Cultural fit is one of the main building blocks of employee happiness. Not even an above-average salary, free lunches, or other perks can make up for a poor fit between an employee's values and your company culture. In fact, when it comes to attracting and keeping the right people in the long-term, money alone is rarely the main factor.
I have never understood the term "work-life balance". Why is work something separate from the rest of the important things in our lives? Am I not living my life during those 40+ hours that I spend in a workplace every single week?
Have you ever interviewed someone who seemed like the perfect fit for the job on paper but during the interview, you just didn't have the "feeling" with them? Maybe the candidate did everything right during the hiring process but your gut was telling you that something was off?
Welcome back to the ultimate guide to employer branding strategy! In the first part of this 10-step guide, we covered the foundation of your employer branding strategy: your company culture and employer value proposition, your target audience and your talent competitors, and your campaign goals. In this second part of the guide, we will delve into details on how to carry out your employer branding strategy.
A couple of days ago, I came across with this post on LinkedIn. It was an image of an empty office space decorated with balloons and colorful ribbons and the caption explained that the company contributes to their employees’ happiness by decorating the office for local holidays. I checked back on the company's account to see what else they do to their employees' happiness and found a few other occasional posts.