The Talent Scout: Recent Episodes
Scout Talent
Have you ever struggled to fill a tough role at your organization? Us too. That's why we started the Talent Scout, to try and share some of our collective knowledge so that you can stay ahead of your competition when it comes to the race for top talent.
The Talent Scout is hosted by Shane Keane, a recruitment marketing expert, and is supported by a team of recruitment experts with over 50 years of recruitment experience combined.
Every week Shane will cover everything from how to write job descriptions to how to ensure your top candidate signs on the dotted line and he will do it all with his distinct brand of sass and sarcasm.
The Talent Scout is brought to you by Scout Talent, a recruitment software and services provider. For more information, please see: https://scouttalent.ca/
How many workers wear pyjamas while working from home? How many continue to opt for a business casual dress code? Listen to the latest epsiode of The Talent Scout podcast to discover all you need to know about dress codes in this new remote centric world.
These days, the majority of recruiters use social media to screen their candidates. However, studies show that social media can lead to bias. So what's the solution? Listen to find out more.
Welcome back for another episode of The Talent Scout. During this episode, your host Hilary Kelleher, takes you through the interesting statistic of the fortnight. Spoiler alert: this time it relates to employee burnout. Next up is the main episode topic: employee benefits. We've scoured the data so you don't have to, to find out what benefits actually attract and retain employees.
Finally, listen to the recruitment industry news from the past weeks. Let's just say, the odds are in the favour of the jobseeker, and the world's largest organizations are bearing the burden of increased competition.
Epsiode 66 of The Talent Scout is absolutely packed with interesting information for recruitment professionals. Firstly, we're discussing employer-candidate communication, as recent studies identify lack of communication between both parties as the biggest recruitment problem of all. Secondly, we discuss the 4 ways that your current employees can lend a hand to your recruitment or HR team during the recruitment process. As they say: every little helps!
Finally, our host Hilary will go through the most interesting recruitment news from across the globe.
Got questions or want a shout out? Email hello@scouttalent.ca.
We're back with another episode of The Talent Scout. With recruiters struggling to find the right talent as the job market picks up, writing an amazing job advertisement is more important than ever. We'll take you through our top tips on writing a great job ad, as well as discussing the latest recruitment industry news, and filling you in on our statistic of the fortnight.
There's been some changes with the Talent Scout Podcast. From now on, we will be releasing a new episode every 2 weeks. We also have a new host, Hilary Kelleher. That's not all that's changed... we also have a new format! As well as the usual tips around each episode's recruitment challenge, we will chatting about our statistic of the episode, as well as a round-up of the fortnight's recruitment news. If your recruitment or HR team need help with their talent acquisition, or are looking for recruitment software, check out scouttalent.ca.
There's been some changes with the Talent Scout Podcast. From now on, we will be releasing a new episode every 2 weeks. We also have a new host, Hilary Kelleher. That's not all that's changed... we also have a new format! As well as the usual tips around each episode's recruitment challenge, we will chatting about our statistic of the episode, as well as a round-up of the fortnight's recruitment news. If your recruitment or HR team need help with their talent acquisition, or are looking for recruitment software, check out scouttalent.ca.
For more information please go to https://scouttalent.ca/?p=3125&preview=true (https://scouttalent.ca/the-importance-of-onboarding/)
For more information go to www.scouttalent.ca/amplify-employer-brand-candidate-experience
For more information go to www.scouttalent.ca/using-an-ats-to-promote-diverse-and-equitable-recruitment
For more information please go to https://scouttalent.ca/how-to-build-an-effective-talent-pool
For more information please go to https://scouttalent.ca/kickstart-your-recruitment-with-an-ats/
For more information please go to www.scouttalent.ca/the-talent-scout-episode-57-how-to-maintain-and-strengthen-your-company-culture
For more information please go to www.scouttalent.ca/recruitment-marketing-pitfalls-2021
For more information please go to https://scouttalent.ca/?p=2992&preview=true (https://scouttalent.ca/lms-benfit-scout-talent/)
For more information please go to https://scouttalent.ca/learning-and-development-strategy-impact/
For more information, please see: https://scouttalent.ca/?p=2952&preview=true (https://scouttalent.ca/the-dos-and-dont…onal-recruitment/)
For more information, please see: https://scouttalent.ca/how-to-eliminate-unconscious-bias/ (https://scouttalent.ca/how-to-eliminate-unconscious-bias/)
For more information, please see: https://scouttalent.ca/when-is-the-right-time-to-invest-in-a-learning-management-system (https://scouttalent.ca/when-is-the-right-time-to-invest-in-a-learning-management-system)
For more information about this episode, please visit: https://scouttalent.ca/executive-recruitment-in-2021 (https://scouttalent.ca/executive-recruitment-in-2021)
For more information on this episode, please see: https://scouttalent.ca/how-to-implement-a-learning-management-system-lms (https://scouttalent.ca/how-to-implement-a-learning-management-system-lms)
For more information on this episode, please see: https://scouttalent.ca/how-to-bring-your-teams-training-plan-to-life-online (https://scouttalent.ca/how-to-bring-your-teams-training-plan-to-life-online)
For more information about this episode, please visit: https://scouttalent.ca/shortlisting-and-selection-for-executive-level-candidates (https://scouttalent.ca/shortlisting-and-selection-for-executive-level-candidates)
For more information about this episode, please see: https://scouttalent.ca/recruitment-marketing-and-candidate-attraction-for-executive
For more information about this episode, please see: https://scouttalent.ca/scout-talent-vs-recruitment-agencies
For more information about this episode, please visit: https://scouttalent.ca/scout-talents-tips-and-tricks-for-executive-recruitment
For more information about the content of this episode, please see: https://scouttalent.ca/why-an-ats-is-important-for-recruitment-in-2021
For more information on this podcast, please see: https://scouttalent.ca/?p=2757&preview=true (https://scouttalent.ca/)scout-talents-guide-to-recruitment-in-2021/
For more information about this episode, please visit: https://scouttalent.ca/the-talent-scout-end-of-year-wrap-up/
For more information related to this episode, please see: https://scouttalent.ca/shortlisting-selection-best-practices/
For more information about this episode, please visit: https://scouttalent.ca/candidate-attraction-during-the-holiday-season/
For more info about this episode, please visit:. https://scouttalent.ca/assisting-during-the-second-wave/
For more information on this episode, please see: https://scouttalent.ca/scouts-guide-to-successful-rating-ranking-and-initial-screening/
For more information about this episode, please visit: https://scouttalent.ca/recruitment-trends-to-watch-out-for-in-2021/
For more information about this episode, please see: https://scouttalent.ca/candidate-survey-2020/
For more information and to download out guide to powerful interview questions, please go to: https://scouttalent.ca/powerful-interview-questions
For more information on this episode, please see: https://scouttalent.ca/?p=2595&preview=true (https://scouttalent.ca/hrisvsats/)
For more information and to download the guide related to this podcast, please visit: https://scouttalent.ca/a-guide-to-better-shortlisting-selection
For more information about this episode, please see: https://scouttalent.ca/how-to-use-an-ats-to-improve-your-recruitment-results-during-times-of-high-unemployment
To download the guide that this episode is based on, please visit: https://scouttalent.ca/the-biggest-mistake-in-recruitment-and-how-to-avoid-it
For more info about this episode and to download the handbook, please visit: https://scouttalent.ca/the-recruitment-for-social-media-handbook
For more information about this episode, please see: https://scouttalent.ca/5-steps-to-successful-employer-branding
For more information about this episode, please see: http://scouttalent.ca/the-talent-scout-episode-28-everything-you-need-to-know-about-executive-recruitment To watch the full webinar that this episode is based on, please see: http://scouttalent.ca/everything-you-need-to-know-about-executive-recruitment-2/
For more information about this episode, please see: http://scouttalent.ca/the-talent-scout-episode-27-how-to-pick-your-recruitment-technology
For more information about the product that is mentioned throughout this post please see: http://scouttalent.ca/product/essentials/ (http://scouttalent.ca/product/essentials/)
For more information about this episode, please see: http://scouttalent.ca/the-talent-scout-episode-24-how-to-use-an-ats-to-improve-your-candidate-experience/ (http://scouttalent.ca/the-talent-scout-episode-24-how-to-use-an-ats-to-improve-your-candidate-experience/)
For more information on this episode, please see: http://scouttalent.ca/the-talent-scout-episode-23-how-to-successfully-navigate-the-candidate-market-in-2020/ (http://scouttalent.ca/the-talent-scout-episode-23-how-to-successfully-navigate-the-candidate-market-in-2020/)
For further breakdown and details of this episode, please visit: http://scouttalent.ca/the-talent-scout-episode-21-how-to-manage-seasonal-recruitment/ (http://scouttalent.ca/the-talent-scout-episode-21-how-to-manage-seasonal-recruitment/)
For more information and resources mentioned in this episode, please visit: http://scouttalent.ca/the-talent-scout-episode-20-how-to-replace-google-hire/ (http://scouttalent.ca/the-talent-scout-episode-20-how-to-replace-google-hire/)
For more information about this episode, please visit: http://scouttalent.ca/how-to-pick-a-winning-candidate/ (http://scouttalent.ca/how-to-pick-a-winning-candidate/)
For more information about this episode, please visit: http://scouttalent.ca/the-talent-scout-episode-19-what-do-candidates-actually-want/ (http://scouttalent.ca/the-talent-scout-episode-19-what-do-candidates-actually-want/)
For more information on this episode, please see: https://scouttalent.ca/the-talent-scout-episode-18-when-to-work-with-recruitment-companies/ (https://scouttalent.ca/the-talent-scout-episode-18-when-to-work-with-recruitment-companies/)
For more information. see: https://scouttalent.ca/the-talent-scout-episode-18-how-important-is-diversity-in-your-hiring/ (https://scouttalent.ca/the-talent-scout-episode-18-how-important-is-diversity-in-your-hiring/) Sources: https://blog.bonus.ly/diversity-inclusion-statistics (https://blog.bonus.ly/diversity-inclusion-statistics) https://builtin.com/diversity-inclusion/diversity-in-the-workplace-statistics (https://builtin.com/diversity-inclusion/diversity-in-the-workplace-statistics) https://www.theladders.com/career-advice/study-ethnic-sounding-name-employers-fewer-calls-back (https://www.theladders.com/career-advice/study-ethnic-sounding-name-employers-fewer-calls-back)
For more information on this episode, please visit: https://scouttalent.ca/the-talent-scout-episode-16-video-interview-best-practices/ (https://scouttalent.ca/the-talent-scout-episode-16-video-interview-best-practices/)
For more information, please visit: https://scouttalent.ca/the-talent-scout-episode-15-employer-branding-best-practices/ (https://scouttalent.ca/the-talent-scout-episode-15-employer-branding-best-practices/)
Today we’re going to talk about how to recruit remote workers and how to do it digitally. As the world maintains varying levels of lockdown and social distancing recruitment can now only exist digitally. A couple of caveats before we get into the nuts and bolts of this topic. The first is that if your organization plans to survive this crisis then you are by default planning to recruit again because companies that are succeeding are recruiting. The second is that if you’re maintaining a hiring freeze until all of this blows over, cool. That’s certainly an approach and it might pan out well for you and then you can go back to a more traditional in person recruitment approach. But if this new world of social distance and quarantine becomes the new normal and lasts a bit longer than any of us are comfortable with, you may be glad that you put in the work now to develop a fully digital recruitment process. The third is that highly digital processes being operated by good recruiters are better, they’re way more candidate friendly, can easily promote your Employer Brand, and they often make a recruitment process more efficient. So with that all in mind, you can view this forced shift to digital as a chore or an opportunity. This time can be used to make your recruitment process better and more robust. Or you can resist against change and hope that things will go back to how they once were. Maybe they will.
Now, with all of that context out of the way, let’s get down to business. Our recruitment cycle goes from a need being established, to a job description drafted, a recruitment marketing campaign is then deployed, you get your candidates and shortlist them, you run a couple of rounds of interviews with stakeholders, you check the background and references of your ideal candidate as well as offering them the role, fingers crossed they say yes and once they work their notice they join their organisation. Then you spend the next however many days trying to onboard them. Even just listing all of that was exhausting. But where are the challenging areas when it comes to digital?
Writing job descriptions and developing advertising campaigns is a relatively digital process for most of us now. If it isn’t, if you rely on adverts in news papers and billboard adverts you may need to rethink your strategy. Those approaches weren’t cost effective before all of this and they certainly aren’t now. Headhunting through digital mediums is also a very useful addition to advertising campaigns at the moment; if you’re looking for something specific you don’t want to be spammed by resumes that don’t meet your qualifications by posting on a job board – that’s where headhunting comes in to play.
The one area I’m sure we’ve all identified as a challenge for the digital world is interviews. Face to face interviews can still exist. But we’re going to be carrying them out over Skype or Zoom now. The important thing here is communication. While, if you’ve been doing this for a few weeks, you may have carried out hundreds of video interviews – this may be all new for your candidates. So communicate with them clearly and openly. I had a friend who was recently hired for a role that told me after her initial screening call she was sent a calendar invite for an interview and she didn’t know if the interview would be over phone or through a visual medium using the internet right up until her mobile phone was called and the interview began. Tell your candidates what they should expect from you. Make it clear to them what your expectations are and how that even though they’re doing this interview from home, it is no different from any other interview they’ve ever been part of.
Equally, when it comes to moving your recruitment process to something more digital, another big challenge is onboarding. Now some recruiters don’t consider onboarding to be a part of the recruitment process but we know that up to...
How much can you ask of a candidate? Well, much like everything in the world of Recruitment, it’s a bit of a tricky question without a clear cut answer. How much can you ask of a candidate? Well, not much. But that not much might look different depending on the seniority of the role or where your candidate is in your process. Your brain may have already gone to the simplest solution – we won’t ask anything of a candidate. We’ll interview them based on the resume they submit and hire based on the combination of both. Well, first of all, good luck. That’s a lot of work. But secondly. That may not work: Ask too little – Candidate becomes uninterested. It doesn’t feel like they’re earning the role. Ask too much – Candidates decide the role isn’t worth it. Candidates want to feel valued. They want the chance to sell themselves, but they also don’t want to carry out a long case study for you and essentially feel like they’re giving you valuable work for free. It’s all about striking a balance. Let’s step by step our way through a recruitment process and talk about how much you can ask of a candidate. Pre-interview At the very beginning, a candidate hits apply on your job description and they reach the first hurdle we put in front of us. Virtually all of us will ask a candidate for a resume. Most people will have a resume ready to go so that’s not too much to ask of a candidate. Lots of us will ask for a cover letter and further information from screening questions. This is where we can start to lose people. Cover letters are often rarely read. And even if they are read it rarely gives useful information. Screening questions are great to a point. The average candidate is happy to answer some screening questions usually up to about 10, but after that you’ll start to lose them. After your third or fourth long-winded text box question suddenly your talent competitors who are looking for the same person seem much more appealing. But worst of all, screening questions that duplicate the work of a resume or cover letter. Nothing irritates a candidate faster than having to type in their employment history while also attaching a resume.
Interviews This brings us on to interviews, which is already asking a lot, given that it may involve multiple conversations with multiple people. This takes time, which is a huge ask and truly shouldn’t be underestimated. If you’re asking someone to essentially sell themselves to you for a portion of their day, you need to respect that ask. For more senior or technical candidates it’s certainly acceptable to ask them to prepare a short presentation, but keep it very specific, concise, and relevant. Take-home assignments This, of course, brings us on to take-home assignments. For some roles, they’re very relevant. But they’re certainly not relevant for all roles. If you can’t justify why you’re asking a candidate to carry out an assignment then you need to take that assignment out of your process, because you’re going to lose candidates with it – especially the good ones who will know they don’t need to do it to apply. If your assignment is role relevant, it can be a really effective way to keep candidates engaged. Just make sure it’s useful. There is nothing worse than wasting both a candidate’s time and your own time. Post-interview Once you’re down to your shortlisted candidates and you’re carrying out some culture fit interviews this is where you need to start bending over backwards for your candidates. These are the cream of the crop. By this point you want them in your organization, so make sure they feel that. If they’re meeting the team for breakfast or having a walk around the office, make sure you work around their schedules and give them the royal treatment. This is where you can ask the least and potentially lose the most. We should be making things as easy as possible for our...
A change of pace as Shane talks this week about some positive things that organizations are doing to help their employees during this time.
The world is changing quickly. Far quicker than some of us would like it to. Who knew during the holidays last year or hell, even a month ago that this is what 2020 was going to shape up to be. Who knows where we’ll be in a couple of weeks or maybe even a couple of days. I’m sure what I’ve just said is hardly reassuring but I truly am not trying to scare you. The environment has changed around us, we must accept it, and we adapt to it as best we can. Fighting against it just isn’t a viable option anymore. That said, it seems the theme of the moment or method of adaption in the business world right now is, control. Everyone’s trying to weather the storm by closing their fist tighter and holding on to what they’ve got. If control is what you’re after then outsourcing your recruitment may be the way to go. That probably seems very counter intuitive, how does outsourcing give us control. Well, bare with me for a moment while we talk this through a little bit.
At it’s most basic level, an applicant tracking system is a tool that recruiters and hiring managers use to collate and keep track of the roles they have open for the available opportunities within their organization. There are a whole host of other add ons and bells and whistles that can and should help to improve your overall recruitment process, but at it’s simplest, an ATS keeps all of your applicants and candidates in one place and most importantly it helps to prevent candidates from falling between the cracks. For further show notes, see:
In 2020 we’ve got automation, machinery, AI, and countless other tools and tricks to make our Recruitment Processes simpler and easier. New and exciting tools are appearing every day that are allowing us to segment our applicants and find top talent quicker than ever before. It’s pretty awesome. But it’s not everything. Time and time again studies have shown that AI and automation are most effective when partnered with a skilled human. That couldn’t be more true in the case of recruitment because fundamentally recruitment is human. Join Shane this week as he walks you through how best to keep the balance between automation and the human element in your recruitment.
In our lifetimes, there will be uncountable catastrophes. The important thing is how we respond to them. Right now the Corona Virus is testing us in so many different and unexpected ways. From a purely business perspective the rapid spread of the virus has caused economic uncertainty and the looming shadow of a global recession. At a more granular level some of us are struggling to even get to work in the first place. If people can’t even make it to work, then what does this mean for recruitment? Join Shane this week as he tries to explain some simple ways you can help keep your recruitment efforts on track and prepare for any future times of crisis.
Recruitment is incredibly hard and headhunting in particular is probably one of the hardest and most time consuming types of recruitment you can undertake. Which probably begs the question of; why do we do it? Join Shane this week as he gives you a crash course in how to ensure your headhunting efforts are being focused in the correct direction! Read more here:
Join Shane this week as he walks you through how to write job descriptions that really work to help attract your perfect candidates.
For those of you that may not know, the purple unicorn, sometimes referred to as the purple squirrel, is what Recruiters and Hiring Managers refer to as their ideal candidate. The one that checks every single box along with several that you didn’t even realise you wanted. They’ve got the exact right experience, the exact right skillset, the perfect background, and they were a delight to interview. And much like a purple unicorn. They don’t exist. Or at the very least they don’t exist for the vast majority of us. Join Shane this week as he explains why finding your ideal purple unicorn may not be necessary and how to attract the next best thing.
When it comes to screening your candidates, there are a myriad of approaches that people use. From the simple phone call to the more sophisticated screening questions powered by an Applicant Tracking System. Which method you use will usually come down to what suits your organization and the role in question and nearly all methods can work in different situations except those pre-interview tests and assessments that some of the job boards like Indeed and LinkedIn have started to role out, those are absolute garbage! I mean imagine the disrespect a candidate feels when they try to apply for a role with you, only to realize they have to complete a time consuming examination prior to completing your application process and submitting a resume and cover letter. That doesn’t exactly represent your company in a great light, and if you think it does I beg you to realize the error of your ways. Imagine expecting a candidate to spend an hour or more of their time applying to your company without them ever having received even a phone call. That’s an insane expectation to have. Here at Scout Talent when it comes to screening candidates as part of our recruitment process we find the combination of screening questions and video interviews to be a real cornerstone of our recruitment process. It’s not the whole process, we do see the value in face to face in person interviews as well, but given the cost in time and productivity involved in an in-person face to face interview we feel it’s best that you save that only for your cream of the crop candidates. Our starting point is screening questions. Most Applicant Tracking Systems like Scout Talent will allow you to ask applicants pretty customizable questions. There is a caveat to this. Respecting your candidates time. You’re going to want to restrict yourself to between 5 to 7 screening questions. I’d say as a rule of thumb you’ll want to ask a few yes no functional questions like ‘do you have x degree’ or ‘do you have 10+ years of experience’ before going on to a more open-ended long text question to give you a flavour of the candidate’s motivation and communication skills. Between that information and the resumes you gather it should give you a pretty good insight into which candidates you want to interview and depending on your role that may be too many to invite in for a face to face meeting. Or if you’re in a remote location it’s likely too expensive to bring individuals in for a face to face meeting after just a quick review of written information. This is where video interviews come into play and they’re something we’re really passionate about here at Scout. Using free software like Skype you can have an impactful face to face conversation with a candidate that’s convenient for both of you in terms of time spent. I know a lot of people are married to phone screening because change is scary and wifi is unreliable in some areas. Sure, I get it. But give video interviews a go, I promise you won't regret it. When we’re thinking of candidates, which hopefully we always are to a certain extent. Video interviews are much more candidate friendly than face to face interviews are. With video interviews candidates don’t necessarily have to get time off of their work. We all have a smart phone now and candidates can easily step into another room or out to their car. Internally at Scout we seem to interview a lot of candidates in their car. But that 20 minute conversation in a car is much more preferable to a candidate than having to book half a day off of work. We often forget the candidate effort that goes into the recruitment process. People invest a lot of time into applying for the jobs we put out and jumping over the hurdles of our recruitment processes. Now overall I’m not saying replace your face to face meetings with video interviews, not entirely. You should still be absolutely meeting the person who is going to be working with you in person before hiring them. But use face...
Welcome to The Talent Scout! In this episode we will introduce you to your host Shane Keane and give you a taster of what you can look forward to every week from us. Shane is a recruitment marketer and every week he's going to be joining you on your commute, or wherever you like to listen to podcasts, to talk about what’s big and what’s challenging in recruitment with his distinct personal style and an occasional sassy comment thrown in for good measure. He’ll be covering everything recruitment with episodes on how to keep recruitment human, how to find your purple unicorn, the best method for screening applicants and how to position yourself in this tough Employer Branding market. So hit subscribe and get ready to learn how to bring your recruitment processes and your employer brand to the next level!
Recruitment in Canada In 2020 As a subject of many forecasts and market predictions, the year 2020 has been greatly anticipated. This is especially true for HR consultants, companies, and employers as a whole who have been paying close attention to expert opinions and predictions on recruitment in 2020. Over the last five years, HR experts and industry stakeholders have analyzed and proposed drastic measures to mitigate the looming recruitment horror that is based on the skills shortage in Canada. However, the fact remains that hiring and managing a workforce will be a challenging feat in the year 2020. Throughout this article we're going to share two powerful strategies to future-proof your organization so you can continue to attract the best talent. Amid the turmoil, experts project that only the prepared and focused employers will prove successful. Thus, the question is what should you focus on? and where should you begin as a brand? As an employer or human resources manager, a good place to begin will be to consider the current state of recruitment in Canada in an effort to understand and identify the critical measures to take in 2020. The unemployment rate in Canada is down to 5.5%, and on the whole, recruitment in Canada is quite. In addition to that, employees across Canada have employment tenure of 8.5 years on average before moving on to the next job. This is being reduced by the influx of millennials into the labor market as millennials move from job to job in search of better opportunities or to advance their professional career. Amid the shortage of skilled labor, hiring and retaining individuals in certain professions can prove to be even more challenging for a number of reasons. Prime among these professions are registered and licensed practical nurses, truck drivers, college-level lecturers, and welders to name a few. These professionals are highly aware of their value, and it shouldn’t be a surprise to any employer that hiring and retaining one can be tricky. There are various reasons for the short employee tenure and the rising complexity in recruiting a skilled workforce. This could be profession-dependent or not. Largely, it can be blamed on the aging workforce, and partly on the lack of interest to go into this profession on the part of new individuals. Plumbers, for instance, can make a lot more money working for themselves on average than they can while working for someone else, which makes it difficult to recruit for such roles. The situation is so pronounced that institutions even offer students automatic employment on completion of their program. This is done in a bid to attract skilled labor. In the current decade, employers of skilled labor will need more than attractive job descriptions to attract competent personnel in any field, be it sales, project management or even plumbing. To recruit the professionals you need, you must develop a strong employer offering, knowing that you are competing with other companies to attract professionals. Employer Branding is the Key Starting off as a buzzword, employer branding has become a requirement for employers in the current decade. Recruiting competent professionals in any field has gone beyond crafting pretty job descriptions, hence, to attract and retain the right talent, you must combine the efforts of your marketing, recruitment, and internal communications team to develop and maintain a viable employer brand. If you don't already have employer branding in place, a good place to start would be to perform a stance check. The first step is to achieve this is to analyze your HR policies, and check if they are making things easier for your employees or the contrary. Is it easy to access your maternity leave? What does your sick leave look like? How many days of vacation do you offer your employees? These are critical things that would make your employer brand enticing or generally unappealing. You