Here’s a scary fact: Up to 25 percent of new hires leave their jobs within six months. Why? Many say it’s because they didn’t fit in with the company culture — and that’s one very good reason to hire for culture fit. After all, turnover is pretty darn expensive for your business.
But how do you hire for your company’s unique culture? Here are four tips to help you from our new eBook, Hiring for Culture Fit.  Read below for a preview,  and make sure to download for more info!
1. Get Clear on What Your Culture Is
It will be nearly impossible to identify candidates who will be a culture fit if you don’t have a clear definition of that culture. So, review your mission statement and drill down to what really matters to your company — beyond earning a profit, of course. Do you want to make a big difference, value a more relaxed work environment, or be innovative in your industry?
You can also assemble a committee of current to help you figure out what your culture is — or use Glassdoor reviews from past employees to see what they thought. However you do it, just make sure you get a list of values that sums up what is important to your company.
[Related: Culture Codes of Best Places to Work]
2. Make Your Values Known
Don’t let your company culture be a mystery. From your job ad to the interview, make sure you share those values with anyone who might be interested. (You can even add this info to your Glassdoor profile, as well as upload photos that visually show this culture in action.)
If you share your company culture at every opportunity, then you will be much more likely to get the attention of job candidates who are attracted — and would fit well within — it.
3. Ask the Right Questions
In an interview, be sure to ask questions that relate to your company culture and require answers that will illuminate whether the candidate can uphold that culture. For example, if your company values creativity, you might ask the candidate to describe a time they had to come up with a unique or innovative solution to a problem. If your company values giving back, it might be wise to ask how involved the candidate is with his or her own community.
Another opportunity to ask questions is following a company tour — during which you will have shown off your company culture at work. After the tour, you can ask the candidate if he or she could picture working at the company, and dive deeper into why or why not.
4. Dive Deeper With Personality Tests
You can also consider using a personality test to reveal if a candidate will be a culture fit.
Here’s how to do it: Test your own highest-performing and most loyal candidates, and see if you can spot any patterns in their answers and results. For example, do they all score high on measures of empathy? If so, that could be a sign to favour particularly empathetic candidates. Different departments might answer questions differently, so be sure to keep that in mind.
Then, administer the tests to candidates, looking for those whose answers closely resemble those of your own successful workers, in the right departments and similar jobs, of course.
Learn More:
Hiring for Culture Fit
The post 4 Tips for Hiring for Culture Fit appeared first on UK | Glassdoor for Employers.
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Author: glassdoor uk
Date/time: 21st May 2019, 15:03

Making the decision to develop and nurture an employer brand can be difficult—and a task that often falls to the backburner. It’s not easy to directly tie employer brand to results, or prove ROI for the time and resources involved.
However, 80 percent of talent leaders agree that employer brand has a significant impact on their ability to hire great talent, according to the LinkedIn Global Recruiting Trends Report. Beyond that, your employer brand can optimise more than just hiring; it can positively benefit your entire organisation. Find out how and why you should prioritise it.
Showcase Your Unique Corporate Culture  
Corporate culture guides your internal and external identity to align with your organisation’s core values and mission. If put time into creating a unique corporate culture, use your employer brand to show it off. But don’t just list these unique culture differentiators in your job ad, say talent experts at Yello. They explain:
“Showcasing the perks of your workplace shouldn’t be relegated to a tacked-on list at the end of a job posting. To grab a candidate’s attention, the unique and compelling aspects of your employer brand need to stand apart from the standard list of dental and 401k benefits. That means thinking beyond a simple job posting or careers page and embracing digital media to highlight your culture and workforce through engaging content.”
This content includes social media posts, blog posts, or even interactive landing pages that feature employee images, quotes and videos.
[Related: The ROI of Employer Brand]

Get Ahead of the Curve
Only 8 percent of recruiting budgets go to employer branding according to the same LinkedIn report. However, if money wasn’t a constraint, 53 percent say they would invest in it more. Instead of waiting for employee brand to be a must-have because all of your competitors are prioritising it, do it now.
Remember that investing in your employer brand can be as simple as giving your marketing team extra time each week to post engaging culture-based content. Start small and work up to a budget that allows you to do more.
Attract Top-Tier Candidates
When recruiting, employer brand plays a significant role in your company’s perception and ability to attract high-quality talent. For active job seekers, 84 percent list company reputation as an important factor in their decision to apply to a position, according to recent Glassdoor Harris Polls. Even if you don’t develop a public employer brand, job seekers will research your company in other ways. Glassdoor users read at least seven reviews before forming an opinion of a company, according to 50 HR and Recruiting Statistics 2017.
With a strong employer brand, you can control the narrative.  When top-level candidates research your company, they’re excited to apply.
[Related: How to Create a Job Ad That Converts]
Retain Valuable Talent
Currently, 57 percent of workers wouldn’t recommend their organisation as a good place to work, according to a The Global State of Employee Engagement report. Combat this challenge by developing a strong employer brand, which can help you engage employees and improve their experience.
Remember: establishing and living your brand can be a collaborative activity that involves your entire team, so start by polling employees on current culture. Once you get feedback—implement changes, and continue modifying and involving employees as the company grows. Keep them involved, show them their opinion is valued, and empower them to build a company culture they can be proud of.
When you do, they’ll not only serve as brand ambassadors, but they’ll want to continue to work for your company.  
Employer Brand Impacts the Bottom Line
While it can be difficult to attribute a dollar value to employer brand, there are instances where it pays off, literally. For example, a bad reputation equates to a 10 percent increase in cost per hire, according to Harvard Business Review. What’s more, a new report revealed that one in four British managers would be willing to take a pay cut for a purpose-driven position.
Not only will it cost you less to hire staff if you have a strong employer brand, but you won’t have to offer higher salaries as an incentive to overcome a poor reputation. An employer brand allows you to showcase yourself as a purpose-led company and reap the financial and hiring benefits of that.
[Related: What is Employer Branding]
Invest in Employer Branding
Employer branding helps drive positive PR, attract new employees, and keep employees engaged and excited to work for you. Use this opportunity to control the narrative about your company while setting yourself apart from other companies as a unique brand to work for.
Invest in Your Employer Brand with Glassdoor Today!
The post Why Investing in Employer Brand Pays Off appeared first on UK | Glassdoor for Employers.
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Author: glassdoor uk
Date/time: 21st March 2019, 15:04

There’s a saying that goes a little something like this: You’re only as good as your team. And when it comes to building a successful brand and reputable company, that saying couldn’t be more true. A good business begins with a team of skilled, experienced professionals who will tirelessly use their energy, drive and creative ideas to make a name for your company.
But if you’re a small business, it’s not always easy to attract top talent, especially when you are competing with the recruitment campaigns, salaries and benefits of bigger companies. Don’t despair, though. You can still snag stellar employees — you just have to get creative. Our new resource, How to Compete with Big Companies for Top UK Talent, shows you exactly how to do that. Keep reading for a preview!
1. Offer More Responsibility
At a small business, employees rarely wear one hat. Rather, they often take on many different tasks, and have a say in guiding company strategy and develop deeper skill sets that can pay greater dividends down the line. That is a huge perk — one you should point out to job applicants both in your job description and throughout the entire interview process.
[Related: 3 Top Tips for Hiring Highly-Skilled Workers]
2. Promote Faster
At a large company, there’s a lot of red tape, and it can take employees a long time to move up the corporate ladder. But smaller organisations, like yours, are often less bureaucratic — and with fewer employees overall, there’s even less competition for coveted promotions. In an interview, you can explain that it’s your goal to help driven, successful employees grow in your company, and into roles they crave. You can also explain that you are open to letting them explore new opportunities, whether that is seeking promotion or moving laterally.
3. Provide Flexible Working Conditions
Clocking into a 9-5 job is becoming a thing of the past. The most progressive companies — the ones that can snag top talent, no matter their size — are offering flexibility with work schedules, whether allowing employees to work from home or clock in at varying hours. As long as the work gets done, it doesn’t always matter where an employee does it — and offering up flexible working conditions can sway a job applicant from a big company to your small business because it’s such a great perk. So if you’re able to offer it, be sure to include this information in your job posting, career page, and Glassdoor profile.
4. Hire Faster
Small businesses don’t have the luxury of taking a long time to make a hiring decision. Why? You need to move quickly so that top talent doesn’t look elsewhere. Big companies are expected to take a long time to hire, because they are mired in red tape. But as a small business, you can be more agile. If you can make candidates feel wanted by moving quickly, you’ll be in a better position to snag top talent.
Learn More:
How to Compete with Big Companies for Top UK Talent
The post How to Compete with Big Companies for Top Talent appeared first on Glassdoor for Employers (UK).
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Author: glassdoor uk
Date/time: 30th January 2019, 12:02

With hundreds of thousands of open jobs in the UK, it can be tough to know which roles will be harder to fill than others. Competition is high across all industries and occupations, but we’re here to help.
Glassdoor has announced its annual jobs report identifying the 50 Best Jobs in the UK for 2019. These jobs were chosen by looking at three key factors equally: earning potential based on median annual base salary, job satisfaction rating and number of job openings. This year, Audit Manager took the top spot, with a job score of 4.6. Tech roles are the most represented, with six jobs on this year’s list, up from five last year. However, nearly every industry is represented in the list.
“There’s no question that emerging technologies designed to grow and scale business, such as artificial intelligence, machine learning and automation are having an impact on the types of jobs employers are hiring for across the country. As a result, we’re seeing a spike in demand for highly-skilled workers in 2019,” said Glassdoor Economic Research Analyst Amanda Stansell. “With such a healthy job market kicking off 2019, we’re seeing many of these Best Jobs open for people to apply to and get hired at employers across all industries and in all areas of the country.”
The top five on this year’s list are:
1. Audit Manager
Job Score: 4.6
Median Base Salary: £52,000
Job Satisfaction: 4.5
Number of Open Jobs: 1,124
2. Finance Manager
Job Score: 4.5
Median Base Salary: £60,000
Job Satisfaction: 3.8
Number of Open Jobs: 2,001
3. Marketing Manager
Job Score: 4.4
Median Base Salary: £42,500
Job Satisfaction: 3.9
Number of Open Jobs: 1,966
4. Product Manager
Job Score: 4.4
Median Base Salary: £52,500
Job Satisfaction: 3.8
Number of Open Jobs: 1,697
5. Sales Manager
Job Score: 4.4
Median Base Salary: £42,000
Job Satisfaction: 3.8
Number of Open Jobs: 2,795
See the Full List
Wondering how your organisation can stand out and recruit for the best jobs in the UK? Learn in our post, 3 Top Tips for Hiring Highly-Skilled Workers.
The post Announcing the Best Jobs in the UK for 2019 appeared first on Glassdoor for Employers (UK).
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Author: glassdoor uk
Date/time: 23rd January 2019, 18:00

Nothing dulls a job description more than an over-indulgence of buzzword phrases such as “enthusiastic and motivated,” “winning attitude” and “willingness to learn.” While there’s no harm in throwing in a buzzword here and there, including them without substantive accompanying requirements leaves applicants hungry for more.
Define the Nuances of the Buzzword
For example, in addition to describing that you seek an enthusiastic and motivated candidate, extend the description to describe what types of results you expect from their enthusiasm. If you are looking for someone who is enthusiastic about building (or rebuilding) relationships with complex and time-strapped customers by using high-touch listening skills, then weave that detail into the job description.
Perhaps you want someone whose enthusiasm is internalised in that they quietly but consistently show up to deliver on ritualistic deadlines that are crucial to the bottom line. Maybe you seek someone whose enthusiasm well never runs dry, despite the humdrum of the daily goings on; this candidate ‘gets’ the necessity to simply be reliable, every day, and does their job well and with verve.
You don’t have to await the interview to start vetting candidates with these qualities — you can look right in the CVs arriving in your inbox. In the example of the position seeking an enthusiastic and reliable candidate, this candidate’s CV snippet may resonate:
Meticulously set-up + repeatedly executed upon process initiatives for an event planning manager that led to 100 percent customer satisfaction
While this type of process orientation may appear yawn-worthy to some candidates, other candidates take on such tasks with enthusiasm. In sum, defining where you want their enthusiasm focused may help focus the search.
[Related: How to Recruit Competitive Candidates in a Job Seeker’s Market]
Describe the Assets in Action
Similarly, in asking for a ‘winning attitude,’ you can extend this further by describing a winning attitude in action. For example, if you are seeking out a candidate who will colour outside the lines and who leverage unconventional techniques in order to get to the win, then say that.
If you are hoping to hire someone who nimbly stretches outside their job description parameters to achieve the win, even if it means potentially making others in the organisation uncomfortable, then articulate this fact.
Enable CVs to Align With Your Job Description
If you aspire to hire candidates into one role and, because of the challenges they may later face, anticipate the position morphing in a totally new direction, then clarify this in the position description.
An example snippet from just such a candidate’s CV, aligned with this description, follows:
Quickly advanced, expanding administrative assistant position into key relationship liaison role between client + company. Skyrocketed sales to £400M (from £150M) in 1 year and established preferred vendor presence throughout region by leveraging personal relationships.
Moreover, what exactly does it mean when you ask for ‘willingness to learn?’ Are you saying that the candidate must be ready to dive into the new role and self-train, without a mentor? In other words, must they be willing to learn, as they go, on-the-fly?
Or, perhaps you are implying that they must be willing to learn new technology, new methods, new processes on a continuous basis, because that is the type of culture you offer.
Maybe this willingness to learn applies to your organisation’s need for a ‘resilient problem solver’ who has encountered a series of bruising business battles. If this same candidate can prove they not only survived but thrived amid similar challenges, then they also can prove an ability to learn on the fly and to win, despite the odds being stacked against them.
[Related: Debunking the 4 Myths of Online Learning]
Illustrate a Story
Providing a brief example of what learning looks like in your company, including a story, enables the candidate to mirror those capabilities in the CV and interview conversations.
Most careerists are eager for the opportunity to match their experiences and results beyond the bottom line. They want to see where their who, what, where, when, why and how — the nuances of their story — intersect with your company’s story.
By creating more elaborate job descriptions, you can attract candidates who more closely resemble your ideal candidate. By illustrating which of the candidates’ assets in action will appeal to your organisation’s mission and vision, you can increase the likelihood of attracting that lesser-known, but high-performing candidate to your door.
Learn More: 
Candidate Screening Checklist
The post How Recruiters Can Overcome Buzzword-itis appeared first on Glassdoor for Employers (UK).
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Author: glassdoor uk
Date/time: 18th January 2019, 06:02