding a replacement after a key employee leaves can be downright exhausting. It costs time, money, and — let’s be honest — a little patience.

The higher our employee turnover rates become, the more time we spend training new employees again and again and again.

The average total turnover among all industries in 2015 was 16.7%, with a voluntary turnover of 11.6%.

In short, it doesn’t matter how big your business is — it’s a pretty significant cost that can’t be overlooked.

I know what you may be thinking: “OK, OK, but what can I do about it?”

Well, the good news is that while employee turnover may be inevitable, there are some big (and often overlooked) things you can do to stay competitive and keep top talent.

If you want to keep your best people around longer, read on to discover the realities of employee turnover, as well as best practices to improve employee retention for your company.

Employee Turnover Rates: What You Should Know

Massive droves of rapidly fleeing employees aren’t just a problem for bad employers; almost all businesses experience this problem at some point.

In fact, 32% of employers say that they expect their employees to job hop (and know this even during the hiring process).

Employee turnover costs more than you might think, too.

The costs vary highly from business to business, but they’re still pretty mind-boggling.

For example, a CAP study found that even high-turnover, low-paying jobs that earn under $30,000 a year still cost a whopping 16% of the employee’s salary. This means that replacing an employee that earns $10 an hour would cost over $3,000.

The reality is that the more an employee progresses in their company and role, the more losing them will cost.

So, it’s really no wonder why many companies are making employee retention a major priority.

Factors that Contribute to High Employee Turnover Rates

So, what causes higher turnover rates in great companies?

Everything from having more career pressure placed on employees to bad management can make great employees jump ship.

With the job economy being the way that it is, it’s hard to imagine that turnover rates are as high as they are.

Why is it that people are consistently leaving their jobs when it’s so difficult to find new ones?

Here are some of the biggest factors that contribute to employees fleeing for greener pastures:

Scenario 1: Bad management.

The truth is that your leaders ultimately set your company culture, and having a manager your employees can trust and be inspired by is essential to keeping people around.

Scenario 2: Feeling undervalued.

Who doesn’t like feeling appreciated? Really, though — as it turns out, feeling undervalued is one of the biggest reasons employees go running.

Believe it or not, getting a scheduled pay raise isn’t always enough — most employees need fairly consistent acknowledgment that their work is both good and appreciated.

Scenario 3: Low pay.

If you’re offering pay that isn’t competitive, you might as well leave your help wanted ads up permanently. It’s competitive out there!

Scenario 4: The stress is too much.

Have you ever thought, “this job isn’t worth what I’m making?” That’s a thought most of us have had, but if your employees have it too often, you’ll lose them fast.

Some jobs have stress that’s too much, and whether it’s because of unrealistic demands from clients or management or because they’re picking up the slack when the business is understaffed, we all have our breaking point.

Scenario 5: Stagnation.

Many good employees will go into a new job and work hard to climb the ranks. These are the employees we really want to keep on board, because they’ll likely become our top talent.

If high-achievers stay stuck in the same position or aren’t given enough responsibilities, they’ll get bored, restless, and disengaged (in other words: NOT good for your employee retention rate).

Best Practices for Improving Your Employee Retention Rate

Some employee turnover is inevitable. If you’ve found a way to maintain perfect employee retention for 10+ years, then you’re most definitely magic.

For the rest of us, the best thing to do is to double down on improving employee retention rates.

Luckily, there are a number of awesome ways to keep your best talent around:

Solution #1: Hire off of referrals.

That old saying “it’s not what you know but who you know” is at least a little true — and hey, there’s nothing wrong with that. Your employees will refer you to people they actually want to work with.

Several studies have backed this up. One study found that traditional recruiting had a 20% retention rate after 2 years, while recruiting from employee referrals had a 45% retention rate for the same time period.

And that’s a massive difference that shouldn’t be overlooked.

Solution #2: Give regular raises.

Most employees want raises about every twelve months.

One study actually found that about 35% of workers said they would start looking for a new job if they didn’t receive a raise in 12 months.

Raises should be given both annually and when an employee gets a promotion.

Solution #3: Recognize value.

We discussed above how feeling undervalued is a reason employees leave, so it only makes sense that recognizing their value will keep them around.

While some companies use cash bonuses for a job well-done, a sincere acknowledgement can actually go just a little bit further.

Giving employees credit and validation for their work will make them feel great, and who doesn’t like feeling great? Training your company’s leaders and managers to recognize and vocalize their employees’ value will go a long way.

Recognizing value can also mean trusting your employees with appropriate levels of increasing responsibility as they’re ready for it.

Telling a worker that you know they’re ready to take the lead on a big project will let them know that you value them, and it will keep them engaged and growing.

Even if you’re taking a chance by giving them new (and bigger) responsibilities, the fact that you believe in them will go a long way.

Solution #4: Offer continual coaching.

We naturally (hopefully) want our employees to continue to get better and better, so it’s no surprise that our best employees want the same thing for themselves.

Offering continual education is crucial to their personal growth and their growth within your company. Conferences, courses, and one-on-one feedback will boost their performance and show them that you want them to advance in your company.

Final Thoughts

Keeping your employees is far from easy, especially with the consistently revolving door that many businesses are experiencing — which is why focusing on employee retention is vital.

With the high costs of recruiting, hiring, and training new employees, it’s an exceptionally important investment that brands and businesses of all sizes should be making.

How does your company lower employee turnover rates? Let us know in the comments below!

Employer branding best practices
Employer Branding

Attracting and retaining top talent is no easy task.

But what if you had top talent knocking on YOUR door (rather than the other way around)?

In today’s competitive job market, focusing on your employer brand will help you stand out from the competition and set yourself apart from others.

While company branding may not at first seem like a form of marketing, it definitely is.

In fact, the best companies in the world know the importance of investing in employer branding to land top talent and create a solid work environment.

If you’re looking to make your employer brand awesome this year, then read on to discover six employer branding best practices (complete with inspirational examples!).

1. Blog about what it’s like working for your company

There’s a reason why companies have become more and more transparent over the years by blogging: It works!

Blogging about your company culture can give job candidates a closer look into your company — not to mention it’ll give them a FAR better idea about what it’s like working for your company than a business card ever could.

In your careers blog, you can talk about anything from new hires to upcoming programs and initiatives. Chat with your employees and highlight their thoughts. Paint a picture.

Take a company like Buffer, for example. They’ve built a legendary company blog that gives people an inside look into the way they run and manage their company.

Buffer definitely doesn’t hold back, either. They share just about everything related to what it’s like working for a growing company.

In fact, Buffer’s blog has impacted so many people that it has received THOUSANDS of social shares.

Just think about how many potential job candidates you could get in front of by blogging about your company on a regular basis.

I know what you’re probably thinking: Great, another thing to add to my busy list of things to do.

Trust me, I get it.

But here’s the thing: You don’t have to do it all. You can get your whole staff involved, and even reach out to other departments in your company to contribute.

It’s completely doable if you reach out to others in your company and ask them to get involved, and you can get started as soon as next week using a CMS like WordPress.

Alright, so another prime example of great employer branding that I really want to mention is none other than Yelp.

Yelp even has an entire careers section on their blog devoted to highlighting employee stories, programs, and other activities.

employer branding examples

Bottom line: Start blogging about what it’s like working for your company by creating a “Careers” blog. Ask others in your company to contribute to this blog regularly. You can get started right away by installing WordPress onto your website.

2. Invest your time in a great careers page

When it comes to building a company careers page, it’s all about your approach.

Sure, you could throw up a page in an hour or so and hope for the best — OR you could treat it as a long-term project and invest your time and passion into it.

Rather than view it as a task, think of creating your careers page as a craft and get your whole team onboard.

It’s also good to take some time to think about what candidates are looking for and design the page with them specifically in mind.

In other words, ask yourself: What’s in it for them?

Don’t be afraid to elaborate and let them know what working at a company like yours would mean for them.

How is your company different? Let them know right there on the page.

Take the Starbucks careers page, for example — notice that they do a great job of pointing out what they offer to employees right away. They talk about their college tuition coverage and support for military families.

These perks appear prominently at the top of the page for all to see:

examples of employer branding

Another brilliant example would be Hubspot’s careers pages. You read that right: I said “pages” — as in, they have separate pages for each department to make it super personalized.

Just look at HubSpot’s dedicated page for the People Operations team (picture below). It shows what it’s like working in this specific department, introduces the team, and it’s fun.

These pages show candidates what it’s really like working at HubSpot (and in more way than one).


The cool thing about this page is that while it represents the company extremely well on a professional level, HubSpot also keeps it casual by talking about the team’s interests outside of work.

This personal approach humanizes the page — AND the company.

Want to know more about how to enhance your page? Don’t worry, we’ve got you covered. Here are a few other things to keep in mind for your company’s careers page:

employer branding tips best practices

Bottom line: Create a “Careers” page that features genuine testimonials and stories from current employees. Highlight the benefits of working for your company from the perspective of an employee.

3. Enhance your employer brand with videos

Videos are often overlooked when it comes to employer branding, but it’s a great tool to have in your toolkit when recruiting top talent.

One company that does this well is Microsoft. They’ve built an entire YouTube account called “Working at Microsoft.”

Their videos (like the one below) offer a glimpse into life at Microsoft.

Here are a few ideas to get you started:

-Create a video about what it’s like working for your company. Interview employees and ask them what they love most.

-Feature footage of different teams working and hanging out at events.

-Consider creating separate videos for each department for a more personalized experience.

Bottom line: Creating personalized videos will help you reach a larger pool of job candidates. Don’t be afraid to show your company’s personality.

4. Create a memorable employee handbook

When you think of company handbooks, what comes to mind?

You probably remember all the times you’ve had to read through a tedious company manual or handbook. And — let’s be honest — not all of them were likely very entertaining or memorable.

Which is why I’m going to share an example of an AWESOME employee handbook. In fact, it left such a great impression on so many people that it went viral.

I’m talking about the Valve employee handbook. This handbook is a perfect employer branding example with its unique combination of humor and empathy. Put simply, it’s very relatable.

employee handbooks

[The Valve employee handbook]
The other thing is that they managed to include many useful examples in their handbook. Rather than rambling on about a policy (with no context), they would instead talk about specific examples.

And that’s something to keep in mind: Including specific examples will make any handbook much more useful.

But more than anything, a handbook with personality and authenticity goes a long way in welcoming new employees to your company.

Bottom line: To create an employee handbook that resonates, don’t be afraid to give it personality. When going over policies, be sure to include examples to make things easier.

5. Use social media to engage potential recruits

Your brand already uses social media for marketing, so why not use it in a slightly different way?

I’m talking about using social media to represent the day-to-day in your company and to get in front of the right candidates.

According to a survey by CareerArc, a whopping 62% of job seekers scope out a company’s social media accounts before deciding to apply for a job.

So you can see why it’s especially important that you tap into this.

To do this, consider creating separate social media accounts specifically dedicated to careers at your company.

You could call these new social accounts something like “[YourCompanyName] Careers” — or, if you’re a larger company, you could even take it a step further by creating separate social accounts for each department.

Check out this employer branding example that’s SUPER on-point by Airbnb’s design team on Instagram:

airbnb instagram

Not only does Airbnb’s design team have a strong presence on Instagram, but this page also offers a beautiful look at the company on a more personal level.

It goes beyond just words — candidates get a visual representation of what it’s like working at the company.

Bottom line: Engage future recruits by creating social media accounts dedicated to careers at your company. Post behind-the-scenes pictures. You can even build out separate social accounts for each department to make it even more personalized.

6. Work together to achieve the ultimate employer brand

It might sound cheesy, but the truth is that the key to building a strong employer brand really comes down to working together to make it happen.

According to a survey by Career Arc, nearly half of employers think they don’t have the necessary tools they need to build a great employer brand.

I get it: It sounds daunting, and it’s definitely not something that can be done overnight.

But here’s the thing: You already have all the tools and resources you need. You have your team.

It’s the people in your company that ultimately fuel your employment brand.

The more you involve the people that make up your company, the more memorable and awesome your employer brand will be.

And that’s what every company is powered by, after all: Its people.

So, go out there and build something unforgettable!

Over to you

How about you? Planning on doing something to enhance your employer brand this year? Share with us below in the comments.

Recruitment best practices

It’s no secret that recruiting talent isn’t easy.

Top talent won’t always find your job listing first. Heck, they might already be employed and not actively looking.

So, how do you make sure awesome candidates know about your job opening in the first place? Well, often they don’t — which is why it’s important to get creative when browsing candidates and reaching out.

Then comes the hard part: Actually getting top talent to take action and apply.

The good news is that it’s totally possible to get a good response — and yes, even from top talent… people who are normally SWAMPED with emails from companies wanting to hire them.

If you want to recruit top talent, read on to discover the top seven recruitment best practices (so that you can hire the best for your company).

1. Ask your employees for referrals.

Employees who have been referred by other employees are not only extremely productive workers, but they’re also less likely to quit.

I don’t need to tell you why that’s good for your company in the long-term…

Fewer employees quitting means less time, money, and training spent finding replacements down the road.

And chances are, your high-performing employees will know many other great people.

Next time you post a job, make sure your employees know you’re hiring (and what skills you’re looking for in a candidate). You can even ask them directly if they know anyone who might be a good fit.

Plus, your happy employees will be some of your best advocates. These are the people that won’t hesitate to tell their friends all the reasons why they like working for your company.

If you’re not already asking current employees for referrals, go for it — you’ve got nothing to lose!

2. When sending messages, mention the candidate’s accomplishments.

Who doesn’t like feeling special? Yes, it sounds cheesy (I can see you rolling your eyes), but one thing’s for sure: It’s true. People like to feel unique.

They’re not going to feel as good about the opportunity if it looks like your message wasn’t crafted specifically for them (or if it looks like you sent the same exact message to hundreds of others).

When reaching out to a potential hire, be sure to do your research by checking out their LinkedIn profile and work history. Take a look at their specific achievements.

That way when you do message them, you’ll be prepared. You’ll be able to highlight specific accomplishments and tell them WHY you were impressed.

If you do this, you’ll be far ahead of other companies who are recruiting. Most companies don’t take the time to personalize their messages.

Even worse, they often make the mistake of writing only about their company (not the candidate) and then pasting the job description.

If you don’t draft a message that speaks to the candidate, the message will come across as cold and impersonal.

People want to feel special and appreciated — NOT like one candidate in a sea of hundreds.

3. Keep your 1st message super brief.

recruiting email

The #1 mistake most people make when recruiting is that they provide way too many details in the first message.

It’s easy to think that the more you tell a candidate upfront, the more helpful you’ll come across.

It reality, it actually results in overwhelm and information overload.

Instead, provide them with just enough to peak their curiosity so that they hop on a call with you to learn more.

If you send a cold email to a candidate that drags on, they’ll stop reading.

Assume that anyone you contact is busy. Resist the temptation to go into too much detail. This will show them that you respect their time.

4. Let them know what’s in it for them.

If you’re in touch with a top performer, chances are, they’ve been talking to other companies too (as much as we’d like to think they’ve been talking exclusively to us).

You’ve got to set yourself apart because other companies are trying to sell them on their vision just as much as yours.

Or if a potential candidate is already employed, you’ve got to make a convincing case for why they should go out of their comfort zone and join your company.

You have to figure out what’s in it for them, and let them know what your company can offer them that others can’t.

It all comes down to this: You basically need to sell a total stranger on your company… then convince them why they should dedicate their career to your company.

Sure, it may not SOUND like sales, but in reality it’s a form of sales in its own way. You’re selling them on your company, after all.

When telling a potential hire what’s in it for them, be honest and upfront. Don’t offer them something unrealistic just to get them into an interview.

If you genuinely don’t think you can offer them anything better than what they have, it’s time to look elsewhere.

So, how do you find out what drives them?

As you can imagine, being able to properly answer “What’s in it for them?” involves a lot of active listening and creative questions.

To do this, the key is to find out what really motivates them. What do they value, and what can your company do to give them that? Maybe they want to be able to work from home. Maybe they’re looking for a salary increase or an awesome vacation package.

Whatever it is, the sooner you know, the better.

Hint: A lot of people tend to switch jobs when they feel there’s no room for advancement in their current role.

If the position you’re looking to fill would be a big step up for them in terms of career advancement, then by all means, let them know the importance of the role.

Tell them about the position and why you think they’d be a great fit based on their skill set and experience (and get specific).

Bonus points if you can point out a specific experience that’s unique to them, and why bringing that experience to your company would be a game-changer for you.

Whatever it is, be upfront about these benefits if you want to delight your candidates. Show them you’ve been listening and that you care.

5. Create a sense of urgency.

Urgency can sometimes be the push people need to take action.

It doesn’t hurt to add a little bit of urgency to your messages. Be upfront by telling the candidate when you plan on filling the position.

Not only will they appreciate the honesty, but they’ll know they have a limited amount of time to consider the opportunity.

It can be as simple saying something like, “Our goal is to fill this position by the end of the month.”

When someone knows a deadline is coming up, they’ll consider making a decision right away rather than putting it off.

6. Build an awesome careers page.

There’s no way around it: People are going to feel much more excited about applying for a job when a company looks, well, fun.

Create a careers page that reflects your company’s personality.

And by “personality” I don’t just mean using your company’s branding and official colors — I’m talking more about using your company’s voice.

Candidates want to know who you are and what you’re all about. Make your careers page personal and welcoming.

Talk about your company’s mission and don’t be afraid to write about your values. It’ll help your company get attention from the right candidates.

Luckily for you, many careers pages tend to be sterile. As you know, a robotic approach won’t attract great candidates (unless you’re looking for cyborgs).

You can use this to your advantage by creating an awesome careers page for your company and really separating yourself from other businesses.

7. Follow up with a CTA and continue delivering value.

recruitment email

If some time has passed and a potential candidate still hasn’t responded to your initial message, consider sending a quick follow-up email to show them you’re still interested.

Sometimes a candidate may be curious but undecided, and other times they might’ve read your message and let too much time pass by. Send another message a week later to express your interest again.

Remember that in your follow-up email, it’s important to deliver value.

Here’s one way you might add value: Remind them why you think they’d be an awesome fit for the role, and a few things that your company can offer them. If your company offers some great perks, highlight them.

Always be sure to keep your follow-up email shorter than the original message (no need to write a novel). If they’re interested, you can chat more over the phone or in person.

Another way to increase your likelihood of a response is to lower the commitment.

In short, don’t go in with a big ask. Avoid saying things like “let’s schedule a 60-minute chat.” A prospect will find it much easier to say yes to 15 or 20 minutes (at least initially).

In your sign-off, include a strong call to action or question.

This is vital.

If you don’t end your message with a call to action of some kind, they may not feel that a reply is urgent.

Here’s an example of a call to action that is likely to get a potential candidate’s attention:

“Are you up for a quick 15-minute chat to discuss? (No pressure, I’d just love to tell you more about what we can offer you).”

This call to action includes a question, delivers value, and doesn’t ask the prospect to commit too much time upfront.

Over to you: What’s your best recruiting tip?

Do you have a recruiting tip to share? Share it with us in the comments below!