Making the Candidate Experience Exceptional

Katie Williamson January 26, 2017

Previously on the PerkSpot blog we explored the upcoming trends for 2017. Among these, and quite possibly one of the largest we’ll see sprouting up next year, is an improved candidate experience. More and more companies are realizing the importance of their recruitment process – not just for potential employees, but potential customers as well.

Give the candidate a great experience, and they’ll hold your brand in high-esteem. Reject them with a standard email, and a social media rant might be in your future.

Whether you’re a company of 10 or 10,000, here are some keys to improving your candidate experience in 2017:

Step One: Respond.

Ok, so you might be recruiting for 30 different positions and your inbox is out of control. Whether it’s a standard auto-reply or a personalized email, make sure you provide some guidelines for when the candidate can expect to hear back from you, when it’s ok to follow-up, and any next steps for the interview process. While it may be acceptable to ghost someone after a bad date, it’s not ok to do it to your job candidates. Need some help with what to say? Trello does this really well.

Step Two: Show, don’t Tell.

Most interviews consist of round after round of intensive questioning. Take your interview process to the next level by giving candidates a “guide” for the day. This person will give them a tour of the office, introduce them to current employees, help them find the bathroom and something to drink, and anything else they might need to know. Ensuring the candidate feels comfortable will help them perform their best and also give you insight into how they’ll function in your office on a day-to-day basis.

Step Three: Provide Feedback

Spare your candidates the “We’ve decided to go in a different direction” email. Provide concrete reasons why they weren’t a great fit for this position. Be delicate and let them know where they fell short. If you don’t give them specific feedback, they’ll never know how to improve. In fact, 70% of employers don’t provide candidates with feedback. How you decide to let them down will arguably have the greatest effect on your brand. Let them down easy, but transparently.

Step Four: Ask for Feedback

What better way to gauge how you’re doing than from someone who has walked the walk? At this point, you’ve given the candidate your feedback, so make sure you provide them the same opportunity. How was the recruitment process? Was there anything unexpected? What did they like about the interview process? How could it be improved? Make sure you share their feedback with everyone involved in order to improve your process in the future. There are plenty of ways you can create a positive candidate experience!

How will you improve your candidate experience in 2017? Let us know in the comments!

Recruiting Star Candidates Without a Star Salary

Katie Williamson October 20, 2016

We all want the best for our businesses, which includes the best employees. But what happens when you just can’t afford to pay big bucks for the best candidates? How can you recruit without the enticement of a fancy corner office or large salary?

Here are three things to consider:

Celebrate Your Culture

It should come as no surprise that employee engagement really pays off (literally). In fact, a Gallup survey reported that 54% of workers who are disengaged would leave their company for a 20% raise or less, while only 37% of engaged employees would make that same decision. Your company may not have a multitude of resources, but there’s one currency that’s undeniably valuable – your people. When interviewing for a new position, don’t forget to highlight your culture. There are many ways to educate interviewees about your culture, but it all starts with asking the right questions and highlighting what makes you unique. You’ll end up finding someone who not only is excited about the role, but is a fabulous culture fit to boot.

Promote Your Perks

Salary is only one piece of the puzzle. Does your company offer an above average vacation plan? What about work from home policies? No business is created equal so be sure and highlight the added perks that a new hire would receive. Maybe you’re even saving them money with exclusive discounts. Whatever the case may be, studies show that happy employees are better employees. Win-win.

Invite Their Input

In a recent survey, 80% of millennials said they want regular feedback from their managers, and 75% yearn for mentors. Highlight this in your interviews and you’re guaranteed to stand out among the crowd. 85% of everything we’ve learned comes from listening. Which means, if we want to know how to effectively lead employees well, we need to provide a platform for them to speak. Do you offer performance reviews every quarter? What about a weekly touch base? However you provide opportunities to listen and learn, showcase this in your recruitment efforts.

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The Millennial American Dream

Katie Williamson August 18, 2016

The Millennial generation, lovers of Facebook, the selfie, and on-demand technology, view the world through a different lens. And when it comes to the idea of the American dream, this is no exception. Yes, a successful career, a loving family and financial security are still as desired by millennials as their predecessors. But their means of achieving these successes is changing quite a bit. In fact, they may think these achievements look entirely different than their parents did.

The Millennial Career Dream

While the Baby Boomers and Generation X sought to earn a good wage and advance in their career, millennials are diving a little deeper. Facing the tragedy of September 11th, increasing gun violence, and the War on Terror, this generation is seeking to make a change. No longer is a paycheck enough to keep them satisfied at their nine-to-five. More important to these echo-boomers is making a difference in the world around them and being happy with their work. Sounds simple, but like many things, a closer look proves satisfaction in the workplace is more complex than it appears.

The Huffington Post reports that 67 percent of millennials want to be entrepreneurs. This entrepreneurial spirit is ingrained in this generation, giving them a greater appreciation for independence and autonomy. To them, a successful career is defined by freedom and opportunity to grow and learn. This, however, is not in the traditional corner-office type of way. Job titles and fancy views aren’t enough to keep them satisfied. But give them a chance to learn something new and change the world, and you will discover what they can accomplish.

The Millennial Family Dream

The American dream, however, goes beyond just having a career. For many, this ideal also encompasses strong family values and creating a better life for the next generation. This is a far cry from the stereotyped “Me Generation” . But just because millennials aren’t having kids right now doesn’t mean they never will, says an article in Bloomberg.

PEW Research Center reported in 2013 that fewer than half of U.S. kids today live in a ‘traditional’ family. Because millennials have grown up in these non-traditional environments, many are waiting to start their families until they are emotionally and financially ready in order to provide a more stable and sustainable family environment. Which often means starting a family later in life. But, according to a Gallup survey, only 5% of Americans say they don’t want kids, up only 1% from 1990. So just because they aren’t married by 30, doesn’t mean they never get married. It just might take them a little longer than it did in the 70’s.

The Millennial Financial Dream

Another possible reason millennials are waiting to start a family is due to an increase in financial problems. While the “rags to riches” stories of generations past may be lost on these Americans, they are no strangers to financial hardship. Graduating in the middle of the recession, this generation has struggled to find jobs and, adding insult to injury, battled the weight of student loan debt. For that reason, financial security ranks high among the priorities of millennials. Not for the purpose of putting a car in the garage or buying that house with the white picket fence, but for many millennials the goal is financial freedom from the overwhelming debts.

Understanding how millennials view the world and their hopes for the future will provide insights into our workplaces and our homes. While the American Dream lives on in this generation, the methods and goals have changed quite a bit. One thing, however, will never change: the American Dream is what drives this country and will continue to do so for generations to come.

Retention Before Recruitment

Katie Williamson August 10, 2016

According to JB Training Solutions, “91% of Millennials expect to stay in a job for less than 3 years”. And with Millennials making up the largest part of the workforce, we definitely have our work cut out for us when it comes to retaining these individuals. As younger employees begin switching jobs more frequently, the effects are costly and quite frankly, exhausting. In fact, a study by the SHRM foundation states finding a direct replacement for an employee can cost the company anywhere from 50% to 60% of the person’s annual salary. So let’s say you are looking to replace an executive earning $80,000. Finding a replacement could cost your company anywhere from $40,000 to $48,000, not to mention the loss of productivity in the meantime.
So how can we beat these odds and ensure our employees stick around for the long haul?

Employee retention begins before the very first interview.

The best way to keep employees satisfied is to fully understand what they’re looking for. Gone are the days when a high salary and great compensation package was enough to entice an interviewee. Millennials long for purpose and direction in their career. Don’t misunderstand, while some are seeking a C-level title, the majority aren’t necessarily looking for a lofty position. The overall goal of a millennial is to learn, grow and be developed in their position.

Start by putting a plan in place for their career path. Think about where you’d like to see them take their role in the next three, five, or even ten years. Having this plan in place shows you’re investing in them as an individual and their career with the company. Maybe you don’t know exactly what type of position they’ll hold in five years, but you can show them the things they will learn. Discuss educational seminars they will attend or new skills they will develop while on the job. This is guaranteed to go further than a corner office would.

Recruitment and retention strategies are two sides of the same coin.

While setting them up for success is important, also keep in mind not everyone is going to be a great fit. In addition to thinking about what millennials want, also think about your company needs and the overall culture. The best way to ensure an employee sticks around is to determine if they are a great fit in the first place. I’ve seen this in my own experience when a job wasn’t exactly how it was laid out to me, I eventually got burnt out and left unhappy and confused.

You can prevent your employees from experiencing this new hire whiplash by making transparency an essential element of your interview process. When I left to seek a new position, PerkSpot stood out to me in one of the most obvious ways: the job description. Instead of the usual bullet points outlining the position in obscure terms, the description was familiar and informal. It painted an excellent picture of what my days in the office would look like. The transparency from the words on the screen to the face-to-face interviews ensured that from day one, nothing was ever a surprise. Within the first few days I knew the job was exactly what I had wanted and expected from the interview process.

Retention, by definition, is a continuous practice.

Beyond a new hire’s first week, remember that on-boarding is not an event that happens on the first day. When thinking about what millennials want, remember two of the most highly sought after aspects of a career for them are mentorship and development. You should already have your plan in place for where you want your new hire to take their career. Now, you just have to enable them to get there.

Keeping employees engaged isn’t a “set it and forget it” strategy. They need to know the specific goals you’ve set in place and receive feedback on their performance. Find a mentor who can meet with them in a comfortable, open environment. This is not only to provide necessary feedback, but also help them develop the skills they need to reach their goals. Millennials are eager to learn, but they can’t do it alone.

As employees long for job stability and your company profits from a secure workforce, don’t let employee retention become an afterthought. Think strategically about how to keep employees engaged. Remember that retention is an ongoing process that starts before, during and after the recruitment stages. Think of what you could do with that extra $48,000 when you don’t have to spend it on recruitment.

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Is Your Office a Foreign Country? (Tips for Onboarding New Hires)

Katie Williamson August 4, 2016

Imagine stepping off the plane into a foreign country. The sights and sounds are unfamiliar: words written in a language you can’t decipher, people pushing past you spouting off strange colloquialism, and you may even find yourself surrounded by sideways glances and awkward stares.

Well, for many new employees, they carry these exact sentiments around with them their first week at work. As you seek to onboard new employees, keep in mind that they are outsiders fighting their way into this seemingly unknown territory.

Here are a few ways to make the transition a little easier for your new hires:

Make an Announcement

Don’t leave it all up to your new employee to make friends. Make an announcement on their first day. Maybe link to their LinkedIn profile and explain who they are, the position they are filling, and a little background information. It will provide a great jumping off point and give your current employees a reason to stop by and say hello.

Be Careful of Office Jargon

Listen, here at PerkSpot, we are just as guilty as the next guy at throwing around office slang. From perxicons to perkalerts, half of what we say needs to be filtered through some sort of strange decoder. But, when it comes to new hires, be sensitive to the fact that they are wrapping their head around a new product, business and environment. There is a lot to learn and part of that means learning a new language. Make sure to explain unfamiliar terms and steer clear of words that could be described in another way. Oh, and maybe just remove these from your vocabulary altogether.

Have Fun

My first day at PerkSpot was seamless thanks to some friendly coworkers taking me out to lunch. There is a delicate balance between making new employees the center of attention but also ensuring they are welcomed and included. Casual lunches or happy hours are a great way to get to know them in a low pressure environment. Plus, if you’re anything like our friends over at Southwest Airlines, having fun should already be a part of your company culture, so really you’re just inviting them to be a part of it!

Don’t forget, employee engagement starts from day one. Use these tools and more to make sure everyone has an A+ experience.

And if you really want to make them feel at home, check out our perks program. You can thank us later.

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Are Perks and Benefits the Same Thing?

Katie Williamson July 12, 2016

We love perks so much we named our company after them.

But what are perks and how are they different than benefits when it comes to the workplace?

Benefits

Benefits are supplemental to salary and cover basic needs like health insurance, 401K plans, etc. While benefits are absolutely essential for companies, they also come at a price. Most benefits offered to employees cost the company something, unlike our favorite counterpart, the perk, which costs little to nothing for employers to implement.

Perks

Perks encompass everything from bike racks and lounge areas in the office to catered lunches and oh yeah, exclusive discounts on your favorite brands. While benefits are often costly, perks can be offered at a relatively low cost to employers but offer extreme value to employees. Offering perks alongside necessary benefits and compensation packages creates a powerful force when it comes to ensuring employees stay engaged and motivated in their offices. However, like all things, just making these perks available in and of itself is not enough to sustain and retain employees. As more and more businesses begin offering these incentive programs, competition increases when it comes to recruitment and retention. While nearly unheard of 20 years ago, workplace perks are more and more becoming the norm. Companies like Starbucks, Southwest Airlines, and other PerkSpot clients realize this, and that’s why offering perks are non-negotiable.

All Perks are Not Created Equal

So now the question is no longer, will we offer a perks program, but which program will we choose? Overwhelmingly, employees today request perks that improve their everyday lives, such as free gym memberships or discounts on everyday expenses such as groceries and cell phone plans. These programs are more likely to resonate with employees because they show that the employer is listening. It reaches the heart of what all employees truly desire: to be heard and understood. PerkSpot’s mission is to make that a little easier for employers. We negotiate the discounts so you don’t have to. We provide the tools to communicate with employees on how to use the platform, where to find the discounts, and even deliver the latest and greatest perks right to their inbox.

Want to learn more? Reach out to us at sales@perkspot.com

Don’t just offer perks. Offer the right ones.

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Introducing the “Pre-Cation”

Katie Williamson June 20, 2016

In the land of start-ups a new trend is emerging called the “Pre-cation”.

If you’ve ever interviewed for a job, chances are one of the questions you were asked throughout the process was, “how soon can you start?”. Most of us jump right in after the obligatory two-weeks notice in our former roles just to fall into the same old trap of limited vacation days and fears of what will happen if we actually do decide to leave the office for a few days.

As a way of dispelling these fears companies like Atlassian, have taken a fresh approach by offering new hires paid time off before they even work their first day. As they put it, “This is all in the spirit of our “Build with Heart and Balance” value, in which we encourage all new teammates to start refreshed, recharged, and revitalized so they can bring their A-game when they start work.” Especially if you’ve left a job that was frustrating and draining, this little break could be exactly what you need to start off on the right foot in a new role.

It’s no secret that we struggle to find that perfect balance between work ethic and being a workaholic. By rewarding employees before they even start, the “pre-cation” helps to ensure new they leave the stress behind and start fresh. And what’s more is that by eliminating stress, retention levels are higher which can actually save employers funds they would have otherwise spent on recruitment and development.

Of course, the “pre-cation” is not without its faults. Starting a new job can be stressful in-and-of itself, so many people may find they are unable to relax and clear their minds before jumping into their new position. Not to mention, someone is paying for this time off. Unless you’ve come into a huge round of funding or already manage a very successful business, most companies cannot afford the luxury of giving employees this time off. Many of us are hiring to fill a void and therefore simply cannot afford to wait.

While flexible time-off policies may be trending, it seems the “pre-cation” notion may take some getting used to.

The good news is that you don’t have to offer your employees a “pre-cation” to be a great employer. Start by offering your employees exclusive perks through PerkSpot.

Step One: Respond.

Step Two: Show, don’t Tell.

Step Three: Provide Feedback

Step Four: Ask for Feedback

Celebrate Your Culture

Promote Your Perks

Invite Their Input

The Millennial Career Dream

The Millennial Family Dream

The Millennial Financial Dream

Employee retention begins before the very first interview.

Recruitment and retention strategies are two sides of the same coin.

Retention, by definition, is a continuous practice.

Make an Announcement

Be Careful of Office Jargon

Have Fun

Benefits

Perks

All Perks are Not Created Equal

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