Q&A

In starting of 2022 Universum hosted the webinar “Nailing your Employer Model”. There was a remarkably excessive engagement on this subject, and we acquired a great deal of attention-grabbing questions from the viewers. Sadly, we didn’t have time to reply all of them in the course of the dwell classes, as a substitute we determined to publish all of them right here for you.

We love getting questions throughout our webinars, as a result of when you’ve gotten a query, ask – you might be most likely not the one one who’s questioning!

How many individuals have answered the worldwide survey?
– Greater than 1,5 million individuals across the globe, and between 20 000 and 100 000 per nation within the Nordics and UK.

Does your analysis apply to employers inside municipality organizations as nicely?
– Sure, we survey a number of the native municipalities and authorities businesses. Municipalities and authorities businesses have turn out to be extra engaging as employers during the last 10 years and are actually competing with the massive corporations for expertise (even for tech expertise) who in lots of markets discover job safety notably necessary.

What do you assume is the rationale for most individuals to spend cash on Employer Branding below This autumn?
– Lack of planning. They begin defining what to do when the finances is permitted in March, then develop content material. Content material and marketing campaign permitted in September, marketing campaign launch in October is a fairly frequent state of affairs. Some corporations have a variety of recruitment actions in Q3 and This autumn, as nicely and makes use of employer branding/recruitment advertising campaigns to spice up recruitment. A wiser method is to melt the viewers up and construct curiosity/need to work AND then activate recruitment actions as a Part 2.

What are the strategies/methods to validate EVP externally?
1. Outline which goal teams you want to validate (enterprise crucial is advisable). For instance, internally typically/Inner IT/Tech and Exterior in engineers, IT/tech expertise, Researchers and many others.
2. Match the EVP with the analysis questions (for instance Universum’s 40 drivers of employer attractiveness)
3. Analyze the GAP between your EVP, what’s engaging in your goal teams, how you might be perceived (if doable) in these teams. It’s also good to find out how you might be perceived internally as nicely.
4. Summarize in a listing of latest advised routes, elements of the EVP to pause/concentrate on.
5. Run by administration to make sure that they aren’t planning one thing new.
6. Begin testing internally & externally.

Which channel is the very best to succeed in college students?
– Social media – Fb and Instagram (nonetheless). I might additionally attempt Tik Tok and IP concentrating on (Colleges) and programmatic – Particular slender goal teams to succeed in exterior of social media and YouTube. However you must also attempt to meet the scholars – digital or bodily profession festivals, your personal occasions. Create a scholar competitors, for instance Tech-student of the 12 months or are you able to beat our staff.

What if I don’t know what our inside tradition is? How do I strategy this?
1. Inner surveys, focus teams, interviews with administration
2. Summarize
3. Create personas to showcase your tradition in a extra visualized method

As all corporations are in search of software program competence in the mean time, what are your reflections on how you can attain that group?
Analyze the survey knowledge from that concentrate on group in your nation to study (and to know what to say) – what they assume is necessary when selecting an employer. Analyze which channels they’re most current on (within the survey knowledge). Use exterior knowledge sources to succeed in them in social media or information media (programmatic). You possibly can for instance be sure that to solely attain tech expertise in a sure space/area once you present your adverts in social media, or, when they’re shopping their favourite weblog/information media (programmatic). For these goal teams the content material is especially necessary. They don’t seem to be as within the end-product they work on as others – extra in regards to the expertise and concrete software program improvement tasks they run. Speak their language – not your product/company language.

What are the methods/strategies to validate EVP externally?
See solutions above. Should you tell us which market and particular goal group, you might be aiming at – we will provide the reply.

How you can validate our strengths and weaknesses externally? By the survey?
Sure, by way of an inside and exterior survey. For a lot of goal teams we at Universum have already got the most recent knowledge. We will simply arrange a 7 min survey initially for a pattern of staff with the very same questions. Out pops the outcomes.

The pandemic nonetheless places strain on many organizations, and we nonetheless see many hiring freezes, org. restructures (cont.)
Up to now, we do see many organizations transferring into motion mode – to advertise themselves as employers however some do as you recommend. Give attention to methods akin to validating EVP or validating communication focus for a business-critical goal group. Create a technique with clear KPI:s and have interaction prime administration. When your KPI:s are within the annual experiences, then you’ve gotten succeeded. BUT the profitable employer manufacturers on the market by no means pause their employer branding efforts externally and internally. You simply must be inventive.

In a time the place it’s harder than ever to draw expertise, what do you recommend specializing in within the EB comms?
Outline your most business-critical goal teams. Set a long-term plan to draw expertise It’s essential to create a communication plan and execute the plan constantly. Typically it takes three years, typically 5, typically quicker, however out of the blue recruitment begins to turn out to be simpler. “After 20 years inside Employer Branding, I’ve seen and heard the HR administrators really feel very joyful when recruiters and hiring managers say that” – Daniel Wägerth, Head of enterprise improvement Nordics at Universum

Which industries are the respondents inside within the world survey?
All kinds of industries. The principle focus is white collar jobs akin to Tech, engineering, enterprise, pure science, humanities and many others… However we do a variety of bespoke surveys for different goal teams akin to blue collar inside totally different segments (transportation to say one in all many)

Ought to I’ve totally different content material in numerous time durations (Q1, Q2 and many others).?
Sure, it may be good to usher in content material together with “new alternatives” at first of the 12 months or after/throughout/summer time. Use footage of staff snowboarding within the winter, exterior within the solar within the spring and many others. Or that cozy feeling throughout autumn. A few of your EVP pillars or inventive ideas may be positioned out in the course of the 12 months relying on what feelings they generate.

Which channel do you assume is the very best to succeed in college students?
See above. However tell us which market and particular goal group you might be aiming at and we will provide the reply.

What are your ideas on the Nice Resignation/Reshuffle – is it an actual factor? Or will we see a daily turnover?
We do see a “ketchup” impact now as we are saying after the financial disaster 2009. Folks have stayed a bit longer than deliberate at their workplaces as a consequence of circumstances. As we will see now, when individuals are beginning to change office, it influences others to do the identical. Nevertheless, it differs quite a bit between industries and particular employers. In our survey, the place we additionally measure worker NPS (internet promotor rating), we will additionally see that employers with a powerful inside Employer Model doesn’t have the identical turnover compared to the one with a weak inside model. Even when evaluating employers inside the identical business.

Are you able to touch upon the distribution of blue- and white-collar respondents within the survey? Respondents to your employer rating survey appears to be largely uni college students, how related is it to skilled hires?
That’s our status however today greater than 50% of the respondents in UK, Eire, and the Nordics consist of educational skills who’re working. Younger and senior professionals. Now we have been a part of the Stepstone Group/Whole Jobs for a couple of years which has led to even better enlargement into that subject.

Do you advocate adapting the EVP based totally on expertise kind (e.g., STEM) or based mostly on tradition e.g., nations?
I ought to have a look at the survey knowledge to determine that. If STEM expertise for instance has remarkably comparable preferences in numerous nations I might go for that angle.

Working in an organization with huge layovers, how ought to we adapt our EB comms in the direction of staff and candidates?
I might establish two teams of staff with people who find themselves a part of the long run workforce n individuals you see as uncooked fashions on your group. Along with focus teams and a small inside survey I might establish what your strengths are as we speak – that are your “new strengths”. Primarily based on that for a communication route specializing in the how individuals work together at work collectively for instance – one thing not focusing you your prime administration course however the good issues that you simply presently have because it could be a short lived disturbance in belief for prime administration. Have fun how individuals look after one another, win collectively and/or what course you take as an organization. The layoffs are due to digital transformation. In that case concentrate on that – your new strengths.

Thanks quite a bit for participating and refreshing questions – that is precisely the form of engagement we at all times attempt to obtain, the place nice dialogue are born. If you need to debate any of the factors made with one in all our Employer Branding specialists, fill within the kind under and we could have one in all us out of your market to contact you to arrange a name.

You possibly can see the webinar right here >>