Personality Tests in Recruitment: A Match?

The use of personality assessment tests in the recruitment process has been a topic of extensive discussion. While some experts argue against using personality tests for hiring purposes, many recruiters still rely on these tests to identify the most suitable candidates for specific positions.

The reason is simple: personality is a scientifically validated predictor that provides valuable insights into candidates' behavioral tendencies within a particular work environment, helping recruiters gauge whether an individual will excel or be a good fit for the role.

When used appropriately, personality assessments can serve as a crucial and objective tool in the recruitment process, reducing discrimination based on factors such as ethnicity and gender. However, it's essential to note that personality assessments should not be the sole determinant in hiring decisions.

The Power of Personality Tests in Predicting Job Success

Can personality predict job performance? Absolutely. Personality shapes a significant influence over our behavior, attitude, and habits, making it a reliable factor for forecasting a candidate's potential job performance.

For instance, when hiring a salesperson, it is important to consider personality traits that align with the job requirements. Employees thrive when their personal inclinations align with their job responsibilities. In other words, individuals perform better when their natural tendencies are in sync with their job demands.

Consider a scenario where two candidates possess similar education, experience, and cognitive abilities. By using a personality test like the California Psychological Inventory (CPI), it becomes possible to discern their differences across various scales. The candidate scoring higher on the flexibility scale, for example, might be more inclined to succeed in a sales role.

The suitability of personality assessment 

As an employer or recruiter, you should be careful when incorporating personality tests into the recruitment process. Poor decisions and potential legal issues can arise if the assessments used are not psychometrically validated for hiring purposes. Therefore, it is essential to select personality assessment techniques specifically designed for selection and hiring.

When integrating such assessments, always prioritize the validity and reliability of the assessment method. But what do reliability and validity mean in this context? Reliability refers to obtaining consistent results when assessing an individual, multiple times using the same tests. Validity, on the other hand, pertains to the assessment's effectiveness in measuring what it is intended to measure.

Notably, many personality assessments available on the market lack sufficient reliability and validity. It is imperative to avoid using such tools to support the recruitment process. Instead, seek documented evidence demonstrating that an assessment meets the criteria for validity and reliability.

Integrating Personality Tests in the Recruitment Process

Having understood the value of personality tests in the hiring process, let's explore how to effectively use them to improve the quality of hires.

1. Develop a Sustainable Hiring Process 

To begin, establish a sustainable and technology-driven hiring process. Identify any existing challenges hindering your ability to find the right fit or retain employees. Incorporate personality tests in a manner that addresses these challenges.

One of the most important questions is when to introduce personality tests in the hiring process. Should you use them in the first round of the interview or last? The answer depends on your specific needs and the structure of your hiring process.

2. Use the Appropriate Personality Tests 

What test should you use to find the perfect candidate? Determining the ideal personality test for identifying the right talent requires a comprehensive understanding of the different assessment tests available for recruitment purposes. While experts may hold varying opinions on the most suitable test, the choice ultimately rests on personal preference and what aligns best with your requirements.

Experimentation may be necessary to determine the most effective test for your needs.

Popular personality tests for hiring include:

Keep in mind, these tests reflect how happy a candidate would be considering the work environment. 

3. Automate the Process

Before you even consider taking personality tests, it’s important to implement a digital hiring process. Manual integration of any assessment into your hiring process can be time-consuming and labor-intensive. By leveraging smart HR automation or talent management systems, you can seamlessly incorporate personality assessments into your existing framework.

Additionally, consider the option of administering tests online rather than through manual means. Manual processes take longer to gather and interpret results, whereas online assessments can save valuable time. By automating assessments and utilizing intelligent tools to interpret data, you can generate reliable reports with a single click.

When it comes to candidate assessment tests, leveraging AI-based HR technologies is highly recommended. These advanced recruitment assessment tools simplify the hiring process and enhance its efficiency. One example is Wiggli, a real-time SaaS HR platform that streamlines various aspects for recruiters, ranging from building talent pools to conducting personality tests.

Final thoughts 

In conclusion, incorporating personality assessment tests into your hiring process can be a valuable addition, but they should not be the sole determining factor in hiring decisions. It is crucial to view them as one part of a comprehensive and well-rounded hiring strategy. Consider their integration alongside other valuable tools and methods to ensure the most effective selection of candidates.

Crafting Your Career Destiny

In the digital world where 38% of workers quit their job because of email fatigue, business leaders and managers hardly find time to think about employees' career development. Regardless of how caring your organization is, it’s important for you to figure out how to achieve your career goals and put yourself in a position for long-term growth. Managers hardly find time to think about employees' career development. Regardless of how caring your organization is, it’s important for you to figure out how to achieve your career goals and put yourself in a position for long-term growth. 

To get what you want in your career, you must learn to identify your strengths, and weaknesses, and uncover blind spots. Remember, there are no shortcuts when it comes to achieving sustainable growth. Only perseverance and hard work will help you master the skills and experiences you need to thrive in the workplace. 

First and foremost, you need to realize that you’re living in a do-it-yourself career development era. Organizations either don’t offer formal training or their training programs are not given due attention. It is probably because employees change jobs frequently. As a result, organizations hesitate to invest in people who are likely to leave. 

Korn Ferry revealed that developing others is not at all on the priority list of managers. 

However, there are companies that treat personal development as a major company initiative. 

If you think you have skill gaps and blind spots that can make it hard for you to grow, it’s time to take some concrete actions and put your career on the right path. 

In this post, we will explain how you can take control of your career. Let’s get started! 

career

Define Your Success 

If you want to achieve something in life, be sure to have a clear picture of your goals. In other words, define your job goals and success metrics. It’s best to write down your key performance indicators, and then consult with your manager or boss to see if they agree to your plan. It would be a good approach to involve your employer in your career development planning. 

Fix Your Blind Spot 

Successful people know the significance of solving their blind spots. You can’t master the art of getting what you want unless you learn how to learn and adjust. Your boss is probably the right person to help you identify your weaknesses or areas where you need to improve. 

If your superiors aren’t proactive in giving regular feedback, be the first to start the conversation. Seek guidance after every meeting or presentation. Keep things simple: work on one area at a time. Listen to your peers and friends when they offer some advice. 

Learn in a Systematic Way 

It’s always a good idea to keep things organized. For example, when you seek feedback, keep a journal. Prepare a list of top competencies or skills that you want to develop. And then rate yourself on each of them with the help of your manager or career development coach. 

Let’s explain this with an example. If you’re a marketer, you might give yourself an A in trade marketing, a B+ in advertising development, and a C in brand development. Now, you should be focusing on the Cs to close skill gaps. Experts in those fields can help you learn quickly and the right way. So, don’t hesitate to reach out to people who previously held your position. 

Let Your Presence Be Felt 

One of the best things you can do as an employee is to increase your visibility with the C-suit. In some workplace environments, employees find it hard to get noticed by seniors through their direct work. So, you should watch out for volunteering opportunities or other business initiatives where you can prove yourself. 

So many workers overlook the importance of taking part in company events. Don’t be one of them. Let your seniors witness your ability to perform outside your traditional job role. 

Adapt Quickly 

Your company might need experts in areas of increasing importance. For example, your company may be introducing a new technology to streamline its various business operations. If you’re good at learning and implementing new technologies, you should come up and play your role and help your managers. If your company is facing an emerging issue, you can stand up and propose solutions. Your interest and willingness to solve your company’s problems will surely bring you promotions and other career opportunities. 

Get Clear on Your Next Step 

Visualizing your entire career path with clarity is only the first step. Whether you want to get that promotion you’ve been striving for or planning to start your own business, identify the pathway to get from where you’re right now and where you want to be. Here is a simple practice to do so: put yourself at least 5 years into the future and write down your resume as you envision it. 

Get Help 

It is a good idea to see things both from your perspective and others’ perspective. If you’re not confident in your career direction, seek mentoring. The perspective of an expert career development coach is invaluable. Therefore, try to find a mentor who could guide you and bring clarity to your vision. 

If you know someone who has what it takes to provide objective guidance, reach out to them. Focus on building a good relationship rather than bombarding them with non-stop questions. Find opportunities to have quality discussions over coffee or at the company’s lobby. This is how you build relationships organically. 

career

Final Thoughts 

It might take you some time to learn the art of getting what you want in your career. Also, strong functional skills take time to develop. Besides, you’re likely to face plenty of resistance, both internal and external, to achieve what you want. All you have to do is stay committed to your goals and keep going. 

Your skill set is your most precious career capital. So, take time to develop them. Lack of clarity or jumping from one job to another too quickly wouldn’t allow you to develop the functional expertise you need to have a remarkable career. You’re more likely to succeed in this DIY world if you take initiative and stick to your well-thought plan. 

“The key to success is to start before you are ready.”  - Marie Forleo

Candidate Experience 101

As HR professionals, we live in a world revolving around talent management, compensation, and workplace safety. Even so, we often tend to lose sight of one of the most important aspects of the very first role itself: the candidate experience.

It wasn’t long ago when companies focused on becoming the employer of choice. Today, the savviest HR people know that harnessing the power of candidate experience is critical to creating lasting brand impressions. 

But what is candidate experience, and how does it impact your employer brand?

Let’s examine what makes the best candidate experience — and leave you with some key takeaways to help you offer a “positive” one.

What is candidate experience?

Candidate experience can include everything from the first touchpoint of the initial job search to applying for a job, appearing for the interview, and even beyond. It’s the overall experience jobseekers have when interacting with your brand during the recruitment process.

Getting off on the wrong foot can hamper not just a candidate’s experience, but also your chances of attracting the right talent. So, ensure that all your recruitment processes, methods, and approaches align with the candidate's experience. For it decides not just your recruitment and hiring success but also your company’s overall success. 

Candidate Experience

Why does positive candidate experience matter?

Here is why you must treat positive candidate experience as a top priority rather than an afterthought:

1. More opportunities for attracting top talent

Candidate experience is an underrated tool when it comes to finding the best candidates. A company that’s known for its negative candidate experience usually puts off top talent, preventing them from applying for a job there. And in such a scenario, the company loses not just the best talent, but also the growth and revenue they bring along.

2. Streamlined, faster recruitment process

Candidate experience can be the starting block of a systematic, standardized recruitment process. When you know what candidates like or dislike about your company’s hiring approach, you can make the requisite changes and chalk out a streamlined and faster recruitment process – which is a win-win.

3. Improved employer branding

Word-of-mouth stays as relevant with jobseekers as it does with customers. Although the number of people going through your recruitment process may seem meager, the impact that they can leave on your employer brand isn’t. 

Candidates with a bad experience will talk more about you than those who have had a good experience. So, the next time you put a candidate alone in a conference room for twenty-five minutes before beginning their interview, think of the repercussions. 

And with career sites like Glassdoor, you can’t really afford to share with the world all the not-so-good things about your recruitment process. 

After all, over 74% of Glassdoor users read at least four reviews before forming an opinion about a company. That’s huge. And it makes a strong case for taking candidate experience seriously.

Candidate experience

Candidate experience: best practices

Investing in an efficient candidate experience is easier said than done. Learning the ropes from the companies offering the best candidate experiences can help a great deal. And at Wiggli, we have got you covered. We bring you some of the best practices that you can take inspiration from and convince candidates that yours is the perfect place to work.

1. Offer more than just content

Your website’s career page is the magnet that pulls candidates. It must offer more than the regular content (read: job opportunities). Think beyond those boring job descriptions and take some time to inform and attract.  And while you are at it, do it the P&G way. 

Procter & Gamble adopts an easy-to-follow hiring process and makes sure that jobseekers get all the information they need right there on their hiring page.

The company brilliantly breaks down the hiring process into four simple steps: Application, Assessment, Interviews, and Offer. And each stage comes with individual details highlighting what a candidate can expect from the recruitment process and vice versa. They also get the option to submit a Disability Accommodation Request. Recruitment simplified.

2. Keep them moving forward

Let’s be honest: no jobseeker is a fan of oblivion. That’s why businesses need to help their candidates keep moving forward by giving them regular updates about their recruitment journeys. After all, there’s nothing more off-putting than investing your time in a job application that has gone on “mute” mode. So, be upfront with your decision and state it clearly rather than leaving your candidates hanging or chasing you for updates.

3. Personalise the process 

Move beyond the common practice of sending random job alerts to potential job seekers. Embrace personalization.

Booking.com is a fantastic example here. The company helps candidates create personalised job alerts, which makes finding their perfect job more straightforward. 

When you put extra effort and deliver more than ordinary to the candidates, your chances of making a positive impact increase multifold. Capitalize on it.

4. Think unique

Finding the right people isn’t always about a match of skills, qualifications, and experience. It’s also about matching the candidate’s personality with the role they are applying for. 

Manufacturing giant Kimberly-Clark understands the importance of personality traits pretty well. And so, the company uses a quiz to test the candidate’s personality type.

While it’s not a screening tool, the company sees it as a great conversation starter between recruiters and candidates. Plus, it highlights how people with different personalities bring their unique advantages to the team. The perfect ice-breaker, we’d say!

Uncover the benefits of a positive candidate experience 

While it may not be the magic cure-all of all your talent management woes, remember that attracting the right talent starts with a great candidate experience. So, go ahead and follow the tips mentioned above to uncover the benefits of a positive candidate experience. 

At Wiggli, we ensure that you don’t have to worry about missing the connection with your candidates. With our knowledge and information, we offer you a holistic view of what successful HR means. Leave your comments in the section below and we’ll be happy to help.

Reduce Hiring Costs While Recruiting

The recruitment process could consume a major part of your overall operational costs. While the need to reduce hiring costs in good times is an ongoing objective, it’s a necessity in tough times. Recruiting, however, occurs in both good and bad times. 

The International Public Management Association for Human Resources revealed that about 30% of businesses spend between $1,000 and $3,000 per hire. If you’re spending a lot on hiring new employees, it’s high time to take effective measures so that you improve your bottom line. You can dramatically reduce recruiting costs by employing innovative recruiting tactics and tools

Hiring great people becomes difficult when you have a limited recruiting budget and an old-fashioned recruitment process in place. This blog post will identify some of the most practical and straightforward ways to reduce your hiring costs and hire the right people for your business. 

5 Smart Ways to Reduce Hiring Costs 

Before you implement any recruiting strategy, make sure to examine your overall hiring process. Find out how much recruitment is costing your company. Consider both direct and indirect costs during the process. HR administration, turnover, job board fees, advertising, and processing costs are some of the direct requirement costs. Indirect costs include the time of internal staff, productivity, and opportunity costs. 

No matter what strategy you’re using to attract new talent, make sure to consider these 5 ways to improve your hiring process: 

Automate Your Recruiting Process 

In most cases, in-house resources have to post a job description on more than 10 different platforms and scan through a massive stack of resumes. How much energy and time do you think your staff would be investing in performing these repetitive tasks that aren’t even part of their responsibilities? 

Most small business owners go through the frustration of spending more time and money than they should on HR-related activities. From job posting to payroll, and HR management, entrepreneurs can spend a significant chunk of their day on these time-consuming tasks. 

Automation is the only way to move forward because it can save a lot of your resources and keep your business ahead of the curve. For example, a robust applicant tracking system can remove the pain points in the entire hiring process from job posting and interviews to talent acquisition, which ultimately leads to reduced operational costs. 

A recruiting automation system can help perform the following tasks with great ease and speed:

  1. Applicant tracking 
  2. Candidate pre-screening 
  3. Access to pre-qualified talent
     
  4. Expand your reach into the talent market  
  5. Candidate nurturing 
  6. Manage everything using a single platform 

Avoid Costly Turnover 

While automation gives you a competitive advantage, avoiding turnover can reduce your hiring expenses. Every business with workers experiences employee turnover. When an employee left your company, you have to allocate time and money to find a replacement and train them. That’s why you have to avoid costly turnover in order to reduce your recruiting costs. 

Here are some cost-effective techniques to reduce high employee turnover:

  1. Hire the right people in the first place 
  2. Offer competitive pay and benefits
  3. Reward your employees when they deliver results 
  4. Give them a sense of purpose and direction 
  5. Allow flexible work schedules, if possible 

Pro Tip: Use a digital recruitment approach to recruit pre-qualified employees to avoid turnovers. 

Recruit Faster 

It’s never been more difficult for HR managers to find the right employees: competition for talent is fiercer than ever before. To make your recruiting more cost-efficient, you not only have to find the right people but also expedite the overall process. Again, you can’t recruit faster unless you employ modern tools to streamline the hiring process. 

As you scale from recruiting 5 people in a year to 5 people a week, efficient hiring processes can make a big difference. One of the ways to reduce your HR costs is to move faster throughout the process. To find bottlenecks in your process, analyze how long candidates spend in each step of the selection process. 

Develop Talent Pool 

Developing and maintaining a pipeline of qualified candidates will also help you reduce your cost-per-hire. It becomes easier for your team to fill in new positions quickly when you build a talent pool. On top of this, you don’t have to spend on advertisements. 

Some companies hire a temporary replacement which contributes to a high cost per hire. Reduced time-to-fill will help you eliminate the need for finding temporary replacements. Besides, you wouldn’t have to waste the time of your team on a mass of unqualified candidates. 

Here are some quick tips for building an effective talent pool: 

  1. Use an efficient sourcing tool 
  2. Take advantage of your current employees’ network to expand your pool 
  3. Build a strong social media presence to invite potential candidates 
  4. Encourage potential candidates to join your talent pool 

Deploy the Right ATS 

There are so many Applicant Tracking Systems that help companies streamline their recruiting process. However, you need to carefully scrutinize your needs before adding an HR system to your toolkits.  

When you implement an ATS that is a good fit for your company, you will be able to cut several HR costs while enhancing your capabilities to connect with ideal candidates. Platforms like Wiggli come with a comprehensive recruiting tool that you can use to easily weed out under-qualified applicants, build an applicant database, communicate, schedule interviews, and automate various aspects of the hiring process. 

Don’t let inefficient recruiting methods have a negative impact on your bottom line. Reach the right candidates quickly and cost-efficiently. 

Final Thoughts on How to Reduce Hiring Costs

Your recruiting cost depends largely on the time your HR team spends on recruiting tasks. If your staff is using spreadsheets and email to track the hiring process, your recruiting costs are likely to be much higher. So, adopt smart recruiting tools to resolve most of your HR-related issues once and for all. 

Building a Winning Company Culture

Progressive companies are always in search of ideas that help them create a positive work culture. Because a positive and winning company culture is the key to attracting and retaining talent, which is crucial for business growth.

And, no, it does not have to depend solely on lavish workspaces, backed by big budgets. Even small to medium businesses can create a winning culture by focusing on employee and candidate experience. 

When you keep employees at the focal point of everything you do, you make space for thriving company cultures – ones that employees cherish and customers appreciate. But, like with anything rewarding, building a cohesive and winning culture requires time and effort. 

Let's help you achieve this goal with tips and real-life examples that inspire and catapult you into business success.

What is Company Culture?

It's the practices, the processes, and the philosophies that guide the company. Together, these aspects shape the personality of the company.

How To Create A Winning Company Culture?

Talking about creating a winning, engaging work culture is all good. But real results are driven by real work.

So, how to get started? Let's dive straight into the whats, the hows, and the wows (read: examples):

1. Live By Your Core Values 

When you have a business, you must find out what it stands for and then infuse it into everything you do.

Determine what type of culture you want and then decide on the core values that fit that culture. Next, ensure you hire people who can exercise those core values – the ones who are in sync with them and can not work without them.

Zappos' core values are geared towards nurturing a positive culture. 

To ensure that they "hire for culture", the company conducts a culture fit interview. Once selected, the employees even undergo a four-week training where they are acquainted with the core values. At the end of the training, those who are unhappy are given "The Offer" – a proposal to take a $2,000 bonus and quit the organisation.

But why? To work with those who are genuinely committed to the company's core values and are ready to live by them. 

2. Empower Through Communication

Communication is powerful. You can drive people with words and keep them inspired to achieve more, happily. Which is why, it's crucial to ensure that your organisation thrives on transparent and honest relationships with communication.

Create a place where ideas are welcomed, and people don't hesitate to represent their viewpoints. 

Twitter is one company that encourages open, honest conversations, just like its platform. From enabling people to represent their diverse opinions out loud to initiate crazy conversations, Twitter's company culture gives enough freedom to help people write their success stories without any communication barriers. 

3. Work-Fun Balance

It might seem a little trite, but work without fun is not destined for long-term success. Keeping your employees engaged in fun activities fosters productivity and employee contentment, leading to energetic work culture.  

Make sure work stress doesn't lead to burnout. Enrich your company with new, fun on-site activities and programs that boost employee engagement.

With its happy crew driven by the zeal to make work fun, Zoom indeed makes it into the list of fun and happy workplaces. 

Wellness spaces, game rooms, events, outings, and more – the video communications company offers it all to ensure that nobody runs out of fun even when the work mode is on. 

4. Embrace Cultural Diversity

A winning company culture rests on diverse and inclusive workforces. Only when you value diverse people and embrace their distinct qualities and opinions you can create a healthy work culture

Recognize the importance of differences, eliminate discrimination, and think of people as a team. Begin by removing unconscious bias and take small steps towards building a sense of unity. That's how companies often achieve breakthroughs – by bringing all together. 

Nike is an excellent example of diverse company culture. The brand believes in bringing people together with "sport" as the binding force. By taking the goal of embracing diversity and inclusion to a deeper level, the company focuses on overcoming differences. This is how it drives creativity and innovation. And this is how it has attained a competitive advantage that's worth emulating.

5. OFFER ABOVE-AVERAGE PERKS

Go beyond the ordinary when deciding on the perks and benefits to offer your people. Because a winning company culture requires above-average perks to win the right talent and retain it. 

There's always some scope to level up the perks you offer to your employees without stretching your budget. If you can't afford to provide full-service concierge benefits, consider flexible work hours, family leaves, free desktop music, fresh fruits, kombucha on tap, and the like.

The luring benefits and perks listed above surely act as a source of inspiration, right? But who's behind that inspiration?  It's the software giant, Adobe. 

The company ensures that virtually no part of its employees' lives is devoid of excellent perks. From affordable health insurance options that give them one less thing to worry about to educational reimbursement that helps them hone their skills – Adobe offers all this and much more to establish a positive, growth-oriented company culture. And so can you.

6. Maintain and Evolve the Culture

A winning company culture requires continuous efforts. It's not something you do once and forget about. You need to be consistent while leaving enough room for flexibility and growth. As long as the essence of your company's culture remains intact, you can tweak your policies to maintain and evolve it.

Be on a constant lookout for ways to improve your company culture. Evaluate the people, industry trends, and social changes to adapt your culture accordingly. It requires systematic analysis and strategic decision-making to reinvent the culture as an organisation grows and expands.

Google is the gold standard of incredible company culture. With a mission as fantastic as "organizing the world's information and making it universally accessible and useful", Google knows how to keep employees at the center of everything the company does.

As the company continues to grow by leaps and bounds, it doesn't stray from delivering what its employees seek. With years of refinement into practice, the company regularly invests money, time, and effort into maintaining and evolving its culture. And the results are for all of us to see.

Ready To Create Positive Culture Ambassadors For Your Company? 

Learn from the tips mentioned above and build a company culture that differentiates your organisation from the rest. When you create a positive work culture, you make a happy, satisfied community of employees who become your culture brand ambassadors. And that's a win-win.

But creating such a culture can get a little intimidating, especially when you don't know where to start. If that's the case, we've got your back. 

At Wiggli, we are always there to assist you with valuable insights and information that take you one step closer to winning the company culture. 

Also, we'd love to hear your thoughts. Leave your comments below on the companies that motivate you to do more for your employees and keep the conversation going.

Leveraging Employer Branding for Success

It's the buzzword on the corporate world's lips: employer branding. Everyone is talking about it. But only a few are acing it. What is an employer brand, and how can you capitalize on it to get a winning edge in the war for talent?

Here's a simple definition to pique your interest.

What is an Employer Brand?

Employer brand is the reputation an organisation builds to be the employer of choice. And, it's your roadmap to recruiting and retaining talent. 

It seems easy, right? You promote yourself as a company that everybody wants to work with, and it's done. Well, not really.

A lot goes into building an employer brand. We will get to that later. First, let's dive deeper and understand why the HR world can't underestimate employer branding.

Employer Branding – What Does it do to a Company?

Your brand is more than just superb customer service, product quality, offers, launches, media interactions, or the stunning website you have. You can't overlook the impact you make on your employees – existing and potential. 

When 75% of job seekers consider an employer's brand even before applying for a job, it's no fluff.

If done right, employer branding becomes a crucial part of your employee experience and, ultimately, business productivity. 

This is how employer branding aligns with your company's goals and delivers long-term benefits:

1) It Decreases the Cost Per Hire

50% That's how much you can reduce your cost per hire with a strong employer brand.

When you build your employer brand, you make a long-term investment - no spending money on advertising and marketing campaigns specifically for creating brand awareness to attract future employees. By boosting your social media presence with a strong employer brand, you share your values and culture with the world at large.  

2) It Gives You Access to the Top Talent

Traditionally, companies had to work hard to attract the best talent. But with a strong employer brand, you can turn the tables. When your positive work culture becomes visible online, you can rest assured that the ones you need are keeping an eye on your brand – giving you access to more candidates who are keen on joining your company.

3) Brand Matters More than Money

Every employee seeks some monetary love in their salary account. But, to some, a good brand matters more than money. More and more candidates are accepting lower pay in companies that have a positive reputation. This, ultimately, translates into increased savings. So, create a feel-good company, and you are sure to control your company's HR spending.

4) It Influences Your Corporate Brand

When you invest in employer branding, it creates a ripple effect in improving your reputation and corporate brand, bringing more customers and profits in the long run. 

Strong Employer Brand = Engaged + Enthusiastic Employees

Employer Branding - Best Practices

Ready to turn your employer brand around and improve your reputation, profits, and employee engagement? 

Most HR leaders understand the importance of employer branding. The sad part is: they don't always know what to do about it. 

That's why, when companies reach out to us at Wiggli for their employer branding goals, we guide them from scratch. Because let's be honest here: the idea of investing in promoting your company as a perfect employer can be a bit vague. Apart from focusing on corporate social responsibility (CSR) to improve your brand's perception, there's a lot that needs to be done to create a better social image than your competitors.

To help you get started, here are five remarkable ways to build a positive and influential employer brand, along with some inspo-worthy examples:

1. Create Insightful Video Content

Nothing beats videos in portraying a brand's authenticity. After all, unveiling what goes inside your company before someone even pays a visit says a lot about the level of transparency you are committed to. And that's essential for today's no-artifice-please talent pool. 

Create videos that go beyond cookie-cutter corporate videos, and you'll have the key to grabbing the attention of the top talent out there. 

A perfect example of an employer branding video is the "Google Interns' first-week" video launched in 2013. The video was an excellent portrayal of how it feels to be on Google's Mountain View campus for the first time. And it continues to strike a note with potential applicants even today.

2. Deliver More Through Your Careers Pages

Various touchpoints influence a candidate's decision to apply for a job. While your website's "careers" page is one of them, it's vital to understand that candidates seek more than those stale careers pages when getting to know a business. 

Explain your company's structure and provide clear information about your objectives and values through these pages that form a significant part of the candidates' journey.

Cisco is the best example of careers page employer branding done right. By highlighting their employees' stories and clearly explaining the available benefits and perks along with answering the FAQs, they provide all the career essentials than merely listing the current job opportunities. 

3. Improve Your Employees' Work-Life Balance

By helping its employees leverage extensive flexibility to work from wherever they want, the company has set a benchmark for attracting and retaining talent based on flexibility, autonomy, and work-life balance.

4. Use Feedback To Win Over Top Talent

When aiming to create a fantastic company that looks good from the outside, focus within the organisation too. Pay attention to employee feedback – both offline and online. And always respond without turning on your defensive mode. 

Begin by thanking the reviewer for their feedback and give personalized responses. Above all, be courteous while replying to negative reviews. Plus, think creatively about how best can you maximize your positive reputation. 

5. Utilise Employee-Generated Social Media Content 

It's a no-brainer that social media makes for a great job search platform.

A look at the stats reveals that over 79% of applicants use social media to search for jobs. 

And that's huge.

Social media lets your candidates interact directly with your brand – giving them a window into your organisation. And nothing works better in attracting talent than leveraging existing employees as brand advocates.

Take Microsoft, for example.

In the rapidly growing tech industry, it becomes difficult to win the race for talent – no matter whether you're an industry giant. This was a challenge that Microsoft conquered brilliantly by repositioning its legacy brand with "Microsoft Life".

Next Steps for Succesful Employer Branding

Building a strong employer brand is like foraying into a wild path. With so much to do, you might get lost. Begin right by focusing on what matters the most, and align your business goals with your employee success. 

Involve your CEO along with the HR and marketing teams to shape the right narrative. Because like almost everything else in the world of business, employer branding is a team effort.

And we're here to help you get ahead of the game. At Wiggli, we bring all the insights needed for the HR world to work smarter and better. 

Find out how we can assist you with your employer branding goals and be all set to tap the power of the right talent through a top-tier employer brand.

Job Ads: The Art Of Writing Job Descriptions

Hiring the right individuals for in-demand positions is always a challenge. As entrepreneurs and recruiters, finding and attracting smart talent is crucial for running a successful business. Your job ads serve as the candidates' first impression of your company, making it essential to craft an engaging and effective job description.

To effectively face the talent shortage head-on, you need to optimize your online hiring processes and start using talent management tools to make your recruiting life easier. A robust HR tool will not only help you write spot-on recruitment ads but also streamline the entire recruiting process. In this post, we’ll explain how you can write killer recruitment ads while avoiding common mistakes. 

Best Practices for Writing Job Ads

Many companies miss out on potential talent due to inefficient hiring processes and poorly crafted job descriptions. Don't fall into this trap; optimize your job posts using the following best practices to attract highly skilled individuals.

Infuse a human touch into your ads

There's a significant difference between a generic job post and one that genuinely appeals to the right candidates. Robotic job descriptions repel talent, while well-crafted ones provide compelling reasons for job seekers to take an interest.

To write compelling recruitment ads, start by infusing a human voice into your writing. Unsure how to do this? The five essential components of a human-voiced job ad include a captivating hook, role description, salary range and benefits, logical progression, and a path to learn more.

Marketing your job is akin to marketing your products or services. Starting with a laundry list of requirements won't attract many applicants. Begin with a hook that gives readers a reason to keep reading.

Understand your target candidates

Successful brands deeply understand their audience before marketing their products or services. As an HR manager or business leader, it's crucial to understand the type of individuals who would be the right fit for your company.

Consider your current satisfied employees who have been with you for years. They provide a picture of your ideal candidates. The more you know about your audience, the better you can create compelling job ads.

Optimize job ad titles with keywords

When job seekers search for positions online, they use specific keywords or job titles. Your task is to learn which titles or keywords potential candidates are using in their job searches. Some recruiters strive for uniqueness by creating creative job titles, but this approach may not be beneficial for SEO.

Optimizing job titles with appropriate keywords is essential for the SEO of your recruitment ads. For example, naming your content marketer position as "attention ninja" or "attention grabber" may not be effective. Instead, use adjectives to optimize the job title, making it concise and search-friendly. For instance, a mid-level content marketer position in a B2B company could be titled "B2B Content Marketing Specialist," which attracts mid-level and senior professionals.

Start with a company summary 

The first paragraph of your recruitment ad should provide readers with the necessary context for the job. However, this paragraph should not be a reiteration of your "about us" page. Candidates are interested in understanding who you are as a team and how the position aligns with your company vision.

Describe what sets your company apart and offer a brief introduction to your employer brand. Research by Indeed reveals that 72% of job seekers want to see details about company culture in recruitment ads.

Maintain honesty and transparency

Your job ad should not read like an exaggeration or make empty promises regarding wages. Such approaches will not help you attract and retain talented individuals. Conversely, It's crucial to represent your company honestly and provide a clear, transparent summary of the job.

Tips for Writing Effective Job Ads

In addition to the best practices mentioned earlier, here are some valuable tips to help you write compelling and converting job postings:

Mistakes to Avoid When Writing Job Ads

While we've discussed best practices, it's important to be aware of common pitfalls that many recruiters fall into. Avoid the following bad habits when creating job ads:

By steering clear of these common mistakes, you can create highly effective recruitment ads that attract the right talent.

In Conclusion 

Finding exceptional talent is a challenge, but an exceptional recruitment ad can greatly enhance your chances of connecting with the right individuals. Craft well-written job ads and postings to make a positive first impression. Embrace smart talent management solutions to automate HR processes, freeing up more time to focus on what truly matters. By employing these strategies, you'll be on your way to attracting and hiring top-tier candidates.

7 Things a Successful Manager Does

You might be asking yourself this question every day: “Am I a good manager”? What does it take to be a successful Manager? Do I have what it takes to act like a leader while managing my people? If you’re a manager or want to become a manager, you probably ask yourself some of these questions. Aren’t you? 

As a manager, your career growth largely depends on your ability to manage employees and evaluate their performance. Nonetheless, if a manager can do their job satisfactorily, it doesn’t mean they’re management experts. 

So, what can you do differently to grow as a manager? To answer this, we decided to come up with this post that will explain 7 important things you need to do or practice in order to become great at managing people. Before we identify those things, let’s take a quick look at the basic attributes of a good manager: 

What is a Successful Manager 

With the rise of remote work, the role of managers has changed drastically over the last couple of years. However, there are certain fundamental qualities that a manager must have in order to be successful. Here are some of the must-have qualities or skills of a good manager: 

But you can certainly think beyond these qualities and try to embrace an out-of-the-box management approach. While basic management skills are imperative, let’s see what else you can do to be a great manager.  

7 Key Things a Successful Manager Does Differently

If you’re looking to hire a good manager, you should consider the following elements and practices to spot a great manager. 

1. Stands Up for What’s Right 

Not every manager has the guts to stand up for what is right. How many managers or leaders do you believe make personal sacrifices to do the right thing even if that harms their own personal interests? 

People often hesitate to do the right thing because they think their job will be at stake. If you want to stand out as a manager and truly inspire your team, learn how to take a stand and never compromise your values. Do the right thing always even if it has the potential to jeopardize your career. 

2. A Successful Manager Uplifts People 

Great managers don’t hesitate to invest their time and energy to uplift their teams. For this, they put effort into understanding their employees, giving feedback, setting clear expectations, and having their team members’ backs. 

3. Gives Employees the Space They Need 

People who feel free to make their own decisions at work are more productive and happier. As a manager, you might want your employees to get things done the way you want them to. 

However, good managers empower their teams to make their own decisions, especially when they work with individual contributors. If you want to do things differently and efficiently, step away from the individualistic mindset and let your people make small decisions.  

4. Connects with Employees 

Here is another important thing managers do to build stronger teams: connecting with their employees to a certain extent. You should be working towards knowing your employees’ goals, ambitions, and skills, and then help them mitigate their difficulties. Here are some techniques to connect with your employees: 

5. A Successful Manager Coaches to Engage 

A manager with coaching skills asks questions instead of providing answers. Instead of judging employees, they support them and facilitate their development. Since organizations are moving away from command-and-control practices, managers have to take a genuine interest in their people. Great business leaders often use their coaching skills to accelerate business growth. 

6. Reflects on Behavior 

Good leaders reflect on their behavior and hold themselves accountable. Business management is not about showing up in the office and going about your business tasks. You have to practice self-reflection and see your workers with feelings and thoughts. Therefore, evaluate your behavior to find out why you’re acting in a certain way. 

7. A Succesful Manager is a Leader Not a Boss  

Lastly, we will discuss the most important thing successful managers do differently: manage people like a leader instead of a boss. People no longer want to work with bosses: they want to work with leaders and influencers. Remember, 75% of employees leaving their jobs don’t quit their jobs; they quit their bosses. So, think of yourself as a leader instead of a boss. 

Final Thoughts

For employers, finding a great manager is like finding a needle in a haystack. This is probably the reason why Gallup found out that 82% of the time businesses fail to hire the right candidate for a managerial position. So, try to be the manager every company is looking for. Learn how to do things differently and inspire employees. 

Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could. --Steve Jobs 

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