Employer Branding Puts Honesty Front And Center
Happy to stay
Is your employer ticking all the right boxes? Are you invested in both your position and your company? Does the industry inspire and excite you? Are the perks and benefits life-ameliorating? Are you happy to let job offers slide in favor of staying right where you are?
Clearly your employer must be doing something right. These loyalties and decisions are a combination of many factors; factors that encompass both commitment and individual ambition. They also say a lot about the trust and confidence which people place in you. These are the bells and whistles of employee satisfaction, meaning that you won’t be going anywhere soon.
Happy to go
Change is factored into all careers. And dream jobs can be sometimes based on fantasy and wishful thinking. But ultimately facts on the ground and realities have to take precedence. Sometimes you have to look before you leap.
A wonderful and friendly atmosphere will soon wear thin if results and remuneration fall short of what has been expected. A company may promise benefits, training and all the bells and whistles, but the first three months will reveal how the company manages its team and communicates the direction it wishes to take.
IT companies have looked closely at candidate experience with the aim of addressing brand-reality incongruences, and certainly, such research needs to produce tangible results. Otherwise, the good intentions behind such initiatives will evaporate into thin air.
So how have we at Yieldbird chosen to tackle such issues?
Well, what follows represents a number of our core approaches with respect to both candidates and new employees.
Here are 6 we-do-honest Yieldbird approaches.
Both sides should front up
We ask a lot of questions during the interview and we encourage our candidates to do the same. If we cannot answer a question, then we just say so. And no one should promise anything that they can’t deliver on. Aspirations are fine, but the feet of all parties to the conversation must remain firmly on the ground.
Go the whole hog with benefits
We regard benefits such as gym membership, sports cards and medical care as a given, and as such, they should not be oversold as benefits.
Beyond this, we advise choosing benefits that match the character of the company. The company must be seen to make an effort to really deliver in this regard. It will be appreciated by the team as a whole.
Employees value something most when it addresses directly their needs, and AskHenry is a service that allows employees to delegate simple tasks to an AskHenry assistant. We also offer our employees English lessons. Healthy eating is also on the menu, and we lay on bowls of fresh fruit every day.
Stress tests
Not only do we seek to create a great atmosphere in the office, but we also want to find out from our team that we are continuing to keep our finger on the pulse.
That is why we carry out a yearly satisfaction and engagement survey, which allows our employees to air their views and concerns. Our employees seem only too happy to describe Yieldbird as a friendly and stimulating place to work, and we are always happy to convey this seal of approval to our prospective candidates.
Feedback goes both ways
Nobody likes to receive a refusal, but this is just part and parcel of the interview process. However, we always try to be as constructive as possible in terms of the feedback we give; and most importantly we like to leave the door open for candidates to approach us again in the future. From our perspective, feedback builds both relationships and employer branding.
Our company. Our Vision
Cultivating the company’s image is an ongoing process and efforts in this regards must encompass plans, trends, and employee input. This means that what worked well two years ago may pass mustard today.
An honest and open dialogue with your team, one that harnesses ideas and freshness will always keep you ahead of the curve. At Yieldbird, everyone is invited to bring something to the table.
This philosophy creates a sense of belonging and ownership, which in turn creates a sense of responsibility and builds loyalty. These values and this sense of inclusiveness should be as clear as day for potential candidates and new recruits.
Before you go…
Sometimes our paths with an employee diverge. This is simply par for the course. But before parting ways, we always look to engage with the employee who is leaving us and ask them for their honest feedback.
We want to know if any mistakes were made so that we can move forward with confident strides, knowing that we have done everything to safeguard our best-practice Employer brand image.
Last word…. If
technology is the Yieldbird mind, then our employees are the Yieldbird heart
Our chief takeaway is that it is worth looking at the topic of employer branding holistically, especially in an industry that offers countless development options. The more effort we put into understanding the needs and aspirations of our employees, the more we will be able to achieve or goals together… as a team.
Yieldbird must be…..
At Yieldbird we are constantly developing new technologies and trainings. We are learners and conveyors of knowledge. And we must be doing something right because Yieldbird is one of the 50 fastest-growing companies in our sector in Europe.
HR & Employer Branding Manager
