Successful employer brands tell their culture story from the inside out. And the best storytellers are your people.

When you can tell the story of your company culture through the genuine experiences of your employees, your employer branding is “inside-out.” If employees have great experience, you don’t need to search further than your people to establish an authentic and sustainable employer brand.

카지노 커뮤니티 랭킹 study of over 1.3 million employee survey responses from companies in the US who earned Great Place To Work 카지노커뮤니티 between Jan 1 2023 and Dec 31 2023 revealed that when employees think their company is a great workplace, they’re five times more likely to recommend their workplace to others – truly inside-out storytelling.

Here are four ways to communicate your employer brand from the inside out:

1. Embrace authentic career progression stories

Showcasing real employee experiences can be a powerful strategy for shaping an employer brand that truly resonates from the inside out. This approach attracts potential hires and reinforces the company’s commitment to its values and people.

At Marriott, the is a perfect example of using authentic narratives to strengthen the employer brand. The Be initiative is Marriott International’s new people brand launched in April 2023. It aims to attract and retain top talent by focusing on three main pillars: begin, belong, become.

The "Become" component is dedicated to personal and professional growth. Marriott highlights real-life career progression stories through various channels to show prospective and current employees the genuine opportunities available for growth and development within the company.

Marriott proves its commitment to development through its innovative "Become" portal. Here, employees can engage with tailored resources to help them advance in their careers. After taking a brief quiz, associates receive personalized recommendations, from instructional videos to detailed workbooks, guiding them on a clear path to leadership.

In 2024, Marriott took a significant step forward with the launch of the Elevate program. This initiative builds on the foundational offerings of the "Become" portal by helping associates identify and close skill gaps essential for management roles, such as business acumen and digital literacy.

The program mainly focuses on preparing frontline staff for leadership positions and accelerating the career advancement of new managers.

By incorporating real associate stories and dedicated development tools into its employer branding, Marriott illustrates its investment in employee growth and effectively turns its workforce into authentic brand ambassadors.

This strategy of highlighting true success stories and providing clear pathways for advancement makes Marriott's employer brand compelling and attractive from the inside out.

2. Be consistent in your company values

Great workplaces walk the talk. Their values infuse all elements of the company culture — not just their marketing.

Ensure that any internal messaging about your company’s mission, vision, and values is consistent with your external branding. Consistently articulating your values helps employees internalize the brand and convey its message more naturally.

For example, food company The Wonderful Company is committed to sustainable farming and responsible business practices, with a mission of “leaving the people and the planet better than we found them.” And this isn’t just marketing speak.

The company’s employee experience strategy is centered on health and well-being. Wonderful offers its employees free on-site medical care, 100 free mental health sessions per year, life coaching, and mentorship opportunities. They also gave employees a cost-of-living increase in 2022 when inflation soared, and employees get $1,000 per year plus matching to donate to a non-profit of their choice.

The message is clear: They want employees to be better off by working at Wonderful.

3. Connect with your community

Incorporating community service into your company's culture goes beyond enhancing your public image—it genuinely embeds your core values within your organization and the broader community.

Take NVIDIA's Inspire 365 initiative. This program isn't just a corporate responsibility effort—it's a vital part of the company's culture. Each NVIDIA office has an "Inspire Champion" who collaborates with the foundation to pinpoint and support causes that resonate deeply with local employees. These champions lead the charge in organizing various community-driven activities, from volunteer events to fundraisers.

NVIDIA's U.S. policy allows employees unlimited paid time off to volunteer, provided they meet their work commitments and obtain managerial approval.

This program supports myriad charitable causes and reinforces the employees' pride in and loyalty to NVIDIA. When employees believe in their company's role in societal improvement, they become authentic brand ambassadors, promoting the organization's values through their actions and conversations.

When employees believe in their company's role in societal improvement, they become authentic brand ambassadors

Moreover, initiatives like Inspire 365 draw prospective employees and customers who prioritize corporate responsibility. They see NVIDIA as a company that not only talks about values but also acts on them, making it a magnet for talent who seek purpose in their work.

By integrating community engagement deeply into your employer branding, you do more than build a positive image — you foster a culture that attracts and retains people who are looking for not just a job, but a purpose.

This approach benefits the communities it serves and fundamentally enhances your internal culture, positioning community service as a cornerstone of a dynamic, inside-out employer brand.

4. Celebrate what – and who – define your culture

카지노 커뮤니티 랭킹 research shows that employees who are proud of their workplace are four times more likely to recommend it and are committed to staying longer.

How do you spark this workplace pride? The Trust Index can help by capturing the pulse of your workplace, guiding you towards Great Place To Work 카지노커뮤니티™, which serves as a testament to your people-first philosophy.

Use occasions like 카지노커뮤니티 Nation Day to spotlight your culture and the individuals who embody it, celebrating in the office or online with the global Great Place To Work Certified community.

Yet, recognition shouldn’t just be reserved for these events. Regularly acknowledging employees who exemplify your company values or excel in their roles reinforces a sense of community and aligns with shared goals.

Consider how YNAB (You Need A Budget), a company known for its unique culture, fosters this environment. They celebrate work milestones with personalized carved medals that symbolize the company's core values.

This practice not only highlights individual contributions but also solidifies the collective commitment to the company’s ethos. By living out their core values daily and recognizing those who do the same, YNAB creates a workplace where employees feel genuinely appreciated and part of something special.

Such celebrations reinforce your company’s dedication to its values and people, making your organization a magnet for top talent who are looking for more than just a job—they are looking for a place to thrive.

Turn your employer brand inside out

When your company culture genuinely enhances your employees' work life, this positive energy naturally spills over to external audiences like customers, partners, and prospective hires. For organizations that have earned Great Place To Work 카지노커뮤니티, the opportunity to amplify this great culture goes beyond just displaying a badge.

The key lies in empowering your employees. When employees feel valued and are equipped with the right tools, they become enthusiastic advocates for your brand, effortlessly drawing more talent and creating a stronger public image of your workplace.

Hiring top talent takes time, intention, and energy. As your business evolves, you need to continuously assess the needs of your organization and bring on new talent with the right skills to move your company forward.

This means that successful talent acquisition is more than just hiring new faces. It requires aligning your company vision with both your recruiting strategies and employee experience, while continuing to connect your existing workforce to your mission — so that everyone at every entry point can support your organization’s growth.

What is a talent acquisition strategy?

A talent acquisition strategy is an organization’s customized approach to identifying, evaluating, and hiring the best candidates, in order to achieve the company’s long-term goals.

Strong employer branding, a positive candidate experience, a sense of community within the organization, and being strategic about where and how you find talent are all proven ways to shape and cultivate an engaged organization.

A common mistake employers make is hiring simply to fill positions as quickly as possible. Instead, carefully assess your company’s unique goals and think beyond your immediate needs. While one business may need to double its workforce to meet growing demand, another could require specific expertise to expand abroad. Have a detailed understanding of the skills and traits each department requires and go from there.

Talent acquisition vs. recruitment

While talent acquisition and recruitment go hand-in-hand, they are not quite the same thing.

Recruitment has traditionally been purely focused on filling vacancies. Recruiters seek out and screen candidates for an existing (or soon-to-exist) role.

Talent acquisition strategies, on the other hand, tailor the recruiting steps to specifically meet a company’s vision. Talent acquisition managers go beyond just meeting headcount by instead researching a company’s needs and then seeking out talent that can benefit the company in the long term — sometimes even without a specific role in mind

For example, Nationwide Mortgage Bankers has an unconventional hiring strategy of hiring people even when a role isn’t immediately available. The company’s focus is instead on hiring those who they feel truly fit their core values, rather than just hiring for the roles they immediately need.

8 tactics for a successful talent acquisition strategy

As a company’s demands change, it’s essential to routinely review and refine the applicant process. Address any gaps within your recruiting efforts.

Consider these eight tactics to ensure every step of your talent acquisition efforts aligns with your priorities:

1. Define a compelling employer brand

How strong is your employer brand? How does your company stand out from its competitors? How well does it reflect your mission, values, and goals?

Job candidates will research what it’s like to work at your organization. They’ll go to your careers page, your social media accounts, your Great Place To Work® Certified™ profile, and  Glassdoor-style websites. Using these sites to align your values, mission, and culture is a critical part of recruitment. It paints a picture for your candidate.

Even how your job description is written conveys your employer brand. YNAB, for example, posts job descriptions that are three to four times longer than most, describing in depth the type of work the candidate will do, what a typical day would be, and what success will look like. The result? Candidates know upfront whether the company culture will resonate with them.

Developing a clear employer brand is an essential recruitment strategy that employers often overlook. Think about your employer brand like you would think of a candidate’s resume: you’re looking for ways to tell a story, stand out in the market, and tell prospects why they should be working for your company.

2. Streamline the candidate experience

Complete a full audit of the candidate experience and review your application process from beginning to end. Think of every single point of contact (emails, automated messages, wording used in job description, etc.) and review recruitment from the lens of the candidate. You are sending a message about both the company and the role before even engaging with the candidate — every email, job description, and response matters.

As an example, construction company Hilti requires anyone involved in recruitment to take a day-long training session that covers things like effective interview techniques, assessing candidates against the company’s core values, fair hiring practices, and the full onboarding process. The goal is to ensure that the company is upholding the same interviewing standards and providing a consistently positive experience for every candidate.

3. Show, don’t tell

Instead of just saying it’s a great workplace, showcase your company culture through the benefits offered, or by sharing the experiences of current team members, or by applying for employer recognition awards.

Show applicants your workplace is the ideal fit by highlighting examples of low turnover, pay equity, growth opportunities, workplace flexibility, and a collaborative environment that welcomes innovation.

You could even blog about your company culture. Showcasing “a day in the life” or interviewing current team members on why they choose to work for you is a great strategy to promote open roles, share content, and provide information on the company’s mission, culture, and benefits.

Emphasizing employee experience in a genuine way will help you recruit and retain the best, most-aligned candidates.

4. Have a clear understanding of your business goals

Distinguish what knowledge and skill sets are necessary, meet with stakeholders and hiring managers to understand team needs, and don’t be afraid to think outside of the box to find the right talent.

Synchrony Financial has an “Advancing Diverse Talent” initiative that uses data and analytics to help identify gaps and opportunities within its existing workforce, inform its hiring strategies, and develop underrepresented talent.

In 2021, this meant focusing on increasing Black and Latinx employee representation at all levels of the company, in particular, at the vice president level and above.

Using an employee survey tool that includes detailed data and analysis can join the dots between talent acquisition and organizational outcomes by helping you:

• Evaluate employee experience by demographics, departments, and managerial levels
• Get ideas for diverse hiring KPIs and make every leader accountable to them
• Get recommendations on where to focus or make changes

5. Cast a wide net

When it comes to hiring, leave no stone unturned. Consider alternative sources for hire, like a specialized online forum or advocacy group. Approach candidates who may not be actively seeking a new job but are open to it. For example, recruiting veterans and incorporating military job boards into your recruiting strategy can help you find untapped talent.

Develop positive relationships with industry leaders, local groups, and universities/trade schools. Supporting communities where you are headquartered provides an opportunity to know candidates beyond their resumes.

Directly recruiting from diverse universities or trade schools provides an opportunity for young candidates from underrepresented communities to find roles that may not have always been accessible to them.

For example, Bank of America does outreach with 30 community colleges across 10 states to source entry-level talent. The company also has a hiring and development program that provides entry-level jobs and career training for individuals from low- and moderate-income neighborhoods.

6. Incentivize employee referrals

Incentivizing employee referrals and making your hiring goals widely known within the company can broaden your network of candidates and bring in higher quality hires. When employees refer someone they know, they typically have a good understanding of their skills, work ethic, and values. As a result, the referred candidate is more likely to be a great overall fit for the job.

A well-designed employee referral program can also save you time, reduce the cost per hire, and improve engagement among current employees. When employees are encouraged to participate in the hiring process, they feel valued and engaged in the organization's success.

7. Hire for skills, not degrees

Many employers are moving away from using academic degrees to measure a candidate’s skills, and instead are focusing on skills-based recruiting.

Irma Olguin, Co-Founder and CEO of Bitwise Industries, puts it well:

“When you're hiring, the question that you're asking is not, 'Does this person come with the right number of years of experience?' The question that you're really asking is, 'Do I like this person so much that when they mess up, and they will, I want to stand in front of them and make sure that we're together making improvements?' Would a college degree tell you this?”

IT company Accenture is building its talent framework by no longer requires college degrees for specific job postings. Similarly, Bitwise Industries encourages diverse hiring by removing unnecessary degree requirements and training new talent that has promise but has been overlooked by most other tech companies.

College degrees are not always an accurate predictor of job performance or success. By shifting the focus to skills and experience, employers can better match candidates to the specific needs of the job, leading to better job fit and better performance.

8. Boost talent acquisition with Great Place To Work 카지노커뮤니티

There are many ways certification helps a company’s recruitment and talent strategy but the main one is allowing your organization to stand out as a company that not only values a healthy culture, but one that the employees actually say is a great place to work, too!

Being Great Place To Work Certified supports your recruitment and talent strategy by helping more eyes land on your company. It widens your applicant pool significantly and organically drives more traffic to your business. 카지노커뮤니티 is an independent verification of your healthy, engaged culture and employee experience.

Build an impressive talent acquisition strategy

Want a more strategic and sustainable approach to talent acquisition? Being known as a Certified Great Place To Work will put you at the top of the list for job seekers. Certified workplaces create more credibility with employees and investors, and know exactly how to improve their culture. Ask us about earning Great Place To Work 카지노커뮤니티 today.

Long gone are the days of posting on a job board and waiting for candidates to come to you. Today, the hunt for top talent is fierce, candidates have more leverage, and successful employee recruitment is a proactive two-way effort. Not only are employers seeking the right talent, but talent is seeking the right employer.

That means more than just competitive salaries and benefits. It also means growth opportunities, DEIB efforts and work–life balance, as well as a healthy, supportive culture. In fact, in our study of the U.S. workforce, a whopping 98% of respondents said great culture is important in their next job search.

How do you recruit and retain employees when the hunt for talent is growing ever more competitive?

These 11 recruiting strategies reflect the changes facing hiring managers today. We recommend making these tactics part of a broader, more long-term talent acquisition strategy.

From rethinking culture fit to checking for bias, here’s how to ensure top talent will want to come to you.

1. Understand your EVP

An employee value proposition (EVP) is what an employer offers to employees, both monetary and non-monetary, in exchange for their work. That includes salary, health benefits, growth opportunities, training and personal development, and perks such as remote work or flexible hours.

A strong EVP plays a critical role in recruitment strategies, helping organizations clearly communicate why they are an employer of choice.

When it comes to building a recruitment strategy, it’s long been viewed with a one-way focus: finding the right candidate to fit your workplace, rather than ensuring your workplace is the right fit for a candidate.

However, a successful EVP is more than just a list of benefits. It’s also your company’s overall culture — what distinguishes you from other employers out there? Why should an employee pick your organization over a competitor’s?

“I think a good strategy is to write out your EVP and then strike your organization’s name from that write-up,” says Seth Willis, senior culture coach with Great Place To Work®. “Would you be able to tell it’s your organization, based on the values, based on what you consider to be those differentiators?”

2. Recruit for culture add, not just culture fit

We often hear of culture fit — does a candidate “fit” into a company’s culture and existing workforce? But focusing too heavily on fit not only limits your talent pool, it also risks homogenizing your entire workforce. Instead, aim for “culture add.”

Diverse and inclusive teams are innovation engines, says Frans Johansson, founder and CEO of The Medici Group. His team has found through their work with thousands of companies that, across industries, organizations that seek out diverse views are more innovative, more creative, and better at making decisions. 

Within your own workforce, assess what you already have and what your team is missing. Then, consider every aspect of a candidate, from their lived experiences to their people skills, to see what they can bring to the table.

3. Shift from education-based to skills-based recruiting strategies

Just as culture fit is an outdated employee recruitment strategy, so too is education-based recruiting, especially as workforces become more globalized. Degrees vary from country to country, and within the U.S., the cost of post-secondary education means underprivileged candidates are often left out of the running.

While of course there are some roles that require specific degrees or credentials, for many positions hands-on experience, ability, and passion are just as strong an indicator (if not stronger) of a candidate’s ability to perform.

“It’s a huge way to open up your talent pool,” says Seth. “Look for folks you are an atypical applicant or have transferrable skills, who you can train or who can adapt — rather than somebody who might be a cookie cutter fit from a technical standpoint.”

A recruitment example of this is Bitwise Industries, which aims for more diverse hiring practices by removing degree requirements when they are not necessary and offering a training program that helps promising, yet overlooked, talent break into tech.

As another recruitment example, Nationwide Mortgage Bankers takes this one step further with a rather unconventional hiring strategy: they hire candidates who fit their core values, even if there isn’t a specific position created for them yet.

4. Make the most of employer awards

“Award-winning” is a phrase that always gets attention, but not all awards are created equal. Many employer awards don't reflect ongoing employee feedback, omit critical measures of employee retention, and reflect employee satisfaction rather than employee experience.

For job seekers, awards that are based on confidential reviews by current employees are far more valuable than awards voted on by a panel of experts or former employees, for example.

That’s why Great Place To Work 카지노커뮤니티™ relies on our own rigorous Trust Model, which puts the employee and the “here and now” at the center of our confidential Trust Index™ Survey. This methodology measures key indicators of a high-trust workplace culture including fairness, respect, leadership credibility, workplace pride, and camaraderie.

Achieving 카지노커뮤니티 is a step towards making one of our Best Workplaces™ Lists, which in turn is an excellent way to get your company’s name in front of top talent.

5. Check your job descriptions

Just as we expect candidates to put effort into their job application, we should put equal effort into our job descriptions. Don’t just set out what you’re looking for, but include what you can offer and why someone would want to work with you.

Job descriptions that are packed with corporate jargon or that focus too much on what the company does, rather than what the employee will do, won’t stand out against competitors. Not only that, but your job description could have implicit bias in its language or requirements.

There are various software programs through which you can run job descriptions (as well as other content) to flag concerns like gender-coded words, age and racial bias, and ease of reading.

6. Treat your candidates like customers

Marketing and recruiting strategies go hand-in-hand. The time, effort, and consideration that goes into every piece of customer marketing material should be equally applied to how you communicate with employees — past, present, and future.

“I look at everything through the lens of ‘I’m a person applying for this job’ when I’m on our website,” says Stephanie Oribhabor, director of employee experience at Great Place To Work. “What am I feeling when I’m reading this job description? What words are they using? What associations do these words have to my own biases or my own ways of thinking?”

She adds that this applies to more than just the job description. It’s the automated email a candidate gets once they submit their application; it’s how an interview is conducted and how the job offer is presented. It could be how you display that you’ve earned Great Place To Work 카지노커뮤니티.

Consider your employer brand and how it’s being presented at every stage of the employee recruitment process.

7. Remember that first impressions matter

First impressions no longer start at the first interview. Instead, whether it’s from your company’s Glassdoor reviews, Certified profile, or LinkedIn profile, candidates will have formed an opinion of your workplace before they’ve even applied.

“We’ve seen a big shift in the speed at which people are able to (a) find out information about your workplace and (b) figure out very quickly before even talking to you if they want to work there,” says Stephanie.

If you’re seeking top talent, you’ll need to ensure that those first impressions reflect what candidates seek. Today, job seekers have more leverage than in the past, and their expectations of employers are firm. 카지노 커뮤니티 랭킹 research has shown that millennials, more than previous generations, want purpose in their work, while Gen Z want psychologically and emotionally healthy workplaces.

“Before, it was, ‘I don’t care; I just want a job,’” says Stephanie. “And now, it’s not only ‘I want a job,’ it’s ‘I want a place that aligns with my own internal values.’”

8. Keep it two-way

When it comes to how to recruit employees, it’s long been viewed with a one-way focus: finding the right candidate to fit your workplace, rather than ensuring your workplace is the right fit for a candidate.

Will the candidate enjoy working with you? Do they see opportunities for growth with you? Are you able to meet their needs — financially, professionally, and emotionally?

Dayna Blank, senior vice president of human resources with Playa Hotels & Resorts, says that hospitality recruitment in particular rarely includes asking candidates what they want in a workplace. As such, Dayna’s team conducts two-way interviews that openly discuss whether the candidate will feel engaged with their day-to-day.

9. Tap into your existing workforce

When you’re looking to bring on new talent, it can be easy to focus too much externally — and ignore your biggest internal resource. Employee referrals are a much-overlooked aspect of the recruiting process, says Stephanie.

“They’re your biggest ambassadors because they’re the ones out there having conversations with colleagues and friends and talking on social media,” she explains.

Even if you’re not running a specific referral incentive program, simply asking your existing employees why they work for you can provide insight into what you have to offer new hires. These “stay interviews” are becoming more common, say Stephanie and Seth, and can be tied into milestones like anniversaries or raises/promotions.

You could even hire back “boomerang employees,” who may have left to try to something new or due to restructures. If the departure was handled respectfully and with empathy, those past employees may be eager and willing to return once circumstances are turned around, suggests Stephanie.

10. Recognize how the workplace has changed

Hybrid and remote work, once a perk reserved almost exclusively for freelancers and upper management, has now become the norm for all employees. And as we settle into this new normal, companies need to adapt with new recruiting strategies.

“Before, it was that you lived your life on the weekends,” says Stephanie. “카지노 커뮤니티 추천 have to figure out a way to be more flexible — maybe that means less time in an office, maybe you go to the office once a week. Job seekers are looking for flexibility because there is life to be lived outside of work.”

Stephanie adds that it’s more than just offering flex time but also recognizing the reasoning behind that flex time. Maybe an employee loves to travel. Maybe they’re a parent. Maybe they like to take art classes on Wednesdays at 12. It’s acknowledging a candidate’s whole self and encouraging them to bring that whole self into work once they’re hired.

“Work has taken on such a human approach,” she says. “For the first time, you’re seeing your CEO work from home in a polo shirt with his dog on his lap. We’re all figuring out what work-life balance really is and what that means to a workforce.”

11. Remember recruitment vs. retention

Hiring a new employee can feel a lot like dating. You’re meeting with various people, looking for the “right” one to commit to.

That makes retention the long-term relationship. It’s one thing to charm an employee in the early days, but it’s another thing to keep that commitment going beyond the honeymoon phase.

That’s why your recruiting strategies should mirror your strategies for retention. While how to recruit and how to retain employees aren’t the same thing, focusing on one without the other will leave you in a recruiting loop that can feel an awful lot like the movie Groundhog Day.

“Recruitment is all the things you’re going to do to get people in the door,” says Seth. “But retention is everything you do to keep people inside the organization. All those things you communicated in the recruitment phase really show.”

Make 카지노커뮤니티 part of your recruiting strategy

Does your employer brand stand out from the competition? Prove you’re an employer of choice and attract top talent by earning Great Place To Work 카지노커뮤니티.

The holiday hiring season is upon us, presenting unique challenges for those in seasonal industries.

Hospitality and retail have some of the highest quit rates of any industry in the U.S., and this year businesses are calculating their holiday hiring budgets against ongoing inflation and reduced spending by consumers.

These two factors combined make it even more important for employers to consider how they approach seasonal employment. You don’t want to go through the effort of onboarding someone who may leave before the season ends — especially when you have limited resources to hire anew.  

Here are five tips for managing seasonal workers this year.

1. Connect seasonal employees to a purpose

Seasonal workers still want to feel connected to the business. Unfortunately, most managers immediately train contractors on their tasks and don’t take time to explain the company’s mission or vision. As a result, they focus solely on the task. 

With no connection to the company, the job is transactional. Contract workers, therefore, don’t give more than what’s explicitly stated in their contract. 

Leaders who take the time to explain the big picture and why the work is essential will get better results and see more highly motivated contractors. It can also be a powerful recruiting strategy, as you’re more likely to attract the right employees when they know they’ll be joining something that’s more than “just a job.”

In fact, our 2023 workforce study found that connecting purpose with work is a crucial factor in employee retention, especially during holiday hiring periods. When employees feel their work has meaning, they are 2.7 times more likely to stay with an organization.

2. Welcome seasonal workers as full team members

Of all the high-trust leadership behaviors, being welcoming to new team members is the most influential on employee retention. According to our research, when a leader is welcoming, employees are four times more likely to stay.

However, in the process of hiring seasonal employees, it's common for employers to overlook the importance of integrating them into the company culture, often rushing through onboarding.

 “When someone joins your organization, you should make sure that they know you were expecting them — and that you couldn’t wait for them to get here,” explains Michael C. Bush, CEO, Great Place To Work.

Consider assigning a buddy to make seasonal workers feel welcome and connected to colleagues or take them out to lunch to answer questions. If the role is remote, a video call can go a long way towards forming a connection. 

3. Let seasonal employees know there is opportunity for growth

While they may be short-term, even seasonal employees should be considered within your overall talent management strategy.

Is there a possibility for them to return year after year, or could they become full-time employees down the road? While it’s unlikely that you can offer a position to every contractor who impresses you, you can make it known that opportunities are available.

Not only can this motivate seasonal employees to do the best possible job, but it also gets managers thinking about contractors as more than just a moment in time.

4. Recognize great work among seasonal staff

Recognizing the efforts of your staff is key in retaining seasonal workers; everyone wants to feel appreciated and know that their contributions are valuable.

Let seasonal workers know when they’re doing a good job and that you consider them a valuable part of your team. Creating a culture of recognition should include your temp staff, too!

When possible, invite them to company events and gatherings, especially if they’re working on-site. Send them greeting cards or personal notes. As seasonal workers receive your gratitude and the opportunity to experience the company culture, they will feel more engaged and more motivated to do their best.

5. Be flexible

If you place too many restrictions on a contract worker’s schedule, they may lose motivation or become frustrated. While it’s difficult in retail or manufacturing to be flexible, it’s easier to provide office staff with the flexibility they need to pick kids up from school or attend their holiday events. 

Ask your contractors and seasonal workers up-front about their ideal schedule and try to make it work. But more importantly, respect their right to personal time and don’t assume they’re free to jump on your projects when you need them.

Add Great Place To Work 카지노커뮤니티 to your holiday staffing solutions.

Incorporating Great Place To Work® 카지노커뮤니티™ into your holiday staffing strategy can be beneficial. By showcasing your company's dedication to fostering an excellent workplace for everyone, including seasonal staff, you may enhance your ability to retain these workers not just for the current season but possibly for future ones as well.

Did you recently become Great Place To Work® Certified™ or named a Best Workplaces™winner?  It’s time to tell the world that you’ve created a company culture worth celebrating!

Whether you’re preparing for 카지노커뮤니티 Nation Day – or just want to celebrate your company culture award – we’ve got ideas big and small for you.

Seeking positive ways to identify and promote company culture is one of the most powerful tools you have. Too few companies take the time to align smart, inclusive company culture ideas to their business growth strategies, but you’ve done it. Now’s the time to share and recognize this amazing achievement. Go ahead, tell the world you’ve earned Great Place To Work 카지노커뮤니티™.

Company culture award and its significance

A company culture award honors your organizational drive to build and sustain an exceptional work environment for employees. It demonstrates your company’s ability to create the values, beliefs, and practices necessary to support staff well-being, growth, and satisfaction. You’ve shown a true commitment to advancing a workplace where employees can flourish both personally and professionally.

Importance of promoting company culture and its impact

Your company culture award isn't just for show – it has the ability to positively impact your organization. Actively promoting this hard-earned distinction will notably enhance employee engagement, whether it’s by sharing highlight reels on social media or hosting celebratory virtual events for remote workers. When employees see external validation of their workplace, they feel a sense of pride and belonging.

They become more motivated and loyal. A strong company culture also plays a crucial role in boosting productivity. By highlighting your award in newsletters and press releases, you showcase exactly how your organization values and invests in employee well-being. This fosters trust and encourages collaboration, empowering your workforce to bring their best selves every day. The result? Increased efficiency, cohesive teamwork, and improved performance.

Fostering belonging and teamwork among employees

A strong sense of belonging and teamwork not only improves employee satisfaction and morale but also heightens productivity and collaboration. When employees feel they are truly part of a supportive team, they are more likely to thrive. They’ll go the extra mile, share knowledge, and support each other's success.

Celebrating 카지노커뮤니티 Nation Day 2023

카지노커뮤니티 Nation Day kicks off soon on November 1, 2023. In previous years, 카지노커뮤니티 Nation Day was a one-day event; this year, we’ve expanded the celebration to encompass a whole week, all across the globe. Certified companies worldwide can celebrate any time from November 1-8 on a day that works best for them.

Now’s the time to decide how to celebrate your award and promote company culture ideas. It’s both an opportunity to boost your employer brand to customers and job seekers and to deliver the kind of employee recognition that increases engagement and inspires high-level performance.

Choosing a platform to celebrate

When it comes to celebrating your company culture award, there are many options to communicate your win. A formal press release to mainstream news outlets and specialized trade publications shines attention on your workplace. A website blog is an excellent way to highlight many of the essential employees who make your organization an ideal place to work. Online celebrations are a jovial way to mark this award. (Pro tip: We recommend doing them all!)

Press releases

카지노 커뮤니티 추천 use press releases as a strategic communication tool to disseminate important announcements. They effectively spread your expertly crafted message to a wide audience that includes the media, stakeholders, customers, and the general
public. Here are key reasons why press releases play a critical role in sharing your award news:

● Media visibility: Press releases are designed to catch the attention of journalists and media outlets.

● Controlled messaging: These releases also allow your company to shape and control the narrative surrounding your news.

● Timely communication: Press releases enable your organization to deliver time-sensitive information efficiently.

● Stakeholder engagement: Beyond the media, press releases are a great way to communicate with stakeholders, including your investors, employees, partners, and customers.

● SEO and online visibility: Press releases distributed through online platforms can improve your company's search engine optimization (SEO) visibility.

● Brand building: When you consistently share positive news and updates through press releases, you also build and reinforce your organization's brand image.

Promote it in a newsletter

A newsletter is another valuable communication tool for sharing company news such as culture awards. Its ability to deliver targeted and frequent updates directly engages with a receptive audience. Here's why you should share your major win in a newsletter:

● Targeted distribution: Newsletters allow your company to reach a specific audience that already has opted in to receive such emails.

● Engagement and attention: Subscribers to your newsletter are more likely to be interested and perhaps involved in your company's activities.

● Consistent communication: Newsletters provide a platform for regular and dependable communication. This is especially critical when you have an ongoing updates about company culture, awards, achievements, and other developments.

● Brand building: A well-tailored newsletter reinforces your company's brand identity and values.

● Detailed information: Newsletters offer a chance for in-depth coverage of company news compared to shorter announcements and promotions.

● Visual appeal: You can incorporate dynamic graphics, images, and even videos to dramatically present your culture award in a newsletter.

● Two-way communication: Newsletters should include calls-to-action, such as feedback surveys or links to social media. This is an easy and efficient way to get the recipients involved. Have them share their thoughts and connect with your company's content to build a sense of community.

● Data insights: Many newsletter platforms provide analytics that track email open rates, click-through rates, and other engagement metrics. This data helps your company understand which content resonates most with your audience, so you can adjust future newsletters accordingly.

● Internal alignment: For larger organizations, a newsletter spotlighting company achievements can bring together various teams and departments. It effectively imparts information that aligns with the company's culture and accomplishments.

Promote your company culture award on a blog

A website blog plays a crucial role in shaping your company culture and highlighting this award with a wider audience. You completely control its content and tone while sharing important news about your organization. Here's why a company-sponsored blog is vital to molding your employer brand:

● Detailed coverage: A blog post allows for in-depth coverage of your company culture award.

● SEO benefits: Publishing a thoughtful blog post on your organization's website can improve search engine optimization.

● Permanent record: A blog post serves as a permanent record of your company's achievements.

● Shareability: Blog posts are easily shareable across social media platforms, email newsletters, and other communication channels.

● Engagement and interaction: Blog readers love to post comments. Having them share their thoughts, congratulations, and questions can cultivate community.

● Storytelling: A blog post provides an opportunity to tell the captivating story behind your culture award.

● Media and press reference: A thorough and informative blog post can serve as a source of inspiration for journalists and bloggers interested in covering the award.

● Educational content: Beyond just announcing the award, a blog post can educate its audience about how your company's culture, values, and initiatives contributed to the win.

● Internal communication: Sharing the blog post internally keeps all employees informed about the award and your company's recognition.

Virtual celebration ideas

Reinforce a positive work environment by hosting virtual events for remote workers to celebrate their company culture award. Assembling your team for a happy occasion can boost morale and camaraderie, which leads to stronger social support and connection among remote employees. Put these five ideas in action to make your online celebrations memorable:

● Virtual awards ceremony: Host a virtual event dedicated to the company culture award. Gather all team members on a video conference and have senior leaders or managers present the award. Share the significance of your award, the criteria for winning, and highlight the values it represents.

● Personalized video messages: Ask your team to record short video messages commemorating the award or expressing what company culture means to them. Compile these videos into a heartwarming montage that can be played during a virtual meeting or shared on the company's communication platform.

● Interactive virtual workshop: Coordinate a virtual workshop or training session related to the core values of your company culture. It can focus on teamwork, communication, or any other relevant topic. This not only celebrates the award, but also reinforces the culture you're celebrating.

● Virtual culture wall: Create a virtual culture wall where team members can post messages, images, and videos that celebrate your award and company culture. This can be set up on your company's intranet or collaboration platform, providing a digital space for sharing appreciation and memories.

● Virtual team-building activity: Plan a team-building activity that aligns with the company culture and award. Think virtual escape room, collaborative art project, or online scavenger hunt. This allows team members to be active participants while strengthening their workplace bonds.

Record these moments and reveal them on social media!

Social media channels

Social media is essential to sharing important news about your company culture award. It rapidly and widely disseminates information, engages with various audiences, and amplifies the positive impact of your award. Here's why you should use social media:

● Instant reach: Share your good news immediately and globally. With just a few clicks, information about your culture award can reach a vast audience that includes employees, stakeholders, customers, partners, and the general public.

● Engagement: Directly interact with your audience through social media platforms. People can like, comment, share, and engage with your post, which builds community and allows your company to quickly respond to congratulatory messages and inquiries.

● Viral potential: If your culture award news resonates with an audience, it has the potential to go viral. When you share news on social media, it can reach an even broader audience than intended. This creates buzz and raises visibility.

● Visual impact: Social media strongly supports visual content, such as images and videos. Share images of your award ceremony, employees celebrating, or interview snippets for greater impact.

● Storytelling: Social media invites creative storytelling. Use short captions, hashtags, and multimedia elements to reveal the story behind the award. Highlight the individuals who contributed to it.

● Brand reputation: Reinforce a positive employer brand reputation through upbeat news about your culture award. Maximize social media to show the ways your company values its employees, recognizes their efforts, and is committed to creating a positive work environment.

● Employee morale: Celebrate your culture award on social media to boost goodwill among employees. Your team will feel appreciated and proud to be part of an organization that receives worldwide company recognition for its culture and values.

● Transparency: Showcase your company's achievements in a public space to build trust and community with customers and stakeholders. Sharing your culture award on social media demonstrates authenticity.

● Real-time updates: Social media gives you the ability to update in real time and go live with award festivities. Keep your audience engaged and involved in your company's activities as they unfold.

● Cross-promotion: Social media also makes it easy to cross-promote related content, such as blog posts, press releases, and videos about the culture award. This creates a comprehensive and interconnected communication strategy.

21 social media celebration examples

Over the years, we’ve seen Certified workplaces share the news with their teams (and the world) in creative, memorable ways. Here are some of our favorites to inspire your own celebration and recruiting efforts.

1. Start from the top 

Show employees (and prospective hires) that workplace culture is one of your company’s highest priorities. Film a congratulatory message from your CEO or collect quotes from various levels of management.

Remember to share these both internally and externally, You want your team to get a morale boost and potential job candidates to see that you’ve put in the work to create a great workplace.

2. Surprise and delight

If your employees work on-site, celebrate them as they enter on the day of the announcement. Decorate the office, hang signs celebrating the win, and ask your top leaders to greet and thank employees at the door. You could even roll out a red carpet and create a step-and-repeat with a photographer for the occasion.

3. Get social with #GPTW and #GPTWCertified

Tell the world about your big win and what makes your company amazing. We can even send you a celebration kit with balloons, stickers, and more to celebrate your company culture.

4. Let your employees do the talking

Don’t limit your celebration-sharing to executives – get the whole team involved! Here’s a great example from AvidXchange, who of employees posing. Help job seekers see that employees are proud to be a part of your organization and excited to celebrate your achievements together.

5. Go old-school social

When you’re thinking social, don’t stop at social media. Host a happy hour, throw a party, or provide free lunch for employees. 

A few years ago, CHG Healthcare marked 10 years of recognition by bringing their people together for a thank-you from their CEO, along with games and prizes, including “spin the wheel of good fortune,” rolling giant dice and Plinko.

6. Tap into technology

If you have employees working hybrid or fully remote, don’t forget to include them in the celebrations. Use the technology you’re already using to host a happy hour, cocktail-making class, or live concert over Zoom, like ALKU did during the height of COVID-19 lockdowns.

7. Provide giveaways

Everyone loves swag! Develop custom swag items so employees can boast about their workplace. Mugs, pins, stickers and notebooks are popular. You can also get creative – Cadence handed out foam fingers!

8. Create culture cookies

Commemorate earning your recognition as a great place to work with branded cookies. One company we work with sent out 14,000 cookies to ensure partners and customers knew they had earned such an accolade.

9. Give the gift of time 

A great way to say thank you is to offer employees some extra time to pause, relax, and take in what they’ve accomplished. So, give your employees an extra day of PTO — they’ve earned it. Some companies close early on the day of the announcement and encourage employees to celebrate with family and colleagues.

10. Offer a financial reward

If your budget allows it, honor your employees’ hard work with a pay raise or financial bonus. In our own research of workplaces across the country, Gen Z ranked better minimum wage and increased hourly pay as their number one factor in ranking an employer as a great place to work.

11. Reward the whole self (and their household)

A great workplace encourages employees to bring their whole selves to work. And with so many employees continuing to work from home, the crossover between home life and work life has never been so intertwined. Invite employees’ families to be part of the celebrations or send them a card or small gift in the mail.

12. Celebrate in your job ads

Add GPTW branding and messaging to your job postings on social media and on your careers page to up your recruiting game.

13. Launch an outdoor ad campaign

Earning 카지노커뮤니티 or a Best Workplace designation is a brag-worthy achievement. Ensure your office neighbors know they're in the presence of greatness with a billboard announcement or other signage near your major locations.

14. Email your customers

If you have a customer database that you send marketing emails to, send them the ultimate piece of employer branding: your company culture award.

Your workplace award is a big win for your employer branding. And these days, customers weigh a company’s values and its treatment of its people in their buying decisions. Show your customers that you treat your employees as well as you treat them.

15. Update your company profiles

It may seem like a little thing, but it will make a big impact when job seekers come looking for you. Ensure that your company boilerplate and all your company profiles (Glassdoor, LinkedIn, Facebook, Instagram) mention that you are Certified or a Best Workplace. And while you’re at it, update business cards and email signatures, too.

16. Start spreading the news

A press release, , is a reliable way to get the word out about your achievement. Highlighting your 카지노커뮤니티 in a release helps media outlets find out about it and demonstrates that you value your culture just as highly as you value other aspects of the business.

17. Show your stats

Everybody enjoys showing off a great score. Your employee surveys generate a ton of quantitative data, and if you’ve earned 카지노커뮤니티, you know those numbers are impressive. So show them off!

18. Share stories throughout the year

Invite a different employee to open all hands-meetings with a short speech about why the company is a great place to work for them personally. Hearing directly from employees will reiterate the message that your goal is to create and maintain a great workplace for all.

19. Send your culture leaders to Summit 

Managers can make or break a company culture. Got amazing culture leaders in your organization? Thank them and keep them engaged by sending them to our For All™ Summit. 

They’ll learn from other passionate business leaders and bring back fresh ideas to take your workplace to the next level.  

20. Know your why

Great workplaces don’t happen by accident. Behind the 카지노커뮤니티 and any other accolades you’ve earned, there’s a story. What is it about your workplace that makes employees excited to come to work, proud to stay? Sharing employee stories on social media can be a compelling, credible way to attract talented job candidates who are considering where to make their next career move.

Teleperformance, a Certified workplace in the United Kingdom, as an example of why people choose to join and stay.

21. Rally for next year

While everyone is celebrating this year's win, let employees know that there is always room for improvement. Continue the success by following up with an action plan soon. Greatness never rests.

There are so many ways to celebrate the unique and amazing culture you've created, and these ideas are just the tip of the iceberg. We can't wait to see the creative ways you celebrate your company culture award!

Make your company culture go viral on 카지노커뮤니티 Nation Day

Is your company Great Place To Work-Certified? Get Certified and celebrate your company culture with us on 카지노커뮤니티 Nation Day, November 1-8, 2023.