Description

2:10 Intro

• Intro/Opening remarks
• The topic is: Your Employer Brand

3:00 Sponsors

• Shoutout to a fundraiser Michael is working with: Girls On The Run
  • Team SPEARity is raising funds to help empower girls
  • Donate here: spearity.com/giveback/michael
• SPEARity (SPEARity.com)
• Cream City Marketing (creamcitymarketing.com)

5:57 Last week recap

• First impressions
• Hiring practices
• “Being comfortable is how you stagnant” -M
• “Being uncomfortable is how you change and grow” -M

6:50 Day one as a new employee

• Your first day will be one of three
  • Awesome
  • Awkward
  • Awful
• “Shoutout to Brad from one Brad to another Brad” -B
• What you say after a party in the car is really how you feel, even if you told everyone at the party something completely different
• The ability to answer the question, “How was your first day” to a friend or family member is what employers are hinging on.
• You used to have until the end of their first day to win an employee over
  • Now you have until their first bathroom break - bc of social media
• 75% of employees make the decision to stay/leave in the first 90 days
• Of those who made the decision to quit, had their mind made up in the first 45 days
• Your time to win them over is a critical time
• Employees have choices
  • “It’s a relationship” -M

11:58 Winning the Firsts

• Onboarding
  • Having a plan (clear documentation)
  • Clear expectations
  • Resources (people and stuff)
• Orientation is day 1
  • Onboarding is a process that begins before day 1 and ends never
  • Before orientation → Indefinite end
• Lower the bar
  • On day one people want to know where the bathroom is and where to get lunch
  • Don’t overwhelm people on their first day
  • Don’t overlook their basic questions
    • If you have a burning question that is not getting answered, it’s very hard to take in new information
    • Brain block
    • Answer those questions and “Get the barge out of the canal” -M (17:24)

17:30 Key Things

• Ask
  • What does the employee want to know
  • What do they expect
• 2 week black box
  • The dark period between signing and offer letter and the start date
  • A lot can happen in that time (on both sides)
  • Brad’s idea:
    • Create an email campaign after an offer letter is signed
    • Access to accounts
    • Stories from former employees to learn about company
    • Remarket back to people
    • “Nothing is ever going to be perfect” -B
    • Personalized video from supervisor
    • Onboarding/hiring is just like sales
  • You want to market yourself to attract the best talent
  • Employees can still get buyer’s remorse, it’s just different
• “Engagement has tangible, bottom line impact” -M
• Employees are more valuable than any customer

Full Show Notes Here