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Dialog Employer BrandingFalling birth rates are the biggest threat to business growth both now and generations to come. Here are multiple strategies you can invest in to transform hiring into a strength for your employer despite the smaller talent pools: http://www.recruitwithdialog.com/why-a-recession-wont-solve-your-hiring-problems

December 26, 2022

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Dialog Employer Branding#video #marketingstrategy

November 17, 2022

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Dialog Employer Branding"Does your agency have a secret sauce?" No, no we do not. We don't have any trademarked, amazing questions we ask to unlock the BEST culture answers. We don't have any proprietary technology that will make you 37.5% more efficient (although I do know a guy or two). We don't have the most amazing camera equipment for the most elegant, beautiful shots. And while we deliver our content fast, we're *probably* not the fastest (although I haven't really checked). We just know how to ask good questions, work within limited EB/recruiting budgets, and keep getting better as a light-weight content creation agency for EB and recruiting teams. Maybe some day we'll have a secret sauce. But for now, the only thing closest to this is the kombucha my wife's making me drink to "improve my gut health" or something like that. But even that's not a secret anymore. #employerbranding #recruitmentmarketing #talentattraction

September 26, 2022

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Dialog Employer BrandingWhat's an effective strategy for reaching candidates beyond the job board? To help better understand this question, Talentify asked for my opinion, along with many other TA leaders. Check out my recommendation (and a bunch of other good ones) in the link: https://loom.ly/R8BPMiA #talentacquisition #talentattraction #employerbrand

December 8, 2022

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Dialog Employer BrandingI see it all the time. An Indeed employer review of 2/5 when it really should be a high 3 or 4. The reason? Disgruntled employees are more likely to leave bad reviews on Indeed or Glassdoor, which skews the results lower. So if you're an employee having a decent or even a great time at your employer, what's your motivation? Here are four tips we use to help our clients to improve their reviews on Indeed and Glassdoor. These tips won't work for you if you're a crappy employer. But if you're proud of how you treat your people, this will help. 1) Communicate regularly. Solicit positive reviews from your team on a frequent basis. Working with a very large employee base? Ask for reviews by department or team, changing it up every month. 2) Share why it matters (motivation). People don't act unless it affects them. Remind your people that the reason you're doing this is to bring on more great people like them to make their jobs easier and more enjoyable. You can also mention how with the right people, the company can keep profitably growing. 3) Set expectations early. Sometimes the reason you're not getting any help on this is because there is a siloed culture, e.g. "it's not my problem." Set the expectation up-front during onboarding that "on this team (or in this company), we pitch in to help each other out." If you're fostering a spirit of collaboration within your company, this whole thing becomes a lot easier as everyone will have an expected sense of shared responsibility. This is the most long-term and hardest play. And just like any value in the workplace, it MUST be communicated from and exemplified by leadership. 4) Make time. Your online reviews are affecting your hiring, bottom line. So set aside time every week to plan your review asking, communicate with the teams, and respond to reviews. For many companies with big, global teams this is a role that can often warrant a part-time or full-time person. What about you? What tips do you have for making your star rating on Indeed or Glassdoor more realistic? #indeed #glassdoor #culture #employerbranding

October 6, 2022