It's not just the enthusiasts and advocates who've already started buzzing about how Web3 will transform the world of hiring; plenty of people who were once naysayers are now starting to see the value and benefits of this industry. In fact, thanks to the rapid acceptance of blockchain technology, terms like 'Web3', 'metaverse', and 'decentralised autonomous organiations' are starting to sound more familiar.
Not only is the demand for skilled and experienced talent in this space seeing a spike, the methods of recruiting are also radically different from that of traditional methods we're so used to seeing. Greg Isenberg, CEO, Late Checkout, had this to say about getting a job in Web3: "You apply for a job; it scans the blockchain, and rates your set of on-chain experiences and credentials; if above a certain rating, you’re hired within 60 seconds. No prejudice, no wasted time, no pain. Just a quick yes or no. This is a big deal."
With that in mind, companies and recruiters the world over are quickly learning how to adapt and find the best methods in order to source, attract, and onboard the top Web3 talent. According to Melbin Thomas, co-founder, Sahicoin, "There’s a massive migration of top talent from mega employers in Silicon Valley (Google, Amazon and Facebook) into the Web3 ecosystem due to lucrative pay packages and exciting opportunities." He went on to add that in the past year alone, crypto job postings went up by 400% globally!
With industry experts reporting that the majority of newly recruited talent learn on the job itself, it’s no surprise that Web3 companies are also actively hunting for talent who have core traditional skill sets. It has become even more evident how important it is to make a good hire for your company, which is why we've come up with this comprehensive guidebook, so you can source and onboard some of the best minds in the industry!
"Is there actually a shortage of developers, or is there a shortage of developers who are able to think about what the next generation of internet will look like? And that's a more challenging task from a recruiting standpoint.”
Dietrich Ayala
Being part of the Human Resources (HR) team, you would be faced with a myriad of day-to-day tasks like coming up with compensation and benefits packages, assessing the unique training needs of each and every employee, as well as measuring employee retention and turnover rates, to name just a few. If that weren't all, you would also be required to craft a number of professional emails and/or letters to address a variety of scenarios. Now, imagine if on top of all that, you were asked to come up with suitable job descriptions for a few new positions that have opened up at your company. Don't worry, because this comprehensive list has you covered for all the more popular tech and digital roles!
Software engineers are computer science professionals who, in the simplest terms, focus on code. Apart from having to build your own systems, a software engineer would also need to test, improve, and maintain software built by other engineers. By taking the first steps into software engineering, you can then progress as a front-end engineer, back-end engineer, full-stack engineer, software tester, mobile app developer, data engineer, security engineer, and many more! Here are job description templates for some of the more popular career paths:
1) Front-End Developer: Front-end developer template
2) Back-End Developer: Back-end developer template
3) Mobile Developer: Mobile developer template
4) Software Engineer (junior): Software engineer (junior) template
5) Software Engineer (senior): Software engineer (senior) template
6) Full Stack Developer: Full stack developer template
7) Software Tester: Software tester template
8) Application Developer: Application developer template
9) Tech Lead: Tech lead template
10) Engineering Manager: Engineering manager template
Just like how the aim of DevOps is for the continuous innovation and faster delivery of software from development through operations, Cloud Operations also call for continuous operations and improvement – but in cloud environments. These branches are so important for companies that not only want to achieve digital transformation, but are also keeping up with the increase in cloud tech, as well as the shift towards streamlined deployments and greater automation. Check out these job description templates for some of the more popular career paths:
11) DevOps Engineer: DevOps engineer template
12) DevOps Architect: DevOps architect template
13) DevOps Manager: DevOps manager template
14) Cloud Engineer: Cloud engineer template
15) Cloud Consultant: Cloud consultant template
16) Cloud Architect: Cloud architect template
As new cyber threats and technological shifts emerge, there's a more urgent need for companies to defend its infrastructure and boost capability development, such as technical capabilities to detect and analyse malicious cyber activities. As a result, the demand for cybersecurity professionals has become higher than ever. At its core, cybersecurity is all about securing and protecting sensitive data, in addition to protecting critical systems and sensitive information from digital attacks. These job description templates for some of the more popular career paths are what you need:
17) Cybersecurity Analyst: Cybersecurity analyst template
18) Cybersecurity Consultant: Cybersecurity consultant template
19) Penetration & Vulnerability Tester: Penetration & vulnerability tester template
20) Cybersecurity Engineer: Cybersecurity engineer template
21) Cybersecurity Architect: Cybersecurity architect template
22) Chief Information Security Officer (CISO): Chief Information Security Officer template
23) Network Engineer: Network engineer template
24) Network Architect: Network architect template
Talent in product management is one of the most prized (similar to the software engineering expertise), because of their expertise in strategically directing every stage of the product lifecycle. According to Atlassian’s definition, a product manager is the person who identifies the customer’s needs and the larger business objectives that a product or feature will fulfil, articulates what success looks like for a product, and then rallies a team to turn that vision into a reality. We've got just the job description templates for some of the more popular career paths:
25) Product Manager: Product manager template
26) Principal Product Manager: Principal product manager template
27) UI/UX Designer: UI/UX designer template
28) Principal Designer: Principal designer template
29) Scrum Master: Scrum master template
With the spike in demand for data science professionals (such as data analysts) brought about by the rapidly growing number of organisations and businesses that recognise the importance of data science, this field is seeing a surge in interest from talent. It's all about using and preparing data for analysis, but no longer merely about ‘analytics and statistics’; it now encompasses decisions, predictions, and actions – companies are actively relying on data to make business decisions. Refer to these job description templates for some of the more popular career paths:
30) Data Analyst: Data analyst template
31) Data Engineer: Data engineer template
32) Data Scientist: Data scientist template
33) Principal Data Scientist: Principal data scientist template
34) Business Intelligence Analyst: Business intelligence analyst template
35) Machine Learning Engineer: Machine learning engineer template
36) AI Developer: AI developer template
37) AI Architect: AI architect template
Marketing can be viewed as the 'art' of building bridges and connecting the gaps between customers, content, data, and technology to deliver better customer experiences. This field is probably one of the most diverse areas with a myriad of career opportunities, from digital marketing and PR/communications, to social media marketing and lifecycle marketing. The choices are many, and you'd need to craft the right descriptions for the job ads. You'll need these job description templates for some of the more popular career paths:
38) Content Writer: Content writer template
39) Content Marketing: Content marketing template
40) Growth Marketing: Growth marketing template
41) PR/Communications: PR/communications template
42) Event Marketing: Event marketing template
43) Digital Marketing: Digital marketing template
44) Product Marketing: Product marketing template
45) Social Media Marketing: Social media marketing template
46) Graphic Designer: Graphic designer template
47) Lifecycle Marketing: Lifecycle marketing template
48) Trade/Consumer Marketing: Trade/consumer marketing template
49) Marketing Analyst: Marketing analyst template
50) Webmaster: Webmaster template
51) Marketing Manager: Marketing manager template
52) Head of Marketing/Marketing Director: Head of marketing/Marketing director template
This field can be roughly broken down into Sales vs. Business Development – the former is a target-driven, revenue-generating function usually divided into hunting for new clients or farming existing accounts; the latter is on the ideas, initiatives, and activities that help make a business better that creates long-term value. A company would require both to go hand-in-hand in order to ensure continued growth and success for the business. Here are some job description templates for some of the more popular career paths:
53) Sales/Business Development: Sales/business development template
54) Head of Sales/Business Development: Head of sales/business development template
55) Managing Director: Managing director sales/business development template
Where once these fields were very niche, Web3, blockchain, and crypto have now all captured the world's attention when they set the stage for innovative business models and value relocations.
56) Chief Commercial Officer/Head of BD: Chief commercial officer/head of BD template
57) Business Development: Business development template
58) Account Management: Account management template
59) Partnerships: Partnerships template
60) Customer Success: Customer success template
61) Institutional Sales: Institutional sales template
62) Chief Marketing Officer/Head of Marketing: Chief marketing officer/head of marketing template
63) Product Marketing: Product marketing template
64) Public Relations/Communications: Public relations/communications template
65) Affiliate Marketing: Affiliate marketing template
66) Social Media: Social media template
67) Customer Relationship Management (CRM): Customer relationship management template
68) Growth/Acquisition: Growth/acquisition template
69) Branding: Branding template
70) Marketing Analytics: Marketing analytics template
71) Performance Marketing: Performance marketing template
72) Chief Product Officer/Head of Product: Chief product officer/head of product template
73) Product Management: Product management template
74) Product Designer: Product designer template
75) Chief Technology Officer/Head of Technology: Chief technology officer/head of technology template
76) Engineering Manager/Team Lead: Engineering manager/team lead template
77) Software Engineer: Software engineer template
78) Blockchain Engineer: Blockchain engineer template
79) Chief Financial Officer/Head of Finance: Chief financial officer/head of finance template
80) Head of Finance: Head of finance template
81) Financial Controller: Financial controller template
82) Fund Finance: Fund finance template
83) Head of Corporate Strategy & Investments: Head of corporate strategy & investments template
84) Corporate Development: Corporate development template
85) Chief Legal Officer/Head of Legal, Risk & Compliance: Chief legal officer/head of legal, risk & compliance template
86) Legal Counsel: Legal counsel template
87) Contract Manager: Contract manager template
88) Onboarding Specialist: Onboarding specialist template
89) Compliance Manager: Compliance manager template
90) Chief Data Officer/Head of Data: Chief data officer/head of data template
91) Business Intelligence/Data Analyst: Business intelligence/data analyst template
There’s a quote by Warren Buffett that goes: “If you don’t find a way to make money while you sleep, you’ll work until you die.” So, is money all that matters in life?
Some may argue yes, because it’s better to cry in a Lamborghini than in a beat-up car; others beg to differ, because life is, quite simply put, limitless.
In the lightning-paced, high-stakes world where businesses place a high priority on ‘achieving excellence at breakneck speed’ or ‘going where no one has gone before’, the subsequent workloads for employees can be stressful, strenuous, and even pose health risks.
Instead of money and materialism, modern employees have shifted their priorities to one closer to home and heart: mental health.
According to the American Psychological Association 2022 Work and Well-being Survey, as many as 81% of workers agreed that the methods employers utilise to support mental health would be a strong consideration when looking for future work.
Some methods cited were flexible working hours, a workplace culture that respects time off, remote work opportunities, and a 4-day work week. Nonetheless, businesses can also show their support through sabbatical leaves that helps improve mental health and recharge and reset burned-out minds.
In simple terms, sabbatical leave means an extended period of time away from work. Although similar to Paid Time Off (PTO), the time span of a sabbatical can be up to six months long and is earned after continuous employment with the same company.
Historically, sabbaticals stem from academia, specifically in American colleges where it was used to attract faculty members. Educators could take a semester off (sabbatical) to teach elsewhere, further their studies, or work on existing projects. Over time, sabbaticals have become less restrictive and study-focused, allowing employees to focus on their well-being, explore different interests, and even travel. In a 2018 survey by the Society for Human Resource Management (SHRM), at least 15% of employers started offering sabbaticals as a workplace benefit.
A sabbatical is like a really long holiday. There are no work obligations, you remain employed, and you can do anything you want! Volunteer, travel the world, write a book, refine your existing skills, or sleep in every morning and spend time with loved ones every day.
As mentioned, employees earn a sabbatical after completing a certain amount of years of continuous tenure with a company. It depends on each company’s policy and the eligibility terms, which state if the sabbatical will be fully-paid, partially paid, or unpaid.
As found in the 2018 SHM survey, more companies are beginning to offer paid sabbaticals, rising from 3% in 2014 to 5% in 2018.
On a paid sabbatical, employees will receive their usual wages in full or a specific percentage. It is usually offered to long-term employees – in most cases, for business reasons like professional growth or to pursue industry-related knowledge and certification.
Employees on an unpaid sabbatical will not receive any pay and/or their usual benefits. Short-term employees who have completed a minimum period of time are entitled to it, but it can be restrictive as they may be forbidden to earn paid alternatives.
| Paid Sabbatical | Unpaid Sabbatical |
| Employees get paid their full salary or a percentage of their salary. | Employees will not receive pay and/or their usual benefits will be frozen. |
| Eligible for long-term employees. | Eligible for short-term employees who meet a minimum period of employment. |
| Typically for professional growth or industrial knowledge/skills that benefit the company. | Typically for recreational purposes that do not benefit the company. |
| - | Not allowed to pursue any other form of paid work. |
Alternatively, a company may propose an unpaid sabbatical instead for employees to take leave for recreational purposes.
While on sabbatical, employees get to take their mind off work and focus on other things, be it studies or a new adventure. The long duration gives plenty of time for that, supported by research that you need at least three days to remove yourself wholly from work to enjoy your holiday.
Here’s how taking a sabbatical benefits employees and employers:
| Sabbatical Leave Benefits For Employees | Sabbatical Leave Benefits For Employers |
| Reduces burnout and the risk of overworking. | Positive employee branding. |
| Lower stress levels upon returning to work. | Improves employee well-being and organisational impact. |
| Better overall well-being and health. | Encourages leadership by empowering aspiring leaders to grow and demonstrate their abilities. |
| Has the ability to pursue other interests and develop new skills. | Better preparedness for unplanned absences. |
| Provides a space and time for reflection and working on oneself. | Greater employee retention and reduced turnover rates. |
What should a company include in a Sabbatical Leave Policy? For transparency and better understanding between employers and employees, the eight most important things are:
Besides these, a Sabbatical Leave Policy should also cover the finer details related to extended periods of leave, like what happens after employees return, whether there will be a change in their position, etc.
[Company Name] Sabbatical Program - Purpose
At [Company Name], we believe that employees are at the forefront of what we do, and we believe in investing in you. Taking time off work allows employees to widen their horizons, like volunteering for a charity, travelling, pursuing a degree, or just spending time with loved ones. By investing in our employees’ interests and well-being, business operations can run smoothly while maintaining high energy levels. Our [Company Name] Sabbatical Program aims to accomplish just that.
Scope
The [Company Name] Sabbatical Program applies to [full-time/executive/all/other] employees who have served at least [x consecutive years] in the company. Employees in this category are allowed to take a sabbatical leave of [y weeks/months]. Any parental leaves, sick leaves, [other types of leaves if relevant] taken during this period will not affect the number of years you have worked for [Company Name].
Compensation & Benefits
While on sabbatical, you will receive [full/partial/no salary] for [y weeks/months]. Your employment status, benefits, and contract will [remain unchanged/be subject to changes upon return].
Sabbatical Application
To apply for sabbatical leave, please [fill in this application form/contact an HR representative]. Your application should be completed, sent, and approved at least [number of months] before the start of your sabbatical. For further questions, you may contact [HR representative’s name and contact number].
Once you have submitted your application, you will hear within [number of weeks] if your application has been approved or rejected by your Reporting Manager and HR.
Regular U.S. employees of Adobe who serve five years of employment and above are entitled to sabbatical leaves that span 20-30 business days.
As long as you’re a regular U.S. employee working a minimum of 30 hours per week at Autodesk, you’ll be entitled to a fully-paid six-week sabbatical after completing four years of employment.
One of the most recently unveiled benefits at CitiGroup was its ‘R3’ Sabbatical Leave Program. Under this program, employees can take up to 12 consecutive weeks of leave with a portion of base pay and the same health and insurance benefits.
According to Course Hero’s brief LinkedIn description, employee benefits include a month of paid sabbatical after five years.
By providing a four-week paid sabbatical after five years of employment (among other flexible benefits), employees get to grow, learn, and belong. It’s so encouraging that there’s an inhouse HubSpot article written about it.
The multinational technology company offers a few options for sabbatical leaves, depending on employee eligibility. In fact, this benefit garnered Intel a spot on Glassdoor’s list of 25 Highest Rated Companies for Vacation & Paid Time Off.
One of the reasons to be lovin’ it as the fast food giant offers a paid eight-week sabbatical for every ten years of continuous, full-time service with the business. Fun fact: McDonald’s might be the first company to offer corporate sabbaticals, with the program beginning in the 1960s!
Global team members enjoy a six-week sabbatical every four years, giving them an opportunity to refresh, recharge, and restart their mornings feeling like a star.
The world-renowned financial technology company allows a four-week sabbatical once employees complete five years of continuous service with them. The ultimate winning point? It applies to both full-time and part-time staff!
Coined Zillow R&R (Recharge & Reboot), this sabbatical program allows employees to take six weeks of leave (consecutively) after six years of continuous employment.
The process of applying for a sabbatical might differ by company, but it usually includes a formal application to your employer. Before you submit your application, make sure you’re aware of the full terms of it to avoid any conflict or misunderstandings.
Step 1: Identify who to address your application to.
Step 2: Indicate the duration of your sabbatical and intent.
Step 3: Attach relevant supporting documents (if applicable).
Step 4: Highlight your achievements and create a detailed workflow plan in your absence, including who you will hand over things to while you’re away.
Step 5: End your application with an approval request, and show appreciation and gratitude.
Yes, employers can refuse sabbatical requests. As sabbaticals are non-mandated unlike PTO and annual leaves, they can be rejected as the company may not be able to afford them, or there’s no one to fill in for you while you’re away.
Delaying your sabbatical depends on your company’s policies. Some explicitly state that unused sabbatical leave will be cancelled or restarted from scratch, while some allow a certain degree of delay with reasonable explanation and documentation.
Unless there’s a stipulation in your contract about remaining in the company, you can resign while on sabbatical. However, submitting your resignation after your return is another question, as companies may bind you to stay with them for a period of time after your sabbatical. When in doubt, check with your HR representative and look it over with a fine comb!
Yes, you will still remain employed after your sabbatical. Think of it as a career break to recharge your interests and discover new things to reignite the fire in you. In fact, specific companies encourage sabbaticals as it provides better employee retention and lower turnovers. However…
According to The Chartered Institute of Personnel and Development, employees who are still employed while on sabbatical can be included in selections for redundancy. As you are still legally employed, you will be subject to the same obligations and risks as the rest of the workforce.
The term ‘sabbatical leave’ might be uncommon in employment contracts and company benefits, but it’s a major draw for prospective talents and so businesses can retain existing employees for longer.
Employers often ask, “What do employees want?!” It’s simple: a career that allows them to enjoy both work and play. A sabbatical can do just that, as a reward for long-term employees while supporting their overall development, career goals, and personal growth, or just rewarding them for being a star.
Not only do employees return from a sabbatical feeling refreshed and with new experiences, but other employees benefit by taking on new roles and responsibilities in a colleague’s absence. A company would not be anywhere without its people, so why shortchange the best asset you have?
If you’ve ever had to look for a job, odds are you would’ve sent application after application, hoping to hear from recruiters or hiring managers. “Good news, we would like to invite you for an interview!” or “Good news, you’ve been shortlisted!” are just the cherries on top of an application sundae, but no one ever talks about the other side of it.
That’s the cold shoulder. The zero calls, texts, or emails weeks after. These days, it’s called ‘ghosting’, where all forms of communication are cut off without any explanation. If you were to talk to a person in front of you and they didn’t respond, it would be like talking to a ghost, hence the term.
When applicants are ghosted or ignored without any reason or communication, it can make them feel like they’ve wasted their time applying for a role in your company. This causes a negative perception of your business, and you’ve just lost a potential customer or talent.
While employers may have more important things to do than reply to applicants, acknowledging them will leave a good impression of your company. It paints a picture of a company that’s capable, positive, and establishes connections for the future.
As the name implies, it’s a reply sent by hiring managers or recruiters to applicants acknowledging their job applications. Moreover, it serves as an update on a candidate’s application status, like whether or not they will be moving on to the next phase.
The reply can take on a formal and professional tone or a casual and friendly manner, but essentially, it’s the equivalent of “We’ve received your order!” on food delivery apps. Like how we converse with people in real life, your acknowledgement email should carry the same language.
Once a candidate has sent their application, the ideal timeframe to reply to them should be within 24-48 hours. Whether it’s an automated reply or personally written during your lunch break, it’s helpful for candidates to know that their application made it into your hands. Even if you can’t reply instantly, sending one within the week still means a lot.
Once the applications trickle in, it’s time to write your thank you note! Get started writing your application acknowledgement email with these three quick pointers:
Reply to the same email address the application originated from. Use an informative subject line that summarises the contents of the email clearly to ensure they open it and don’t regard it as spam.
Is their application still being processed, approved, or rejected? Let them know, and don’t forget to thank them for applying. As an option, you can provide context about the position or application to add value to your words.
End your email with your contact information should the applicant have further questions. Lastly, thank them for their time, and close the email with a polite sign-off.
To help candidates feel valued and to add a touch of personalisation, include these details:
In the email, use a tone that best represents your company culture to help applicants feel welcomed. It can be formal, casual, relaxed, or even include meaningful quotes that tie back to the company’s culture.
Here are some letter of acknowledgement samples you can refer to to kick-start your streamlining!
Subject line: We’ve received your application at {Company’s Name}!
Hi {Candidate’s Name},
Thank you for applying for the position of {Job Title} with us at {Company’s Name}!
We have received your {application/resume/portfolio}, and our hiring team are currently reviewing all applications within {mention timeframe}. If you are shortlisted as a candidate, you will receive a {call/email} from us on the next steps of the process.
Thank you for applying, and we wish you all the best!
Best regards,
{Recruiter’s Name}
{Signature}
Subject line: Thank you for applying with {Company’s Name}
Dear {Candidate’s Name},
Thank you for taking the time to apply for the role of {Job Title}. We appreciate your interest in {Company’s Name}.
We are currently in the process of accepting applications for this position. We will begin taking interviews {mention timeframe}. If you are selected for an interview, our human resources department will be in contact with you by {estimated date}.
Thank you,
{Recruiter’s Name}
{Signature}
Subject line: We’re reviewing your application!
Greetings, {Candidate’s Name}!
My name is {Recruiter’s Name} and on behalf of {Company’s Name}, we would like to thank you for applying with {Company’s Name} as a {Job Title}.
We have formally received your application and will review it in the next few days. If you are shortlisted as a candidate, we will reach out to you personally regarding the next steps of your exciting journey with us!
Once again, we thank you for applying and taking the time to apply for this position. We appreciate your interest in {Company’s Name} and wish you all the best in your application.
Sincerely,
{Recruiter’s Name}
{Signature}
Subject line: Your application to {Company’s Name}
Hello {Candidate’s Name},
We have received your application for the position of {Job Title}. The recruitment process will take {timeframe} and we will notify you if you have been selected.
You can read more about us on our company's career page, or follow us on social media on Facebook, Instagram, and LinkedIn to get the latest updates.
If you have any questions, please contact me at {recruiter’s telephone number/email}.
Best Regards,
{Recruiter’s Name}
{Signature}
What makes your company unique? Is it the meeting rooms named after fruits? Star Wars quotes on the walls and a company-wide celebration on May the 4th? Don’t be afraid to show your company’s personality and character with creative acknowledgement emails too.
Subject line: Hooray, we received your application to {Company’s Name}!
Hi {Candidate’s Name}, we’re thrilled that you’d like to join us here at {Company’s Name!} We received your application for {Job Title} and rest assured, we’re processing all applications as quickly as our eyeballs can.
We will be in touch in {timeframe} if we would like to schedule an interview with you. Unfortunately, the days are short and applicants many, so we won’t be able to meet everyone. Nevertheless, you will still hear from us if you have been shortlisted or not.
All the best, and let’s keep in touch!
Sincerely,
{Recruiter’s Name}
{Signature}
Subject line: Thank you for applying to {Company’s Name}
Dear {Candidate’s Name},
My name is {Recruiter’s Name} and on behalf of {Company’s Name}, I am writing this email to acknowledge that we have received your application for the position of {Job Title}.
Our company has been growing steadfastly since {year} and we hope you will be able to join our ranks soon. Aside from {company benefits}, we provide numerous opportunities for employees to grow their skills, knowledge, and personality.
We are currently processing applications and it may take some time to get back to you. Thus, we would appreciate your kind patience on this matter. We will contact you via {email/phone} once we receive an update regarding your application.
Thank you for your time and interest, and we hope to see you soon.
Sincerely,
{Recruiter’s Name}
{Signature}
Subject line: Greetings, from {Company’s Name}
Greetings, {Candidate’s Name},
We are pleased to have received your application for {Job Title}. It must not have been an easy journey, navigating through mazes of code and defeating pesky viruses.
On behalf of {Company’s Name}, we are delegating great resources to process your application the soonest we can. If you are the Chosen One, you will be summoned to speak with us within {timeframe}. If it is not your time yet to wear the crown, you will be notified as well.
We thank you for your patience, and may the odds be ever in your favour.
Best,
{Recruiter’s Name}
{Signature}
For busy recruiters and hiring managers, it can be time-consuming to manually reply each applicant, day in and day out. Fortunately, that’s where automation comes in.
Regardless if you’re a small mom-and-pop shop or a multinational conglomerate, automated emails can work wonders in streamlining your hiring process through Applicant Tracking Software (ATS).
Here are several tools you can use, depending on the email complexity needed and the volume of applications you typically receive.
Price range: Free.
Price range: USD 0/month - USD 299/month.
Price range: USD 45/month - USD 3,600/month.
Price range: USD 25/month - USD 300/month.
Price range: USD 60/month - USD 90/month.
Price range: USD 129/month - USD 559/month.
Price range: Upon request.
Besides this, an email guideline tailored solely to career applicants will come in handy to keep everyone on track. Here, the hiring process and timeline are clearly outlined, from the first “Thank you for applying!” to how to reply to an angry “Why didn’t I get the job?” email.
Maybe an applicant has a medical background and is applying for a position in the cryptocurrency field. Or perhaps their Adobe Lightroom skills are not yet on par with what you’re looking for. Even if they aren’t shortlisted or meet the requirements, acknowledging their efforts won’t hurt. Why?
A generic “Thank you for applying” email can come across as less warm and friendly, compared to those which are genuinely earnest and appreciative. Emails of the latter types foster healthier relationships between the applicant and recruiter/company, leaving a positive experience all around.
As busy as you are, try not to ignore applicants too. Instead, something that might help would be to insert a disclaimer when advertising your vacancy. It can be as simple as:
“If your experience meets the requirements of our company, we will contact you. If you receive no feedback, it means that currently there are no available vacancies for you.”
Based on this, potential applicants will know what to expect if they don’t hear from you at all!
Subject line: Your application with {Company’s Name}
Dear {Candidate’s Name},
Thank you for applying for the position of {Job Title} with us at {Company’s Name}. After studying your resume and background, we’re delighted to inform you that we would like to meet you and get to know you better!
We would like to invite you to an interview {at our office/via Skype} so that we can get to know each other better and learn more about the role. The interview will take {timeframe} and will entail {details of the interview}.
Please let us know which of the following dates and times work best for you.
Looking forward to meeting you!
Best Regards,
{Recruiter’s Name}
{Signature}
Subject line: Your application with {Company’s Name}
Dear {Candidate’s Name},
Thank you for applying for the position of {Job Title} with us at {Company’s Name}. We sincerely thank you for your valuable time and effort.
After careful consideration, we regret to inform you that we will not be moving forward with your application right now. {Optional context why}
Once again, we thank you for your time and we greatly appreciate your application. We wish you all the best in your job search!
Best Regards,
{Recruiter’s Name}
{Signature}
As much as businesses need talents, abundant opportunities in the job market also mean that candidates get their pick of the litter too. And one thing 95% of job seekers consider is the company’s reputation.
From the details of a job ad to the letter of offer or rejection, every step of the hiring process impacts the employer branding and the overall experience for candidates, who are often the company’s very customers too.
For instance, if a candidate encounters a negative experience with a recruiter during their interview, they would be less likely to recommend their peers to apply. The same goes when their applications are ghosted without even the courtesy of a reply!
Building and maintaining a strong, positive brand presence from start to finish solidifies a business’ image in the eyes of talents and consumers, capable of attracting talented candidates. Plus, when internal employees are happy and part of an impactful experience, they’d be just as open to referring talents.
It’s on the Human Resources (HR) team to come up with well-written and non-ambiguous letters/emails that are used for clearly communicating a myriad of happenings and notices to staff/company-wide. Since the HR team needs to be all-hands-on-deck to effectively manage the various situations that require an email and/or letter, it can be quite overwhelming to have to come up with the body of content for so many different types of scenarios. That's why we've decided to put together 38 of the more common scenarios plus templates that would require the HR team to send out an email or letter below, so that it's easier for referencing!
1) Internship offer
When your company is ready to formally extend an offer to an internship candidate, this letter will work as a formal agreement between you and the intern. An internship offer letter should contain details about the internship, such as the position and the terms of the agreement (stipend, working hours, duration of the internship, etc).
Check out our template: Internship Offer
2) Internship completion letter
After the completion of an internship, the HR manager or the company’s leader will be providing the candidate with a certificate for the work they did during the internship. This serves as proof that they have successfully completed the internship, and now have the basic corporate know-how to work or take on a job.
We’ve got just the template: Internship completion letter
3) Formal job offer letter or email
This template is suitable for use when your company would like to offer a job to a selected candidate. It’s a confirmation of the terms and conditions of hire (salary, job position, working hours, compensation, etc) that were usually already agreed upon with the candidate in the interview during negotiations.
Here’s a sample template: Formal job offer letter or email
4) Informal job offer letter or email
If you’re looking for something a little different and want to welcome your new employee in a more warm and personal manner, you can use the sample below. It allows you to be more brief yet straightforward when reaching out to the candidate to confirm the job role plus terms and conditions of hire.
This is the template you need: Informal job offer letter or email
5) Employee termination/dismissal letter
If you need to let an employee know that they’ve been fired in the most professional and tactful manner, sending a job termination letter stating the reasons and circumstances of letting them go will help reduce the risk of lawsuits, plus provide all the necessary information for a smooth ending of the working relationship.
You’ll need this template: Employee termination/dismissal letter
6) Annual bonus letter
Bonuses are usually given out annually and to announce this exciting news in a private and confidential manner (as each individual would be receiving a different amount based on performance), this letter basically talks about the bonus the employee has worked hard to receive, how much it is, and by when they’ll receive it.
Refer to this template here: Annual bonus letter
7) Appraisal letter
This is sent to employees after a performance appraisal exercise. It usually has an attachment which is the appraisal report, and is aimed at showing the receiver how valuable they are to your company, and their hard work is always appreciated. If done correctly, it can be a great motivator for employees.
Check out our template: Appraisal letter
8) Demotion letter/reduction in rank letter
There’s never an easy way to deliver bad news, but with a professionally written letter that clearly and properly explains the matter, it may help to ease the tension. This letter contains the new role of the employee, why the demotion is taking place, who their new manager or supervisor will be, and when will the demotion take effect.
We’ve got just the template: Demotion letter/reduction in rank letter
9) Probation extension letter
Sometimes, some things just need more time to work well. With that said, this type should be used to inform the new hires who are on probation that it has been extended. Within the letter, it should contain the reason for the extension of the probation period, and set goals for the employee to improve, grow and work better.
Here’s a sample template: Probation extension letter
10) Resignation acceptance (relieving letter)
One of the first steps in a good resignation policy is to acknowledge that you accept an employee’s request to resign. Having an established policy in place to communicate with employees who are leaving the company will help you to handle an employee’s departure in a positive and respectful manner.
This is the template you need: Resignation acceptance (relieving letter)
11) Salary increment letter
Employees who consistently perform well and deserve to be recognised for it would find increments like this very rewarding and motivating. This letter is essentially an official notification telling the employee how much their salary has gone up and by when this new pay will come into effect.
You’ll need this template: Salary increment letter
12) Suspension letter
The tone should be formal and firm, as this letter will be very clearly stating the reason why the employee is being suspended in the first place, as well as their right to oppose the suspension if they think it’s unfair. You should also mention things like when the suspension will come into effect, and the duration of the suspension.
Refer to this template here: Suspension letter
13) Transfer email/letter
Sending this to an employee can either mean shifting departments within the company at the same location, or shifting locations within the same company. The email/letter should contain the necessary information such as effective date of transfer, location of transfer, and reporting manager’s name.
Check out our template: Transfer email/letter
14) Warning letter
This will contain details about the employee’s misconduct/failure to perform, and the corrective measures that will occur if the behaviour is not fixed. After the warning, either the employee corrects their behaviour, or they don’t (in which case you might just end up using the suspension or termination letter template!).
We’ve got just the template: Warning letter
15) Rejection letter/email to pre-interview applicants
For reaching out to job applicants who did not qualify for an interview for your open position, we have this template for you. When you write and send a rejection letter that’s clear and professional, this ensures a great employer branding, and is crucial to improving the candidate’s overall experience with your company.
Here’s a sample template: Rejection letter/email to pre-interview applicants
16) Rejection letter/email to first round interview candidates
It’s very important that you take the time to briefly but clearly explain the reason(s) why the candidate wasn’t able to advance to the next round of your hiring process. This isn’t only a kind gesture, but the proper and professional way to address your candidates, as they would appreciate receiving an official notification so they can continue the job search.
This is the template you need: Rejection letter/email to first round interview candidates
17) Rejection letter/email to final round interview candidates
Having a shortlist of potential candidates means that you’ll still have to reject quite a number of people for the specific job role. It’s important to keep in mind that these same candidates may be a good fit for some other current or future job opening down the road, so it’s best to send them a polite response post-interview, and remain in their good books!
You’ll need this template: Rejection letter/email to final round interview candidates
18) Formal thank you letter/email to employees
Make saying “thank you” to employees or even other superiors a norm in your company, by sending formal thank you letters/emails as part of your daily routine. It doesn’t hurt to show gratitude and appreciation for the hard work they put in, and can even be a good motivator. In fact, you could be setting a good example for other leaders to follow!
Refer to this template here: Formal thank you letter/email to employees
19) Informal thank you letter/email to employees
You don’t have to wait for that “right moment” to say thank you for help received from a colleague, or guidance from a senior; just some common courtesy and the desire to make a good impression. So, if you want something simple and quick to send, this template will help you express your gratitude in style.
Check out our template: Informal thank you letter/email to employees
20) Formal recognition letter/email to employees
Don’t forget to send an appreciation letter to employees to thank them for successfully completing an assignment/activity/specific project/etc. It’ll not only make them feel good about themselves and motivate them for future work, it’s a crucial part of your employee recognition program.
We’ve got just the template: Formal recognition letter/email to employees
21) Informal recognition letter/email to employees
Having a good employee recognition program can really bring your organisational culture to the next level and significantly reduce your turnover rate. This is why it’s important to make it a routine for you to send recognition letters/emails! This informal template allows you to connect with your employees on a more personal level.
Here’s a sample template: Informal recognition letter/email to employees
22) Preboarding email template
This is a great way of showing you care about new hires, and that you're excited about having them on board. Writing and sending an upbeat welcome letter/email to a new employee is an important step in creating an effective onboarding process, plus helping them to be integrated smoothly.
This is the template you need: Preboarding email template
23) Welcome letter or email to new employee
Your goal is to make your new employee feel at ease, and to come prepared on their first day. Make sure you include practical details, like where they can find the bathroom and nearest eateries! You can also attach employment paperwork, benefits plan and/or company policies to give them a heads-up.
You’ll need this template: Welcome letter or email to new employee
24) Onboarding email template
Many employees believe that companies should have an excellent onboarding job. The following template will ensure that your new hire has everything important settled, such as their bank account details and that they've settled in properly with their new equipment.
Refer to this template here: Onboarding email template
25) Employee onboarding feedback email
Regular feedback can improve employee retention. By asking the new hire(s) for feedback, you’re helping yourself. Ask the employee to list anything they felt was missing from their first day. We recommend sending the feedback email at the end of the employee’s first week.
Check out our template: Employee onboarding feedback email
26) New employee announcement email
Sending an email like this to the entire company ensures that everyone is aware of the new addition to the team/department, and will be able to help make them feel welcome. It'll also act as a sort of opening where other colleagues will be able to approach them with some nuggets of information.
We’ve got just the template: New employee announcement email
27) Event reminder email
By sending event reminder emails, it'll help your employees to keep your event in mind, and be able to make the necessary arrangements to attend. You can also ask for feedback in the email in case some of them have other suggestions or want to voice their concerns (about location/budget/food/etc).
Here’s a sample template: Event reminder email
28) Internal promotion announcement email
Employee promotions are important moments that show how much you value their dedication, skills, and leadership potential. There are a variety of different ways to announce the promotion of an employee; smaller companies may announce during meetings when all employees are present, whereas larger companies tend to use email.
This is the template you need: Internal promotion announcement email
29) Refer a friend for a job email/employee referral
Some companies allow their employees to refer friends/suitable candidates for available job openings. Internal communication with employees is one of the best ways to let them know what kind of job openings are there in the company, as well as what skills and knowledge are required for those jobs.
You’ll need this template: Refer a friend for a job email/employee referral
30) Requesting employee feedback
Getting meaningful and honest feedback isn’t always easy. Employees may feel uncomfortable revealing their true thoughts, so you'd need to be careful in how you word your email, in order to encourage them in a way that increases the likelihood that they respond with helpful, actionable feedback.
Refer to this template here: Requesting employee feedback
31) Email tips for employees to ace performance review
It's no secret that employees will be nervous about an upcoming performance review process, so it's up to you to do your best in allaying their nervousness, or provide tips for them to do well. Sending an email like this will show that you care about them, and that you want them to do well.
Check out our template: Email tips for employees to ace performance review
32) Email reminder for employees (performance review)
It's only human to forget about certain things, especially if someone has a lot to deal with on their plate. This is why it's important for HR to send a reminder email nearer to the final date of the performance review, so that it jogs the memory of those who have yet to complete theirs – in a gentle yet professional way!
We’ve got just the template: Email reminder for employees (performance review)
33) Invitation to join career training
This is to announce a group training or orientation to the employees, so that they can have all the relevant information in one place for easier reference. It provides details on the training's purpose as well as information about the date, time, and location.
Here’s a sample template: Invitation to join career training
34) Request rejected/denial email
Many management responsibilities require decision-making, which may result in delivering rejections via denial emails/letters. There are many reasons you may need to write one, so understanding the details behind a denial email/letter and the circumstances which may lead to one, can help with your day-to-day management duties.
This is the template you need: Request approval/denial email
35) NDA (non-disclosure agreement)/confidentiality clause
Almost all businesses nowadays have sensitive information that needs to be protected, which is why getting your employees to sign an employee confidentiality agreement may be the best way to preserve privacy and ensure the integrity of your business’s data.
You’ll need this template: NDA (non-disclosure agreement)/confidentiality clause
It can be said that by creating several email and/or letter templates will be able to help you speed up your HR’s recruitment and onboarding processes. Having these on-hand means that with just a few clicks, you'll be able to get them up and ready to hit "Send" in no time, saving yourself the hassle of having to think of what to write!
The demand for skilled software engineers in every industry and sector is currently experiencing a rapid rise, as they’re required to power the world’s softwares and most promising innovations. Many companies are turning to the global market in order to fill urgent roles, which is now made easier thanks to the easy access to remote hiring that play a crucial part in successfully sourcing and onboarding some of the best individuals possible. Now, are you thinking of doing the same, but are unsure how to start?
With our comprehensive guide, we're not only going to walk you through the basics of who a software engineer is, we're also going to be equipping you with valuable knowledge on their core job responsibilities, key terminology/jargons, crowd-favourite programming languages, as well as experience and education, among others. We'll even provide you with sample job descriptions, approximate salary ranges, and popular platforms to source some of the top talent (you can thank us later). You'll be able to better understand and familiarise yourself with all things software engineer-related, to the point where you can expertly and effortlessly screen through candidates to select the right fit!
Pro tip: Another method you can consider would be to develop and improve your company's DEI (diversity, equity, and inclusion) programme. By focusing on a more diverse talent pool, your company would find that it's better equipped to manage the severe software engineer shortage.
“A well-functioning team of adequate people will complete a project almost regardless of the process or technology they are asked to use (although the process and technology may help or hinder them along the way.)”
Alistair Cockburn
Have you been thinking about adding more skilled employees to your company, but lack the necessary resources in order to source and onboard the people you need? Enter the recent trend of hiring remote talent! There are distinct advantages to incorporating this type of arrangement (for both you and the employees), as remote work is in high demand among job seekers after the pandemic, particularly with top-tier talent. But, if you aren't quite familiar with what this entails and how you can go about the remote recruitment process, this comprehensive guide is just what you need!
You'd first need to understand why is it that so many workers prefer to work remotely; top reasons include flexibility, reduced expenses, and a better chance of a work-life balance. In fact, it has not only become the new normal, it has been embraced so wholeheartedly that many workers are willing to resign from their jobs if they weren't allowed to keep their work-from-home (WFH) privileges. So, by offering WFH as part of your company's perks, you're already one step ahead of the competition.
Knowing the right sites and/or technology-assisted methods that you can use to source for these remote talent (apart from LinkedIn), would allow you to become more efficient and reduce the costs typically involved with traditional recruitment methods. In addition, we'll be sharing with you some of the necessary tools that would enable a smoother, hassle-free, and efficient workflow for all your remote talent. Finally, if you're still on the fence about hiring remote workers for your team, our guide will present you with the major benefits of doing so. What are you waiting for, let's get you started on the right path towards hiring only the best!
"People are more productive working at home than people would have expected. Some people thought that everything was just going to fall apart, and it hasn’t. And a lot of people are actually saying that they’re more productive now."
Mark Zuckerberg
Did you know that the job interview was not invented until 1921? It all began when Thomas Edison devised a written test to assess job candidates' knowledge! Interviews have changed dramatically in the century since, particularly as technology and the industrial revolution advanced, but they remain an important part of any company’s hiring process.
After advertising job openings, collecting job applications and resumes, and screening applicants, job interviews are the next most important step in a hiring process that no employer should overlook. While the purpose of job interviews is mostly the same, which is for employers to gather information and assess potential candidates' abilities and skills before making a hiring decision, how they are conducted should be efficient and pertinent.
Nevertheless, there are some interviewers who, despite filling the variety of job positions available, are accustomed to asking the same questions and lack any originality in the interview. This could reduce the likelihood of hiring the best candidate, which may have a negative impact on attrition rates and be costly for businesses. That is why interviewers play an important role in any interview, and it entails more than simply asking questions of the candidates being interviewed, but also knowing tips on how to interview someone.
An interviewer's responsibilities begin before, during, and even after the interview session. Being a good interviewer, according to Maestro, is an important part of collecting feedback from users, learners, and partners. When done correctly, asking questions and listening can help you build empathy with your audience, while also gathering valuable intelligence that can help your organisation move forward.
Furthermore, being a good and effective interviewer is significant because the interviewer's behaviour and actions reflect the company's image. Since the interview is usually the first time an interviewee meets someone on behalf of the company face-to-face, the interviewer's demeanour will leave an impression on candidates. They could make assumptions about the company's work culture, environment, and morality.
Sometimes, just from the interview, candidates can decide whether to accept the position offered or to remain loyal once they begin working. Being a good interviewer can even have a positive impact on an employee's attitudes and job performance, as MarketSplash pointed out that potential candidates' experiences and attitudes form during the earliest stage of interaction with potential candidates. Not only that but the interview time should be spent wisely to find and choose the best candidate.
It's well understood that during an interview, the interviewer will have the opportunity to obtain critical information from the candidates, while the candidates will have the opportunity to express their experiences and what qualifies them for the job position applied for. However, how well the interview goes and how successful the information obtained is all dependent on the situation of the interview and interviewer.
What matters most for any company, in addition to having a good and effective interviewer, is to know how to interview well. So, what factors would lead to an interview becoming good and effective? Let's take a look at some of the key qualities that should be highlighted during a job interview:
Interviews can be nerve-racking for both the interviewer and the interviewee. However, as an interviewer, you have command of the situation and should take the initiative to lead the way. So, you're ultimately responsible for whether or not the interview goes well. When the interviewer is effective, even the most anxious candidate may occasionally become composed and more ready to engage in conversation and answer questions.
Given the important role that interviewers or hiring managers play during interview sessions, it's crucial to know how to be a good interviewer. Here are some interviewing tips and techniques to help you improve your interviewing skills, learn how to interview candidates, and make your interview sessions more gainful and productive:
Make sure to conduct the necessary background checks on interviewees before any interviews. Examine the application, resume, and cover letter, if one is included, of the candidate. Utilise the information to not only plan your questions but also to consider how you can establish a connection with the applicant and make them feel at ease. Although you must do your best to prepare, be careful not to over-prepare because there are times when you simply must be flexible and adapt as you interview the candidate.
There should be a framework – sort of like a script that serves as a compass – for an interview to go well. When you're in the flow, it will be simpler for you to know where to begin, when to ask questions, and how to be more organised to record responses. Most importantly, before anything else, make a brief introduction to the candidate and/or engage in light conversation.
As an interviewer, you must prepare questions that will allow you to learn more about the candidate's background and professional experience. Make sure to ask clarifying questions to gauge details that will help you decide whether or not to hire. Avoid asking candidates leading, hypothetical, or silly questions that could confuse them or make them react negatively.
When conducting an interview, these two actions are unacceptable. Before you enter the interview room, make sure you take steps to control any aggressive or irrational behaviour you might have when circumstances are different from what you had anticipated. Remember that what you say and how you act says a lot about you and the company, so try to stay cool, calm, and collected at all times. This is one of the most important aspects of what makes a good interviewer.
It's more likely that you will make an uninformed decision if you feel this bias and prejudice toward the interviewee. Maintain a neutral attitude throughout the hiring process, from the time you review the application and resume to the time you hire. Bias and prejudice can also be avoided by interviewing candidates in groups or by conducting a phone screening first.
You will likely conduct interviews with multiple candidates for various positions, making it challenging to keep track of and recall everything that each candidate says. Therefore, make sure to always take thorough, well-organised notes during the interview so you can later review and compare the specifics. When you take notes, you can also get creative and pose inquiries about the information the candidates just provided.
Tips for interviewing someone include having an empathetic attitude that will serve you well when dealing with interviewees or anyone else for that matter. Being emphatic means paying more attention, being fully present, and expressing gratitude to the candidate. By doing so, you demonstrate that you're considerate of the candidate's thoughts and can contribute to the formation of trust.
Candidates almost always have questions during the interview, but they frequently hesitate to ask because they are unsure of how to phrase them, afraid to offend the interviewer, or simply nervous. Let the applicant know that they are welcome to ask any questions they may have about the company, the business operation, the job position, or work there in general. By encouraging candidates to ask questions, you can learn more about their personalities and interview preparation.
As much as candidates are unaware of what questions you will ask as the interviewer, you're also unsure of how they will respond and provide feedback to certain questions. Pay attention to the interviewee's words so you can ask questions that are pertinent to what they are saying and they will know you're paying attention to them. Candidates are more likely to relax and be amiable when they see that you're listening to what they have to say.
Don't leave the candidate hanging after the interview is over. Describe what will happen next and when they will hear from you regarding your hiring decision, as well as whether you will require the candidate to provide any additional information or documents. You could also give the interviewee a tour of the office to show them what it's like to work for the company.
The more interviews you conduct, the more at ease you will become and the easier it will be to prepare for one. Furthermore, you will be interviewing a wide range of candidates, so you will learn how to deal with any unexpected events from them. Aside from that, you can practise interviewing friends or colleagues to see where your questions and script can be improved.
During the interviews you conduct, mistakes and inconsistencies are likely to occur. Don't be upset by it; instead, view it as a learning experience. How do you know if you've made a mistake? If you make a mistake, you might realise it yourself. If not, you could get feedback from anyone else in the room interviewing with you, or you could personally ask the interviewee what you could do better. After the interview, you can follow up with a phone call or an email.
Interviewers who arrive unprepared run the risk of coming across as uninterested and may struggle to conduct the interview effectively. Finally, they might hire an unsuitable candidate because they misjudged the quality of the interviewees. So, before you walk into any interview, get the following items on this checklist ready at least a few days or hours before the session:
(Source: Resources for Employers)
What exactly does that imply? During the interview, keep asking candidates the "why" questions multiple times. his method, which, as Maestro mentioned, is popular with many three-year-olds, was developed at Toyota Motor Company and was instrumental in assisting them in developing their continuous improvement approach to manufacturing. While it may appear awkward, repeatedly asking "Why?" can lead the conversation down the path of identifying the problem's underlying cause.
No matter how many times you conduct interviews or if it's your first time, make sure to give it your all to become the best interviewer out there. Once you have the skills and can conduct interviews well and effectively, you'll be able to quickly sift through the applicants to find the top candidates for the company!
Job hunting has changed dramatically over the last five decades. During the baby boomer generation, job seekers had to show their most professional side, and serious measures were taken to ensure that they made the best impression during their job interviews.
But now, with the power of social media and a much greater sense of job market awareness, the tables have turned. Job seekers can obtain a list of potential employers to work with online, expanding their options. They can also conduct extensive research on the companies to which they wish to apply.
From comparing salaries, benefits, and job responsibilities to reading employee reviews, this phenomenon has compelled recruiting firms to up their hiring game to attract quality employees. Companies are left to answer the question, "How can they compete for the best employees?" Everything boils down to the company's reputation.
While maintaining a company's reputation for a reassuring merger between employer and employee is important, one factor appears to be overlooked as trivial by most organisations - and that’s employer branding.
SHRM describes employer brand as what the organisation communicates as its identity to both potential and current employees. It includes the mission, values, culture, and personality of a company. According to Glassdoor, 95% of job seekers consider the reputation of the company when making a career decision. Fundamentally, any interested candidate will look first and foremost at the company's reputation or employer image.
Employer branding responds to this desire for consideration by displaying a good reputation and positive reviews, among other things, to make the best possible impression in the job seeker market. In the same way that companies use advertising to increase sales, they must also promote their reputation to attract dynamic talent.
The first step in evaluating the effectiveness of any company's employer branding strategy is to develop an employer value proposition (EVP). This is a vital component that acts as a guide for companies in determining the types of associations and offerings to be given in exchange for the prospective candidate's skills and experiences. An important process to ensure that your company stays on track with the allocated budget and achieves the desired hiring results.
A well-defined EVP aids in the definition of a company's employer brand, which strengthens the talent acquisition process over time. Creating an EVP will make it clear what values employees are expected to provide as well as what value they can expect in return.
Entrepreneur emphasises that employer branding will not only reduce the cost of hiring good employees but contributes to the development of strong company culture and brand, to the point where employees can even become brand ambassadors. That said, positive employer branding is an intentional implementation that demands careful planning.
It can ultimately motivate existing employees to continue working ergo becoming advocates. This will help to build trust with potential recruits as they receive positive feedback from current employees via word of mouth or online reviews. Furthermore, marketing efforts, strategic planning time, and budget can be reduced on purpose.
Consider the job seeker market. A strong employer brand can provide clear information about compensation, benefits, career opportunities and development, work environment, and culture. These are important factors that a job seeker will consider carefully before agreeing to the tasks. By defining a clear EVP, you will be able to promote your company, become a market draw, and attract top talent.
Companies must constantly be on the cutting edge of adaptation due to the economy's and technology's constant change. This is a significant issue because modern skills are essential for achieving company milestones and goals, and modern skills are in high demand. Therefore, who in an organisation is in charge of developing employer branding?
It’s entirely dependent on the resources, time, money, and capacity of the company. A company's responsibilities are typically shared by the CEO, human resources, and marketing. However, even though most companies regard HR as administrative, 60% of CEOs agreed that a significant employer branding strategy must be devoted to which they’re accountable, according to Harvard Business Review (R).
Furthermore, because social media is so prevalent and has a significant impact on a company’s reputation, marketing plays an important role in developing employer branding.
There are many ways to approach the employer branding process. Again, it is dependent on your company's resources, time, budget, and capabilities. Your company may be considering major changes that will take a significant amount of time. However, following these seven steps will speed up and simplify your decision-making process.
While following this basic employer brand strategy module of planning, implementation, evaluation, and development, you can also use these tips to enhance it:
(Source: Built In)
Employer branding has aided numerous businesses in remaining relevant, sustaining, and achieving success. For inspiration, here are a few examples of well-known companies that have good employer branding in place, as listed by the Academy to Innovate HR (AIHR).
A company's success begins and ends with its employees. Employees, customers, and stakeholders all can influence the business. A positive employer brand communicates more than just the fact that the company is a good place to work. It has the potential to change the organisation's overall perception across markets.
People can access a company's online presence 24/7 thanks to the Internet, giving the company less control over the types of content that are published at any given time. Besides that, the job seekers market is made up of digital (native) professionals for whom social media is second nature. This allows for greater transparency in other platforms where the public can discuss a company's performance.
As an employer or recruiter, it’s critical to consider people because they serve as a reflection of the employer's image. Taking care of the people connected to the company will help the company gain more dominance in the job and business markets. Company leaders must be actively involved in cultivating a favourable company brand with the assistance of HR and marketing in to have the best chance of appealing to people and attracting quality candidates from the job market.
You may have some available roles at your company, and want to ensure that you hire only the right fit. However, candidate selection can be a lengthy and costly process, especially if you aren't sure what to do and what to look out for. That's why, an efficient candidate screening and selection process will not only help you keep your hiring costs low and predictable, it'll also save you and your HR from wasting valuable time! But what is this all about?
First off, the screening process is a series of precise steps that recruiters/hiring managers use to filter out applicants. Matching the right skills to the open roles is key, and an effective selection can result in hiring the right kind of people who'll be able to help the company in boosting morale, add to the corporate culture, and keep turnover low. It's important to note here that there's no one-size-fits-all method, and it's normal for every company to approach this process in its own way.
Having a solid selection process is where the company will have the chance to earn a sterling reputation as a fair and just employer. By incorporating a transparent and no-nonsense professional selection process, this may make job seekers come to you first, over other businesses in the same industry. Without further ado, we present to you our comprehensive guide to both the screening and selection process, so that you'll have the basics at your fingertips, and will be able to build your own methods to hiring top talent!
"I believe inspiring trust with transparency and tenacity is the keystone to doing business."
Ashwin Muthiah