Track Internal and External Employer Brand Metrics for Better Hires

Track Internal and External Employer Brand Metrics for Better HiresTrack Internal and External Employer Brand Metrics for Better HiresYou cant manage what you dont measure, goes the old business adage.As companies put more effort into employer branding activities, good business practice requires they use metrics to track the success of their efforts. A study released by Hudson RPO in July 2014 found that 66 percent of respondents anticipated that employer brand would increase in importance at their organizations in the following 12 to 24 months. Yet the same study found that only 16 percent of respondents could say for certain that their company measured their employer brand.Getting the right people in the door is paramount to maintaining a strong employer brand. schwimmbad hires can cause productivity losses, damage employee morale and increase training and recruiting costs. The Department of Labor estimates the cost of a bad hire can be as much as 30 percent of that employees first year earnings. And since online reviewers tend to be polarized into fans and detractors, employers need to keep track of employee perceptions.As with traditional brand measurement, employer brand measurement falls into two buckets internal and external.Internal Brand Measures How You Perform Against Yourself Over TimeTraditional brands can measure internal data points such as product sales and customer churn rates over time. Employers can track engagement, retention rate, quality-of-hire and cost-per-hire to gauge success. Engagement and retention can impact quality-of-hire and cost-per-hire through word of mouth, which leads to other measurable factors such as employee referrals and review ratings.To measure external performance, traditional brands might use market tracking services such as Nielsen or industry-specific studies to measure market share. They may also track brand awareness through ongoing surveys.External Brand Measures How You Perform Against the MarketEmployers a re not given such straightforward measures of their brands as market share. Measuring employer brand externally is a fuzzier task. It may involve participating in employee surveys such as those conducted by organizations and media outlets with best places to work lists. But because survey participation is voluntary and can be affected significantly by internal employer branding efforts, rankings on behauptung lists are not truly unbiased. Companies that appear on such lists often have one or more staff members dedicated to championing their culture and promoting participation in events and surveys.To trained data analysts, surveys like these can seem particularly subjective. Jike Chong, Ph.D., head of data science at Simply Hired, saw an opportunity when he considered Simply Hired data in light of best places to work lists.When considering the billions of signals received from 30 million job seekers each month in the Simply Hired job search engine, he wondered, What if we could prov ide rankings based on actual behavior? Then we would have a metric based not on what people say, but what they actually do.On the average job search results page, the job seeker is confronted with at least a dozen job listings to choose from and often many pages of links. Measuring the frequency of which users click on a job listing for any given company could indicate the strength of that companys brand recognition as well as the appeal factor of the language in the snippet of the job description. Therefore, job click-through rate is the basis of Simply Hireds Employer Brand Index (EBI). The 2014 EBI was released last month and covers seven vertical industries.In reservierung to make it truly unbiased, we had to filter out the effect of job sponsorship, Chong added, noting that sponsored jobs appear at the top of search results, often resulting in higher click-through rate.Because there are thousands of employers and only 25 companies on each vertical in the Simply Hired EBI, its c rucial to put the data in context.This is an important piece of information to understand who your peers are in your industry and learn about competitors you may not have been aware of, Chong said.Noting the appearance of POPSUGAR in the entertainment category, he said, Often job seekers are eager to work at places they admire or use on a regular basis. When those names appear on a list of jobs, theyre more likely to click.Research into a newly revealed competitors external branding activities can uncover information that can be used to inform your own efforts. You might be able to adapt their tactics or use the information to further differentiate your own brand. Having an unbiased glimpse into job seeker behavior is a unique way to measure the most successful brands in the eyes of candidates and discover better ways to manage your employer brand.Read more from this seriesWhy You Need to Embrace Employer Branding This YearYour Company Culture Doesnt Have to Be Perfect - Just Authe ntic8 Ways to Create a Desirable Employer Brand for CandidatesHow Your Employer Brand Can Benefit From a Bad Review

Programmer Analyst Job and Salary

Programmer Analyst Job and SalaryProgrammer Analyst Job and SalaryProgrammer analyst is a position requires both business and technical savvy because developers act as a bridge between business needs and technical builds. The demand for skilled programmers who are also adept at requirements analysis and client communication is continuing to grow, especially because user experience (UX) has moved front and center for end users.While new developers are not going to get their foot in the door without core hard-coding and programming skills, what makes developers worth their weight in gold to many organizations is often their skills on the softer side, such as excellent written and verbal communication.Given the growing need for their services, programmer analysts occupy a unique spot in the job market. According to the 2019 Robert Half Technology Salary Guide, salary midpoint for a programmer analyst is $104,500.You can use our Salary Calculator to adjust the programmer analyst salary r ange for your city.Programmer analyst job descriptionHow can you land a career as a programmer analyst? These are essential qualificationsStrong problem-solving and analytic abilitiesThe ability to understand applications from programming and business perspectivesInterpersonal and communication skills, and the ability to liaise with business managers and technical teamsObject-oriented programming skills in common languages, including C / C++, Java Enterprise Edition / AJAX and Microsoft .NETBachelors degree in computer science, information science or management information systems is often requiredBackground in UML modeling is often necessaryThe job description for a programmer analyst typically includesTranslating a need into a computer-based solution programmer analysts analyze business application requirements for functional areas like finance, manufacturing, absatzwirtschaft or human resourcesWriting code, testing and debugging software applicationsRecommending system changes an d enhancements, as well as modeling new applicationsDocumenting software specifications and training usersAlong with core coding, what matters are interpersonal abilities. Particularly with startups and small businesses, soft skills can make or break a candidate given the close working relationships within these organizations.Communication is at the top of the list of desired soft skills Good systems analysis always begins with a strong foundation in both verbal and written communication skills. This allows the developer or analyst to listen effectively and learn how to ask the right questions to ensure all of the relevant aspects of a business process are documented.In addition, a focus in UX is also valuable, as is the ability to collaborate and problem solve. These qualities come into play with the design process, are critical during development, and are key during any problem analysis or debugging.Advice to aspiring analysts develop soft skillsEntry-level programming analysts ca n develop soft skills to edge out the competition. Technical components are non-negotiable bringing exemplary communication and business skills to the table makes for a well-rounded, in-demand developer.This post has been updated to reflect mora current information.

Assistant General Manager Job Description

Assistant General Manager Job DescriptionAssistant General Manager Job DescriptionAssistant General Manager Job DescriptionThis assistant general manager sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Assistant General Manager Job ResponsibilitiesAssists general manager by performing related duties.Assistant General Manager Job DutiesUpdates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Accomplishes organization goals by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Assistant General Manager Skills and QualificationsPerformance Management, Giving Feedback, Project Management, Coaching, Foster Teamwork, Superv ision, Staffing, Business Knowledge, Technical Leadership, Technical Management, VisionEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Assistant General Manager Jobs and apply on now. Find out mora about employee compensationSalary CalculatorSalary Negotiation Tips for EmployersBenchmarking How to Pay New Hires