Building a Strong Company Culture

Strong Company Culture

66% of those looking for new jobs consider company culture and values to be an important factor when considering an organization and most successful companies have a strong company culture. Company culture is the shared values, mission, ethics, and expectations of an organization. It affects every part of your organization from leadership styles to goals and expectations, the work environment, communication policies, and even branding. It is evident in how decisions are made and how employees interact with each other and your customers. Here are four things to consider when building a strong company culture.

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Starting Today, ‘Ban the Box’ Amendment Goes into Effect in NYC

Employment expert speaks on the Fair Chance Act and what employers need to know

Ban the BoxToday New York City’s “Ban the Box” Amendment officially went into effect. The amendment offers new protections for job applicants with a criminal history.  And effective Dec. 31st, states across the country will be required to follow suit.

“Currently, 35 states, along with Washington D.C. and several cities, have ‘Ban the Box’ regulations in place. Corporations like Starbucks and Facebook also have similar hiring regulations in place,” says Rob Wilson, President of Employco USA and employment trends expert. “But come December, this is will be the first time that a federal amendment is put into place protecting the 70 million Americans who have a criminal offense in their past.”

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How A.I. is Revolutionizing the Hiring Process

Employment trend expert explains how robots are the new recruiters

RobotThe interview process is always nerve-wracking for job hunters, but now instead of facing a hiring manager, applicants might find themselves dealing with artificial intelligence agents before finally meeting a real person from their desired firm.

“Artificial intelligence has been a hot-button topic when it comes to how robots could replace minimum wage workers in fast-food environments and beyond,” says employment trends expert Rob Wilson, President of Employco USA, a national employment solutions firm. “But there is another piece to this puzzle, which is the way in which companies are now using A.I. to simplify and streamline their recruiting and hiring process. For example, beauty giant L’oreal uses chatbot Mya to interview applicants in the first stage of sorting through candidates.”

Meanwhile, JPMorgan Chase & Co. is using technology from New York City-based tech startup Pymetrics in which job applicants are tested with fast-paced decision-making games in order to see if they have a chance to earn a spot at the investment firm.

However, some critics say that these artificial intelligence measures could pose legal concerns in the future.

“Just last year it was discovered that Amazon’s latest A.I. hiring bot was discriminatory against women,” says Wilson. “And others say that these measures such as the Pymetrics hiring games will be discriminatory against those with learning differences or those who are older and have less technological skill.”

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5 Tips for Using Social Media Effectively in Recruiting 

Employment expert Rob Wilson shares best practices for hiring employees through social media

A recent Society of Human Resources (SHRM) study found that 84 percent of organizations are now recruiting on social media, up from 34 percent in 2008. “Clearly, using social media as a recruiting tool is here to stay,” said Rob Wilson, President of Employco USA. “Knowing when and how to use social media effectively, and correctly, to recruit candidates can help hiring managers not only find and vet talent but also reduce costs.”

Here are Wilson’s five best practices for recruiting using social media.

  1. Build your reputation as a great place to work

More and more, candidates look for companies that offer a great culture.  With talent shortages in key industries, nurturing and showcasing your company’s culture and how employees feel about working for you could be the difference in meeting your hiring objectives. “Workplace branding can help reduce a business’s cost to hire and its ability to attract quality candidates,” says Wilson. “Most job seekers today expect to be able to learn about a company’s culture not only through its website and social media profiles but also through third party sites like Glassdoor.”

  1. Use your company’s social media profiles strategically

In addition to having a careers section on your website listing openings, companies should also create profiles on popular social media sites such as LinkedIn, Facebook and Twitter. Beyond posting jobs, companies should build relationships and engage with potential candidates by sharing interesting information about the company, its culture, events, news and photos. Wilson suggests companies build their network by connecting to current and former co-workers to start.

  1. Leverage your employees

Ask employees to share job openings through their social media. “While they many not have a candidate to refer, someone in their network might,” says Wilson. “Referrals are still one of the best ways to source talent.” In addition, create a culture where employees are encouraged to share why the company is a great place to work. Empower them to post photos on Facebook, Tweet or share insights on LinkedIn about the culture. According to a 2014 survey from Monster, 65 percent of respondents would consider an opportunity for a new job if they learned about it from a personal connection.

  1. Track results

Track and measure your results against your efforts.  Experiment with your postings by changing words and images.  Evaluate what is or isn’t working and why. Replicate your successful strategies and tactics.

  1. Minimize legal risk

In addition to attracting candidates, social media can be a great tool for vetting candidates.  However, recruiting managers should be wary of potential legal risks when using social media for this purpose, warns Wilson. “You can learn a lot about a candidate from looking through their social media profiles, including things you wouldn’t be able to garner from an interview, such as age, marital status and other protected characteristics.”  Wilson recommends that HR professionals and hiring managers are trained and knowledgeable about recruiting laws and what’s appropriate when using social media to vet a candidate.

“Social media is only one tool in the recruiting arsenal, and it may not be right for every business, but when it is used effectively as part of a broader recruiting strategy, it can help companies attract and hire candidates at a lower cost,” says Wilson.

For more on this topic, please contact Rob Wilson at