Category: Recruitment

How to Craft a Winning Business Award Strategy

As I boarded a Delta flight last month, I noticed a list of their business awards right there on the plane door. Just a little reminder that I was flying with the Fortune World’s Most Admired Airline.

Some industry and business awards are worth the time it takes to fill out the nomination. A few are revenue generators: send a check, get a prize. The business awards that are truly coveted, those that can help a business enhance its reputation internally and externally, require strategy, planning, and effort.

Why enter an awards competition?

  • Be acknowledged as a leader by industry peers
  • Benchmark your business against competitors
  • Burnish your reputation as a great place to work, enhancing talent recruitment and retention

What are the general industry award formats?

  • High-performance awards–A focus on recognizing outstanding people, initiatives, or employers.
  • Questionnaire-based–Usually a survey, followed by an audit by an external body to validate the data. These can be industry-wide or internal surveys of employees.
  • Rankings–These are usually a listing of companies based on a survey, questionnaire, or audit by independent bodies.

Mapping out your awards strategy

First, understand that awards submissions require the investment of time, effort, and budget if you want to win. There’s an entry fee for submissions in every category, so if you select multiple categories, be ready to bring the bankroll. If you pursue an accreditation or questionnaire award, you’ll need to engage internal stakeholders to help with data gathering or responding to the employee survey. Most employee survey-based awards require a minimum response rate. If you don’t think employees will take the survey, don’t waste your money on the submission.

 Keep these things in mind when selecting award competition submissions:

  • How does this support your business objectives?
  • What return will you get for investing time, money, and effort?
  • Find out who won last year. Are they reputable or aspirational companies? 
  • Can you meet the data requirements before the entry deadline?
  • Will internal stakeholders be willing to collaborate and support this?

Here are two final suggestions to ensure the exercise is worth your time. First, read the category and nomination applications carefully. As a long-time competition judge it amazes me how many nominations 1) are submitted in the wrong category, or 2) the submission narrative does not match the nomination question. It happens more than you can imagine. This is where the assistance of an external consultant is invaluable.

Finally, once your business wins the award, activate a communications plan to share the news.   Ensure that you reach the right audiences on the right channels. Create an opportunity for Senior Leadership to celebrate with employees, thank them for their contributions, and build pride and retention. Then celebrate the win!

Revitalizing Your Company’s Recruiting Marketing

The Great Resignation has hiring managers on edge and recruiters working around the clock to fill ever-growing vacancies.  With turnover reaching new highs, organizations are scrambling to implement systematic changes in compensation, remote working, and rewards to boost retention.

Recruitment marketing is now a hot topic. As options for job seekers increase, it’s more important than ever that recruitment channels and materials are relevant, concise, and refreshed. Think sleeker, more digital, and more engaging.  If you’re not refreshing your content, you’re likely to lose out in the Great Talent Hunt. These three steps are a good place to start.

Audit your online presence

What does your recruitment marketing say about your business?  When was the last time it was refreshed?  Take a sharp look at your marketing materials the way a potential hire would, focusing on the areas listed below.  Then develop a plan to address any gaps.

  • Does your messaging explore why your company is a great place to work?
  • Is the design vibrant and engaging? Does it feature your employees?
  • Does your careers site look like your workforce? Does it support multi-dimensional diversity–age, race, gender identity, disability?
  • What’s your social media mix?  LinkedIn is still the world’s largest professional network, but Gen Z job seekers prefer Instagram, YouTube and TikTok. Expand your social mix and reach, but ensure you have the bandwidth to produce fresh content.

Lean in to an employment brand

Potential candidates want a simple answer to a simple question: What makes your company a great place to work?   If you can’t answer that succinctly, it’s time for an employment brand. An employment brand builds clarity, quality and consistency in the way you describe what it like to work at your business.  It helps you stand out from the crowd in the race to recruit the very best talent. To be successful, it should be clear, concise, relevant, relatable, and memorable. For current employees, an employment brand supports building a One Team culture, bringing your values to life, and recognizing and celebrating team members.

Connect with specialized talent

While an employment brand sets the look, feel and strategy for recruitment marketing, segmentation will help you attract key audiences.  This will support distinct marketing strategies, allow you to create targeted content, and improve visibility for your business within each segment.  Review your careers website and social channels to identify opportunities to connect with specific audiences like military veterans, interns/early careers, and experienced professionals.