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Equal pay for women is finally seeing movement in the workplace, despite the often negative association with, “feminism.”  Why is it that even today, layman and professionals alike, will wrinkle their nose at the word? It might have something to do with stories you heard from your grandmother; women chanting in the streets and burning their bras in protest for equality in the eyes of the law and society. These days, there’s a lot less bra-burning, but more women fighting for equal pay for equal work—and thanks to some recent legislative efforts, women are closer than ever to that goal.

Massachusetts and Maryland are two states that have recently made history by writing gender pay equality into law like never before. It is now illegal for employers to ask their applicant’s about salary history–a move dedicated to closing the gender gap of pay in the workplace.

How does this bring equality that much closer?

Women have historically made less money than men for the positions they hold, so this bias will not be brought into any new positions. This forces companies to decide a salary based solely on merit.

Will this make a difference?

Yes! In today’s world, only 14% of executive jobs are operated by women—a number that has stayed stagnate since 2010, while women are a whopping 33% more likely to get a college degree than men. Refusing to allow salary history to influence a decision will not only bring more money to the table, but also allow for more representation of women in the workplace.

How will feminism help me in the office?

To believe in feminism is to believe in gender equality. To believe in gender equality, one must assign work equally and employees of the same position should start at the same pay. Most importantly, one needs to believe that jobs and promotions should be given to people who deserve them, not based on gender or appearance. This will support efforts to represent women in all positions, especially higher level ones.

Feminism has never been solely for women either; more than 90% of men and women believe that taking an extended family leave will hurt their career. Of this large number, more than half believe it will harm their career a great deal. Tackling gender-bias in the work place will cause less stress to both men and women when it comes to already stressful, or joyful, times for families.

How does my boss feel about gender equality?

The good news is that companies are supportive of gender equality efforts. The bad news is that the message doesn’t always relay to the employees. Of the 118 companies polled, 74% claim that they are dedicated to equality in the workplace. But of these companies, over 50% of employees think this is untrue, and only a third of those polled believe it’s a priority for their direct manager.

Why are these changes happening now?

Fortunately, we are moving into an era that has seen women differently since they were children. Growing up in a less gender divided world—think back to playing basketball as a whole gym class in fifth grade, not as boys and girls teams—and you’ll understand how and why millennials find it extremely important that gender equality is exercised in the workplace.  82% of millennial women view the company’s policy on gender equality, diversity, and inclusion to be one of the most important parts to deciding where they will work—and since women are 20% less likely to leave a company when they reach a leadership role, companies are trying to jump on the bandwagon.

Thankfully, it seems as though women in the coming years will not have to overcome the barriers that women in the workplace have in the past. Every person can contribute to a life where gender inequalities do not exist, so the next time you are hiring try to look at a candidate’s resume and credentials before their name or gender; the hire may surprise you!

Have you ever glanced at a person and assumed they were successful, or decided right off the bat they were likely a bum? You are not alone. According to PsychCentral author Janice Wood, first impressions are more important than fact. The less time a person has to make a judgement, the more likely they will go with their gut long term. That’s why, when it comes to a job interview, first impressions are important to get right the first time. Here are a few tips on how to influence a hiring team with first impressions:

Body Language is often the first thing a person will notice. Often times we are unaware that being nervous or anxious can result in awkward body language that might give off the wrong impression. Becoming aware, in example, by improving your posture and sitting up straight while conversing, will show a level of confidence that will help convince an employer you are the right person for the job. Maintaining eye contact can also help, which will show you are engaged, attentive, and connecting with the interviewer.

Style is another tool that can improve your appearance and confidence while offering a great first impression. Style will help a person demonstrate their personality and assure employers you will show up to work looking neat, tailored, and appropriate. As Nicholas Rule, PhD. researched in his study for PsychCentral, it is nearly impossible to not judge a book by its cover. Because of this, people likely connect a neat and stylish person with one that is intelligent, organized, aware, and successful. Style is something that can be easily, so it’s important to keep this in mind before going into a job interview!

“I like to smile, smiling’s my favorite!” This quote by Will Ferrell’s character in the movie “Elf” pretty much sums up this tip for a first impression. Smiles can make a huge difference in a person’s first impression because it reinforces that a person is friendly, approachable, and cordial. An emotion and smile study by psychologist Paul Ekman at the University of California San Francisco shows that a full smile, even when it’s feigned, can reduce stress and actually make yourself and those around you happier. Being in a positive mood during an interview will leave a lasting first impression. Lastly, don’t be afraid to “smile” and introduce yourself to everyone on your first day of interviewing. This will be a great show of confidence and a friendly gesture to break the ice and show you will fit well with the culture.

4. Intelligence. Employers are looking for candidates who have a certain degree of intelligence when it comes to a particular job position. If the employer reads your resume and thinks you are competent and can add value to the company, you’ve already won half the battle. The next step is to prove all of that during the first-impression, also known as the first job interview. Employers will want to interview those who have a solid work experience, a college degree, or sparkling recommendations. Yet, the candidate needs to still impress the interviewer to get hired. Convince the interviewer you are more than what a piece of paper says. Speak clearly, express your thoughts and be prepared to answer questions about yourself, your past experiences, and the current job position you are applying for. Bringing a notepad and pen to the interview is a great indication you are detail oriented, eager to learn, and are interested to know everything about the job position. Make sure you are knowledgeable about the company too–you don’t want to enter a job interview with absolutely no clue about the organization!

5. Ask Questions: Asking questions on an interview is important when analyzing if you are a good fit for the company. When you ask questions, it indicates you’re paying attention, and also shows you are a serious candidate who is interested in understanding all aspects of the job position and organization before signing on. Listen to the interviewer and ask the right questions to decide if this is a journey you desire.

First impressions can be a positive lasting impression, so make sure your next business venture begins on the right foot!

In our previous post, “How Employer Branding Improves Recruitment,”  we explained why a branding strategy is important for success in business and recruitment. One of the key ways to improve company brand is a powerful marketing strategy that results in the creation of a talent network (also referred to as a talent community or talent pool).

A talent network is a community of individuals who considers a particular organization a preferred employer. That is, they have a positive view of the company overall and believe it would be a great place to work; (and if given the opportunity, would apply for employment).  Individuals who are attracted to a company’s brand may be passive, or might be actively searching for a career change, however individuals within a talent network tend to be more qualified, compatible, and likely to remain with a company long term.  That’s why it’s important for businesses to maintain constant contact and engagement with their followers so when opportunities arise, those who are interested and likely compatible with company culture will be motivated to apply for open positions.

How To Build A Talent Network

Build a Solid Website For Reference

How does a company begin to build a talent network?  First, you need to master your marketing strategy beginning with your company website.  According to a study produced by ManpowerGroup Solutions, 1 in 4 job seekers considered brand and/or company reputation as one of the top three important factors in making a career decision.  9 out of 10 candidates use a company’s website as a primary source for information.  Your website is the virtual real estate of your company.  Make sure your site has all of the information candidates are looking for: benefits, company values, culture, and information about the job itself.    This will shorten the candidate assessment process for recruiters while providing applicants with the information they need to decide if a job is right for them.  For whatever reason, if a candidate decides against pursuing a position, a great experience while visiting your website or during an interview could result in them applying for a suitable position in the future, referring friends and family, and most importantly, becoming a member of your talent community.  It is all about the first impressions and lasting impressions, so make it count!

Have a Presence On Social Media

A powerful website can be a valuable source of information for prospective applicants, however the next step is to market your business and make sure people know you exist.  Luckily, we live in an age of social media.  Because social networking is essentially free and easy to use, companies are using these platforms to post job listings that have the potential to reach thousands, even millions of people within seconds.   According to a SHRM survey, in 2015, 89% of HR professionals used social media to post job advertisements, while 75% used it to contact potential candidates.  77% of those professionals used social media platforms to increase brand and recognition.  Of the most popular social networking platforms used, 96% of professionals used LinkedIn to recruit for candidates, while 66% used Facebook and 53% Twitter.  When it comes to candidates, 1 in 3 used social media platforms to gather information about a company or job position, ultimately leading them to the company’s main website to learn more.  Increasingly, social media is becoming a crucial tool for marketing and building talent networks for companies.  Having a solid presence online will set the tone for what candidates (and clients) can expect and allow them to keep track of your company.

What does a Talent Network Provide The Employer and The Candidate?

For the employer:  Talent networks provide employers a source of qualified and potentially loyal candidates.  It provides a go-to list of individuals with certain skill sets and compatibility that can help a company grow in times of need.   Talent pools usually consist of all different levels of work experience, ranging from entry-level to upper-management, so recruiters have diversity and flexibility.  Because recruiters are often burdened with the stress to fill a position quickly, talent communities can help avoid the predicament of hiring someone only to realize they are not a good fit.  With a solid talent network that is parallel to your industry, employers can proactively recruit and alert the most qualified prospects for their jobs.

For the candidate: For candidates who are supportive of a particular company, remaining connected through a talent network is a great advantage in the long term.  Individuals who have applied for positions in the past or who are not necessarily considering a career change might find themselves influenced by an open opportunity once announced.  According to CareerBuilder, organizations with managed employment brands could source more than 60% of the labor market.  That’s because people already know what to expect!

Overall, talent networks are key for successful recruitment and business growth.  Build a website, mark your territory on social media, promote your business, and remain engaged with your audience and they will never forget about you! 

“I believe in talent communities, in attracting and engaging with people as early as possible.  if you wait until you need them, you don’t have the luxury of time and you don’t have the same depth in the talent pool.  they are probably also already  interviewing-and you have increased your competition unnecessarily.” – Lisa Schiller, VP of Client Delivery of ManpowerGroup Solutions

Building a talent network without an ATS & CRM solution can be difficult.  Learn more about how Pereless Systems can streamline your recruitment process in more ways than ONE!

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Marketing your company and career opportunities to potential candidates can be difficult.  In today’s tough job market, businesses are looking for new ways to engage, attract, and retain top talent while candidates are searching for specific indicators to help them decide which company they should work for.    There are many tools candidates can use to research a business in depth; and those tools should be provided by a knowledgeable company.  So, if you’re having trouble attracting and retaining top talent, you may need to do a full review of your strategies and make sure you are covered on all basis.  Below are a couple ways to get back on track and engage the talent you need!

Engage By Catching Their Attention

To get your company or job positions out into the public eye,  you and your team need to develop a well-managed and effective marketing strategy.  This includes vital steps such as partnerships with different career sites, advertisements through blogs and other digital venues, outgoing emails linked to your personalized website, and of course social media postings.

The use of Sponsorship is a creative way to revitalize your marketing strategy.  While sponsoring a brand or individual may be expensive, it is a reliable way to attract potential candidates. For example, imagine sponsoring a professional athlete. Professional athletes are admired by fans for the respect that they have on and off field. The people that these athletes attract could be in the millions, so envision the amounts of followers that these athletes have on their social media accounts. Sponsoring a player for a specific event not only helps to boost your reputation but also attracts people that may be curious and interested in learning more about your company.

Social media is not something you want to neglect, so always remember to update your social media page. This allows you to branch out and interact with your audience, become aware and involved in new trends, and most importantly, advertise yourself in the best way possible. Keeping a social foot forward in this world can, and has helped attract new candidates to companies.

Attract By Focusing On The Individual, Rather Than Generalizing To The Public

When you send out that first email to a prospective candidate, you are looking to spark their interest in your company right away. A generalized email describing your company may not attract the candidate that you really want.  Attempting to individually relate to your candidates and make them feel comfortable should be the goal. Do some research, gather information on their successes, and relay why they’d be a great fit in the email. Don’t be afraid to mention the successes you and your company have had over the years. Company reputation is another great way to attract potential candidates.  By personalizing emails, you help to ensure that when the potential candidate clicks into it, they are not immediately clicking the trash bin at the top of the screen. Remember, clicking into and actually engaging are two different things! One may lead to failure and one may lead to success.

Retain By Knowing What’s Best For Your Company

So you’ve marketed your company successfully and a potential candidate has agreed to a conversation. What is the next step? The next step is to convince them why they should work for your company.  The only way to do that is to show them proof of how great your company really is! Knowing your company assets inside and out will help to make the sell a much simpler process.  A great way to do this is by involving your team. There’s no better way to introduce candidates to company culture than by allowing those who already work there engage your prospects. Employees who can interact with applicants and give clear insights to the foundations of your business will help clarify what is expected and promote a team atmosphere serious candidates will appreciate.

Written by: Nolan Pereless