• The New Buzzword in Talent Acquisition? It’s BUZZ!

    Posted by Laura Kleffner on September 15th, 2021

    Some organizations have it:

    • A unique story about the company
    • A compelling brand message
    • An exceptional company culture
    • A rock star mission statement
    • Special employee benefits

    Unfortunately, too many companies find themselves struggling to keep up with Joneses. They lack buzz, which most often translates to top talent looking elsewhere for employment. Ask about your company’s “buzz” up at the next HR, TA or C-suite meeting and observe their reactions. If they’re not familiar, then introduce its importance and get your company started on its way to being job candidates’ number one choice for employment.

    What is buzz?

    You may not recall when you heard this word the first time, but there is just something sticky about it. Buzz suggests the power of talent acquisition marketing at its finest and most effective level. Candidates are compelled to apply because they want to be a part of something bigger.

    Buzz encompasses your company culture, management-employee relationships, employee recognition, and opportunities for professional development. When buzz is in play, candidates recognize that your company has a purpose behind profits.

    How do companies create buzz?

    1. They initiate or enhance an employee-recognition program. 85% of HR leaders point to programs like this as a key factor in retaining staff.
    2. They promote ongoing professional development. 94% of employees claim they would remain in their current role if their organization invested in professional development; 67% said they would leave if it wasn’t a priority.
    3. They are sincere, constructive and consistent with performance reviews. A majority of companies use peer-to-peer feedback, which many HR reps claim has a positive impact on employee relationships and skills improvement.
    4. They exhibit positive relationships between management and employees. 58% of employees admit they would take less pay if it meant working for a great boss.

    Prompt C-level buy-in with data.

    Share some stats that help your key stakeholders understand the importance of building buzz and promoting the great reputation you already have. Once everyone gets it, you should have their commitment to building the programs that can ensure employee buzz – which spreads outwards to candidates through their communications across all platforms they use, as well as verbally.

    • 84% of job seekers declare a company’s reputation influences their decision to apply.
    • 91% of managers say a candidate’s alignment with a company’s culture is more important than their skills or experience.
    • 88% of employees and 94% of executives claim an engaging company culture is a key to business success.
    • 96% of companies recognize that brand and reputation can have either a positive or negative impact on revenue.

    Does your company have buzz?

    If not, then commit to creating a buzz by making talent acquisition a priority. New hires want to see that you recognize and award employee achievements. They want to keep learning and growing. Indeed, 42% of millennials point to personal development as the most important factor when considering a job offer, and 43% left their companies when opportunities to grow professionally were minimal.

    Finally, work hard at creating an efficient and substantial onboarding experience for new hires; let them see a positive company culture from day one. Then, maintain that positive and respectful relationship between management and employees which, in turn, enhances your reputation to all internal and external stakeholders.

    And after you hire them, these employees want fair and meaningful performance reviews, which could include peer reviews. Your colleagues agree; 89% of them use peer feedback and regular check-ins to demonstrate their commitment to their employer brand and proposition.

    After you have buzz . . .

    HR/TA teams should sustain their focus on conveying an engaging brand message and a positive company persona to attract job candidates who fit the culture and values of their organization. Making this substantial, company-wide commitment to prioritizing talent acquisition starts with your leadership team. Be sure you ask them, “What’s the buzz?”

    NAS Recruitment can help your organization create a buzz. Contact us today to learn more.


    Sources for stats: BuiltIn, EveryoneSocial





    Laura Kleffner

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