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The Power of your EVP · The Business of Alignment - Powered by The E1B2 Collective

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  So we are getting close. We're getting close to stat
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  base, voices 2023. We're getting close to me.
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  Looking a bit Dapper. Yeah, and I need to figure this
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  out on my Dash. I'm actually, I keep, I need to
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  do that. Like, I need to literally go
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  Uber to the nearest Men's Wearhouse, and I need to go do
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  that today. I need to figure that out.
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  When I'm referring to is, I need to figure out how I am going to
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  look so Dapper. I've been so busy dealing with
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  so many things. And I literally keep forgetting
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  that. I need to pick out my outfit
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  because I haven't done that yet. So thank you to the podcast.
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  Thank you to me. And most importantly, thank you
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  to all of you that are listening because if it wasn't for me,
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  making this podcast today, I wouldn't have remembered.
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  That's what that that's, that is what I mean to do.
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  And probably would have been a pretty pretty I turn around
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  there because I believe the speaking of n is only 8 April
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  27th that's not. Absolutely speaking.
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  I believe it goes from the 25th through the The 28th, something
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  of that nature. So there's a lot to see lot to
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  do lot, to, to experience and I'm excited for so, so knowing
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  that what I wanted to do today, which is practice, practice some
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  thoughts, get some feelings. I'll get some perspectives out
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  and, and, and get your overall to opinion and perspective on
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  these things. I believe that the top of that,
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  I'm going to speak to you today. It's a topic that organizations
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  have to be thinking about. I think, I think, right now
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  times are very tough for organizations.
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  Organizations are having having having very tough decisions to
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  make, I think. But I think this is a time for
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  for organizations to truly Double Down, be thoughtful, be
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  patient and try to find ways. Is to generally look at their
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  employer branding from a very strategic point of view, a very
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  detailed point of view. And I'm at a point of view that
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  should be taken. Seriously, I think the first
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  thing that comes to mind is making sure your internal
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  processes, your internal workings, the culture that you
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  have in your company, make sure that that is true on the front
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  end. Make sure that is true
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  throughout the communication process through hiring, make
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  sure your day-to-day processes internally.
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  A are being communicated to every single applicant.
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  So every single African understands what they're
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  actually getting involved in at a real realistic level.
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  If your systems are your HR or your processes of your
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  leadership or you're in a really interesting time, business-wise
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  and product wise, where you're making completely different,
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  turn around and then you're having a complete new Evolution
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  of a product or a service or whatever, it's going to be.
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  That information is incredibly important to share with the
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  applicant. So number one, from the employer
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  branding perspective, His honesty is detail.
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  This context is is going deep and allowing every single
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  applicant to truly be able to go home.
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  The here's a, here's a test that I always said an employee should
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  be able to go home to their partner, their spouse, their
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  family, and they should be able to have a conversation and very
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  detailed variables about the company and why they like to
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  company. What's so amazing about the
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  company while the company is interesting, how the company is
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  going to impact them personally, but also at a broad level, maybe
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  they should be able to do that with the, with the Love passion
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  and vigor, and veracity to their children, as well as to their
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  potential colleagues and or Partners or family members,
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  whatever it's going to be. And I believe that the most and
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  and by the third or fourth interview, I really believe
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  that. So from an employer branding
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  perspective, you want applicants to walk away saying, oh my gosh,
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  this company is great in these nine ways and it's so deep.
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  And so layered, and it's so varied.
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  And here's what I love and don't love about the company.
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  Here's what I would be doing here.
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  Here's how it would benefit me and all of it should be true.
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  All of it should be 100% true. I can't say it enough.
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  I cannot say it enough, and I think investing in tools.
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  Like, like top employers, we're were you can audit where you can
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  unpack where you can dive in, you can dig in where you can
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  when you can figure some things out.
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  That's smart, right? You can look at things from a
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  benchmarking perspective. You can look at yourself.
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  Right, not only can you go external to Benchmark, you can
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  look at yourself and bring some self-awareness.
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  I love companies to spend dollars money technology to
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  cultivate more self-awareness internally.
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  Look at your business like a like you should look at your
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  business. Sorry the way that you look up
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  look at a human being a human being that invest in therapy
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  invest in whatever they do to understand themselves better.
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  That's exactly what a company should do.
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  Human beings that work out six days a week, eat relatively
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  clean, watch what they put inside their body you know
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  spends a lot of time, unpacking their mind and all these things.
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  A human being that does that the equivalent of that in the
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  business world Is making sure our business is consistently
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  flushing itself out, understanding itself, realizing
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  itself, and being comfortable to communicate that to an
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  applicant. So, that is number one.
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  I can't say that enough. Number two, I believe having
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  having a company that gets excited about investing in the
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  most conceptual, the most nuanced, the most exciting, the
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  most creative employer branding technology.
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  I've been a big fan of it. I created a company called
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  Beyond brand that does that and I did that and I know there are
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  so many there, you know, I'll give them some credit finally
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  after years of an interesting point of view.
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  But before you apply with Nate gujja, they're doing a lot of
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  great work over there. I'll just be very Frank.
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  So many junco. What else?
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  People say glass door, but that's like I'm talking about
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  something more detailed than that in video form.
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  But but anyway, there's a ton of different company services
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  platforms and opportunities. Where companies can utilize
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  technology utilize creativity utilize the marketing team
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  utilize, the pr team, utilize the comms team, and everyone can
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  get together. And just make a lot of great
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  content representing the company and I believe that looks like a
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  lot of different ways to do it. But technology in that section,
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  Is he must I you know I can't I can't state that enough.
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  I think what else here I think from a we talked about honesty
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  was looking a little looking at a list.
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  Now think the last thing is like having an employer branding
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  exited communication strategy and system.
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  That's also something that I just don't think enough
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  companies and thinking about As you exit someone that's
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  incredibly important to figure out how you want to do.
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  So in a way that is really productive.
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  You should add some one where they fully understand, where
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  they lie in the company currently.
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  How they respond, how others, how they're perceived in the
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  company? Perspectives in the company they
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  should leave understanding whether it was their decision or
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  yours, understanding how they can learn and grow and develop
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  from exiting. The company should do a very
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  good job, in my opinion, of supporting that individuals
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  Journey, right, wrong or indifferent in different ways,
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  giving them really deep contents context and Nuance.
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  So I believe Exiting an employee with Grace, but with detail, and
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  with depth and width information is something that is, that is
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  really smart and really key to do.
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  I can't overstate that enough. I think companies that take the
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  exiting process, incredibly seriously, as a way to say, you
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  know what, if I want to edit Anthony, I want Anthony to look
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  back at that experience and say, wow, you know why I thought it
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  was them but it was really was It really was, it was me.
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  And regardless of who would was and why we parted ways the way
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  they parted ways. With me really have me, has me
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  in a position where five years later, I have respect for that
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  company still and I would go to that company.
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  Like there have been companies that have had that experience
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  with there have been fellow managers and leaders that I've
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  had that experience with. I'm feeling that.
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  Now, what's happened pores? Like I will forever always
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  probably go to a place where sure every is or Chris is or or
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  my kids, whatever the case is going to be like, people that I
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  work with where Russia is. We're, we're we're Chris The
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  Chris is and where Jeremy is, whatever?
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  Right there are people in this world.
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  There are companies in this world.
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  We are the way that the relationship exited in Rob and
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  Braden, like anyone forget about my homies there.
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  But like the point that I'm making is and Randy, the point
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  that I'm making is, if something doesn't work out, or something's
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  going to end the way that you exit.
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  It needs to be in a way that both sides can come back to each
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  other and bring value to each other in a way that's like, hey,
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  let's get the gang back together and let's do it again.
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  Again and we've grown and we've learned from the last time so
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  that when we work together again, it can be even better
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  situation and that for me, business contest can help
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  because that can help with the that can help a business and
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  marketing that can help a business and sales that can help
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  a business business with Partnerships that can help you
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  business. From a recruiting perspective.
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  People out here are going to literally go and leave your
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  company and have a good night on the town in New York and they're
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  going to get to talk to them. They're eventually going to Do
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  you do? Well, I actually just quit my
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  job a couple weeks ago but it's really great company.
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  Like okay, well you never know how they're going to explain
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  your company. And if it's a positive
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  experience exiting, it's probably going to be a positive
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  experience exiting their mouth to someone else and then makes
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  sense. And you want the receipt, you
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  know you want you want the person receiving that to save
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  themselves. Let me do some research on this
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  company that company actually sells a lot of cool things.
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  Oh my dad works at a company that could potentially partner
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  and oat my dad actually mentioned them.
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  Like you never know and you want your company to be in a position
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  where it's always going to be able to benefit no matter if.
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  It's on the sales side partnership side HR side teams
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  that whatever it's going to be. So those are just a few
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  thoughts. Out-of-the-box thoughts that I
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  don't think I've ever shared today that I'm probably going to
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  share here in about a month. And as always just a few
• 10:27
  thoughts, just a few perspectives will talk to you.
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  Like you never know and you want your company to be in a position
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  where it's always going to be able to benefit no matter if.
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  It's on the sales side partnership side HR side teams
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  that whatever it's going to be. So those are just a few
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  thoughts. Out-of-the-box thoughts that I
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  don't think I've ever shared today that I'm probably going to
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  share here in about a month. And as always just a few
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  thoughts, just a few perspectives will talk to you.