Vision, Values, Goals

How well are you using your company’s vision, values and goals as a way to stand out when recruiting new talent?  Attracting the best and brightest to your company means being prepared to meet candidates’ needs on a multitude of levels, from financial to emotional to social to intellectual. It’s no longer enough to just offer a salary, job title and shiny sales pitch, and assume

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Great Expectations or What the Dickens?

Great Expectations or What the Dickens? – how to keep employees engaged throughout the onboarding process  “We’re delighted you’ve accepted the offer. Someone will be in touch towards the end of your 3-month notice period to give you day one information. Look forward to working with you.”   Well that might be okay if you’re able to

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Positivity is infectious 

Using employees’ positive feedback is more powerful than client, press or industry praise when attracting talent to your teams.  Your company has won industry awards, the written testimonials from your clients are glowing, your products are voted best in category, and you have accreditations from all manner of places. Your employees must be delighted?….  Not necessarily. And if

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Flexible Benefits

In a homogenised market, price is king: learn how to promote flexible benefits as a way to attract the best candidates without getting into a bidding war  Have you ever walked into a phone shop and tried to buy a new phone? Confusing isn’t it. So many options available and essentially they all offer you the same features – talking,

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Your Employee’s Career Path

Do you know the difference between a linear career path and three-dimensional career progression? Your employees certainly do.  When you make an offer to a candidate to work at your business, do you talk to them about their individual career progression, or do you just explain the career path that the company offers? That may sound like the same thing to you, but

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