6 Ways to Speed up Your Company’s Hiring Process

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When it comes to hiring for your organization’s job openings, speed is everything. The faster you can identify and hire the right candidate, the better. There are several reasons for this. First, the longer a position remains open, the more money it costs your company. Second, an open position can drag morale, as other employees have to pick up the slack. Finally, the longer a position stays open, the greater the chance a talented candidate will be snapped up by a competitor.

So if you want to maximize your chances of success, you need to move quickly when filling job openings. So how can you make sure you’re hiring as quickly and efficiently as possible? Fortunately, there are some ways to do this – here are a few tips:

1. Use technology to your advantage

As any HR professional knows, the hiring process can be time-consuming and frustrating. With so many candidates to keep track of, it’s easy to lose sight of the forest for the trees. That’s where applicant tracking systems (ATS) come in. A good ATS can help you keep track of candidates, ensure that all your hiring materials are organized, and automate repetitive tasks. This can free up your time so that you can focus on more important things, like actually meeting the candidates. There are many great ATS out there, so do your research and find one that will work for you. Your future self will thank you.

2. Develop a strong talent pipeline

Having a talent pipeline is essential for any organization that wants to fill job openings quickly and efficiently. A talent pipeline is a pool of qualified candidates that a company can draw from when they have a vacancy. By developing a talent pipeline, companies can avoid the time-consuming and expensive process of recruiting and training new employees from scratch. Not only does this save the company money, but it also ensures that only the most qualified individuals are hired. An effective talent pipeline can differentiate between success and failure in today’s competitive job market. Therefore, companies must invest the time and resources necessary to develop their talent pipelines.

3. Simplify your hiring process

One of the most important aspects of a successful business is finding and hiring the right employees. However, this can often be easier said than done. The process of recruiting, interviewing, and hiring candidates can be time-consuming and complicated. There are various factors to consider, and it can be challenging to know where to begin.

However, it’s important to remember that the simpler your hiring process is, the easier it will be to move candidates through it quickly. By streamlining your process and keeping things organized, you’ll be able to make better decisions about which candidates are right for your business.

In addition, a more straightforward hiring process is more likely to attract top talent. Candidates are looking for efficient and well-run companies, and a streamlined hiring process is a good indication that your business falls into that category. So if you’re looking to improve your hiring process, don’t make things more complicated than they need to be.

4. Delegate and build a team

Trying to do everything yourself is a recipe for disaster. Not only will you quickly become overwhelmed, but you’re also more likely to make mistakes. When it comes to something as important as hiring new employees, it’s essential to delegate tasks and build a team of people who can help. This will allow you to move candidates through the process more quickly and effectively. By delegating tasks, you’ll be able to focus on the most critical aspects of the hiring process and ensure that each candidate receives the attention they deserve.

Furthermore, having a team of people working on the hiring process will allow you to tap into a variety of skills and perspectives, which is essential for making well-informed decisions. So, if you’re serious about making the most of the hiring process, delegate tasks and build a team of people who can help.

5. Be flexible

The hiring process is constantly evolving, and what worked yesterday might not work today. The most important thing is to be flexible and adaptable and always to keep the goal in mind: to hire the best possible candidate as quickly as possible. The hiring process has many moving parts, so it’s crucial to evaluate what’s working and what isn’t constantly. If something isn’t working, don’t be afraid to try something new. The world of work is continuously changing, and the successful hiring manager is the one who can change with it.

6. Use a Staffing Agency

A staffing agency can be a valuable partner in your company’s quest to find the best candidates for open positions. Not only do agencies have extensive databases of potential candidates, but they also have recruitment specialists who are experts at identifying candidates that are a good fit for your company. Working with a staffing agency can help you speed up your hiring process and ensure that you can find the best possible candidates for your open positions.

Additionally, staffing agencies can provide helpful resources and advice throughout the hiring process, from candidate screening to onboarding. By partnering with a staffing agency, like Award Staffing, you can take advantage of their expertise and resources to find the best possible candidates for your company.

Pulling it all together

Speed is everything when it comes to hiring, so don’t let yourself fall behind. The longer you take to fill a position, the more work falls on the shoulders of your existing employees and the greater the risk of costly mistakes. By following these tips, you can ensure that your hiring process is as efficient and effective as possible.

If you’re looking to improve your hiring process and find the best candidates for your open positions, partner with Award Staffing. We can help you speed up your hiring process and find the best possible candidates for your company. Contact us today to learn more about how we can help you hire more efficiently and effectively.

Why a New Website is a Great Marketing Tactic

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Whether you’re a B2B, or B2C company, or both; giving your website an overhaul every few years is a great move to make for the success of your business. A lot changes industry-wise and market-wise in a single year, let alone in a few years. The needs and wants of your audience are constantly evolving, and to continue seeing the expansion you envision; making the pertinent changes to match current trends will set you apart from your competitors.

Here are just a few reasons remodeling your website every few years makes for a great marketing tactic:

1. Brand Evolution

While the overall mission of your brand may not have and may never change, there’s no doubt that every few years, your brand evolves in more ways than one. Your rates have increased as you now offer more to your services, you have added a new facet or department to your business model, you have expanded from just one location to a handful of locations…The possibilities for how a business can change are endless, and no matter what those changes are, you’ll want to update both the aesthetic and the content of your website to reflect them.

2. Audience Shifts

As you evolve as a company, it is very likely that there will be some shifts in your audience as well, even if those shifts are small. For example: if you, like us, are a Staffing Agency, if you add a new job type, you’ll want to make changes on your website that appeal to the group of people who would be interested in that line of work. Additionally, many things change how your target audience thinks and approaches things. The pandemic, current wages, and how competitive the job market is, are all factors that influence your audience’s habits. In the current world of convenience, it’s important that your website be user-friendly from a smartphone, not just from a desktop. You’ll also want to make sure that the feel of your website is appealing to your current audience.

3. Brand Perception

Every company wants to have a good reputation and that goes beyond just your customer service and how you appear across your social media platforms. When your brand is new to someone, the first place they go to gather more information is your website. If the first thing they see is outdated icons and irrelevant content, they will look no further.

Reconstructing your website to reflect modern times shows that you are a company that is willing to invest where it matters, that you care to speak directly to your target audience, and that you are up-to-date on what’s happening in your field.

If your company is in need of employees, we at Award are here to help. Connect with us here to see how we can help you take your business to the next level.

Why Use Net Promoter Score?

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A tool that we have found to be useful, as a staffing agency that works with hundreds of associates every day, is Net Promoter Score (NPS).

An NPS is a single question survey that typically asks you to rate how likely you are to recommend a business to a friend or colleague, using a scale of 1-10.

As simple as it is, this tool is a great and cost-effective way to measure your areas for improvement and is a good indicator of what the success of your business will be, in the coming months and onward.

At Award Staffing, we survey our associates, as this is a standard practice in the staffing industry. Businesses that work solely with clients and customers will survey their partners to determine the likelihood of working together again.

If your company has yet to integrate an NPS, here are some of the reasons we highly recommend it.

1. Gives you an idea of where you can improve

Although a Net Promoter Score is only one question, it’s important to send follow-up questions depending on the results. If you notice a trend of receiving a less-than-satisfactory score, you’ll want to find out why. This way, you will know what areas you excel at and which processes have room for improvement. In any business, market research is essential to grow; implementing an NPS is a great starting point.

2. It allows you to gauge where you are in regards to your competitors

Everyone wants to be the best and most well-known in their industry. The companies that earn that reputation are the ones who are regularly looking to improve themselves, especially in the eyes of their target market. An NPS is a way to get inside the minds of your clients without asking too much out of them or having to put aside a large budget to do so.

3. It looks at the overall picture

A lot of other marketing tactics have a focus on one campaign, one interaction, or one area of a business. Since an NPS survey determines whether or not a company would recommend you, it tells you what you overall partnership looks like; be it between a company and their contingent workers or a company and their clients. In the case that you are receiving good overall feedback, your sales team can leverage it as a marketing tool to bring in more business.

4. Demonstrates Care

If a person or corporation has been partnering with you for a while, it can be easy to assume that everything between you is going well. However, if you want to ensure you keep your partnerships, you want to make the intentional effort to get feedback. By sending out NPS surveys, it shows your clients and/or associates that you do care about their needs and are open to feedback about where your company can do better. As many companies don’t bother checking in enough (aside from the occasional email), it will make you and your company stand out.

If your company is in need of employees, we at Award are here to support you. Contact us with your staffing needs here.

Internal Marketing: What is it and How can you integrate it?

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One thing we can say with pride here at Award Staffing, is that we are very intentional about our internal marketing. As a company, we work hard to have an extraordinarily good company culture, as we want all of our employees to work well together and enjoy coming to work every day.

Our own experience, as well as a number of recent studies have continuously proven that organizations with a strong and positive company culture, have higher retention rates, more productivity, and a highly thought of brand reputation.

Most companies believe that as long as they pay a decent salary, provide a nice workspace, and ensure a comfortable, drama-free environment, that it’s automatically going to result in surpassing company ethos. While this is a good start, it takes an intentionally curated internal marketing strategy to form an atmosphere of overall workplace satisfaction.

Internal Marketing is the promotion of an organization’s values, mission, and purpose to its employees. Also called Employee Marketing, the goal is to sell your employees on the company to increase brand awareness and make sure that the people you hire are the right fit and feel a great sense of workplace satisfaction.

Some of the things we at Award do for Internal Marketing are:

  • Discuss and live by our core values of: work hard, have fun, and be nice
  • Have a weekly all-call over Zoom that recognizes recent employee accomplishments and includes a game of trivia and a “dad joke”
  • Casual Fridays
  • Spotlight employees on social media
  • Fun marketing campaigns for our quarterly service project that feature each employee and their individual contributions

Depending on the products or services you provide, it’s up to each individual company to determine what type Internal Marketing tactics are on-brand, and how they will go about integrating them into their model and work culture.

Here are a few of our recommendations for creating your own Internal Marketing Strategy:

1. Host Activities

A great way to break the ice and promote team building is by having weekly or bi-weekly, pressure-free activities that all employees can participate in. They can happen on-site or offsite, as long as they take place at a time that no one is working and don’t involve employees spending their own money. A game, a contest, or an employee social are all great options. It’s crucial that once you start doing these things that they continue, as they are something nearly everyone will look forward to. Hosting activities will also make new employees feel more comfortable with the team and encourage them to get to know their colleagues.

2. Reward Employees

Although everyone appreciates verbal recognition, if you want employees to truly feel valued, try offering tangible rewards. This can look like surprising them with coffee when they reach a certain goal, presenting them with a trophy or plaque to celebrate something they did, or buying their lunch one day. Just make sure that the rewards are consistent for everyone and that each employee has the same ability to earn them despite their position or department.

3. Address Issues and Take Requests into Consideration

The companies that are known for being a great place to work are the ones who genuinely care about what their employees have to say. There is nothing more frustrating than having an issue swept under the rug or sharing a request just to have it never brought up again. Check in with the individual(s) who brought something to your attention and when a new policy, procedure, etc. is implemented, make sure that all employees hear about it in a timely manner.

If your company is in need of employees, we at Award are here to help. Contact us with your staffing needs here.

How to be a Future-Ready Company

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With the primary focus for most businesses right now being on finding and hiring good employees, preparing for the future is likely not a topic that has come up for most companies in recent times.

However, if there is anything the pandemic taught us, it’s that there is no such thing as being “too prepared” for what could come up in the future.

Additionally, the commonplace way of doing things in the workforce has significantly changed in the past two years; and if companies want to prosper, they must have up-to-date employer and business practices.

Employees and customers/clients alike gravitate towards companies that are known to have efficient and sustainable processes and prioritize giving current and future employees what they are asking for.

Here are just a few of many ways you can move towards becoming a future-ready company:

Cultivate Talent

Since finding talent in today’s market has proven to be more challenging than ever; if a company wants to keep current employees and bring in new team members who are there to stay for the long-haul, they need to find ways to stand out. This means upgrading your technology to make it more user-friendly; which would not only make it easier on your current staff, but also give you a wider candidate pool as certain technical skills will no longer be needed. It also means becoming less rigid in your requirements, which would encourage more people to apply. Furthermore, environment and health are very important to the modern-day workforce. Companies that make it a point to have generous wellness practices and appealing workspaces will have the upper hand on those that don’t.

Divvy Up Decisions

When it comes to decisions, they shouldn’t all be made by the same group of people. Different decisions will affect each department and facet of the company differently, which is why all employees must be able to offer their insight and input. Typically, decisions are all left up to the leaders of a company; but in this market, employee-centric companies are the ones that are doing the best. The pandemic taught people to value their time and employees, especially those of younger generations will not work for companies that don’t give them a voice. Truthfully, in many cases, company leaders don’t see the day-to-day things that happen across different departments and among entry-level employees. Not only does involving them in some of the decision-making show that you value your people, it also takes much of the pressure off of company executives and offers a broader perspective on things.

Get Clear on Your Value

As experts in your industry, of course you know what you offer and why a company should hire you over your competitors. However, as competition increases, you may need to take a new approach to what you offer as well as how you market your services. What are your uniques as a company and what do you provide that others don’t? These things should all be clearly communicated in your branding and future marketing campaigns.

 

If your company is in need of employees, we at Award are here to help. Contact us with your staffing needs here.

How to Have a Strong Employer Brand

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If someone were to ask you what it’s like to work at places like Facebook, Google, or Apple, you would likely tell them that it’s a fun and laid-back environment that is trendy and health conscious. And the interesting part is…you don’t even have to work there to know that. This is because all of these companies have a strong employer brand.

An employer brand is a company’s reputation as an employer and how they are viewed from an internal employee’s perspective.

Most companies don’t put much thought into this because there is already so much branding and marketing to be done for their products and services as well as advertising open positions. However, employers that have an amazing work culture and an innovate strategy to promote it have an easier time finding the right talent who stays with the company over the long-term.

Here are our top recommendations for creating a strong employer brand that will attract top talent.

1. Conduct a Culture Audit

A culture audit is an assessment of your organization’s workplace culture that helps you determine how your company culture is perceived by employees as well as clients and vendors. Doing so will give you a good idea of what is currently working, what your employees value, and what areas need improvement. Gather data by asking your employees to complete an anonymous survey. Some good foundational questions to ask are:

  • How would you describe our company’s leadership?
  • What is our office environment like to you?
  • Have you come across any obstacles that have gotten in the way of your work?

It’s also important that you give them the ability to offer feedback and suggestions.

2. Add a Company Culture Section to Your Website

In nearly every job posting, companies claim that they have a “great company culture”, but outside of a brief description, give prospective candidates no way to gage whether or not they see themselves as a culture fit. Since a company’s culture is such a big determining factor for whether or not someone chooses to apply and/or work for a place, having this will set you apart from your competitors. A few things to include are:

  • A video that shows what the office/worksite looks like
  • A list or photos of some of the perks and fun things your company offers
  • A link to some of the causes your company supports with facts and statistics about that social issue

3. Spotlight Your Employees

Your employees are what make your business possible, and they all want to feel recognized for their efforts and contributions. Whether it’s through your blog, social media posts, or bi-weekly newsletter, feature your employees with their picture, some personal fun facts, and a highlight of their accomplishments. This will make your employees feel valued and show anyone who visits your online platforms that you appreciate your team and the work that they do.

4. Showcase Your Company Culture Across Your Social Media Platforms

The lowest hanging fruit is to post all about your products and services and write blog posts about what’s current in your industry. While this is definitely a good use of your social media channels, it doesn’t need to be the only thing you ever post about. In fact, you will have much more traction if you do something outside of the norm. When people browse your online platforms, they want to be engaged and see your brand’s personality. Make your digital spaces a bit more personal by posting photos of company outings, projects, and events; and accompany them with a caption that tells the story behind the photo.

Additionally, it’s essential that what you advertise about your company online, translates to how it actually is to work there.

If your company is in need of employees, we at Award Staffing are here to help. Contact us with your staffing needs here.

How Are You Building Your Brand in 2022?

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In the fast-moving and ever-so-competitive world we are currently living in, it’s the companies with strong, regularly evolving brands that will bring in the most business and continue to grow. It’s common knowledge that the pandemic, among a variety of other factors, have forever changed consumer behavior as well as employee needs and standards. As a result, many new norms have been created. Organizations that want to continue to thrive must adapt to shifts within the market and their industry, and must consider both their target audience and their employees when implementing new and improved processes. This begins with how a company brands themselves.

Branding is the ongoing process of creating a special identity that is associated with your company, products, and/or services. When most people think of branding, they envision logos, colors, and a catchy tagline. While those things are definitely aspects of branding, they account for a small fraction of branding as a whole. In order to create a strong and memorable brand, an organization must think of their brand as the identity and reputation of their business.

Building a powerful brand is how you will generate awareness, positive associations, and loyalty to your company and offerings. They way you get your audience to perceive your company and the value that it brings is by formulating an effective brand strategy. Here are some of the top ways to build your brand in 2022:

1. Emphasize Your Mission, Values, and Culture

Despite current popular belief, there isn’t actually a worker shortage; there is a shortage of companies that meet employee needs. Job seekers are in search of companies that align with their values and are willing to accommodate needs that may not have been there prior to the pandemic. You may very well be keeping up with workplace trends and have the best business model in your industry. However, if you want to attract employees that are a culture fit, you must advertise what you are all about across multiple platforms. People today look for purpose and want to feel valued at their place of employment. Additionally, people are more inclined to partner with and buy from companies that are making a difference. Don’t be afraid to showcase current projects or feature your core values on your website and social media.

Ways to Emphasize Your Mission, Values, and Culture:

  • Have a page dedicated to your mission on your website
  • Create posts about each one of your values and how your company embodies them for social media
  • Make an effort to recognize your employees publicly
  • Showcase your company charity projects on your website and social media

2. Know What Differentiates You

Every organization has something that separates them from their competitors, but it’s not always evident to their target audience. When constructing brand campaigns, it’s crucial to highlight how individuals would benefit from choosing you. Whether it’s your pricing, your fast turnaround time, or your stellar customer service; you must underline your unique selling point to compel your audience to buy from you.

Things that Can Differentiate Your Company:

  • What you look for in employees
  • Events your organization hosts
  • Having specialty departments
  • Having access to certain data

3. Establish Your Brand’s Personality

In order to have consistent messaging, you have to position your brand with a personality. Creative, professional, and luxury are all examples of brand personalities. Once you determine the personality of your brand, you will be able to create consistency in what your audience can expect from you. Everything from the wording you use in your print collateral to the way you facilitate conversations with potential buyers should match your brand’s personality. This gives consumers a way to identify you and decide whether or not your company will meet their needs should they partner with you.

Things that Establish Your Brand’s Personality:

  • The tone in your email campaigns
  • The graphics you use on your social media pages
  • The tactics you use to promote your services
  • The “extras” you offer to your clients

4. Experiment with Your Messaging

Companies that have the most success are the ones that test multiple different tactics to see what their audience responds best to. As the market changes, so will the mentalities and needs of your ideal client/customer. It’s important that you adjust your branding to address their pain points. This is most effective when it is backed by market research. Take the time to gather data and experiment with different platforms and advertisements to see what they engage the most with. You may be surprised at what they are drawn to.

How to Experiment with Messaging: 

  • Try a combination of free and paid marketing strategies
  • Keep track of when and where you get the most responses from your ideal clients
  • Poll your audience regarding what they want to see
  • Test out marketing tactics and platforms that are new and trendy

If your company is in need of employees, we at Award are here to help. Contact us with your staffing needs.

 

Bridging the Gap Between Company Needs and Employee Skillsets

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One thing that many companies are currently experiencing is a discrepancy between the soft skills listed in their job postings, and the soft skills that job seekers are posting on their résumés.

As all industries are currently struggling to find employees, this gap is making it even more difficult for companies to find individuals who they feel would be a good fit for their open positions.

After completing a market analysis, and speaking with numerous clients currently struggling with staffing, we have seen trends on job postings that are deterring job seekers from applying.

Issues:

1. Job Titles – Too often, the job titles listed on postings do not match the duties and requirements needed to be a fit for a role. After reading the title, candidates are discouraged from applying because they feel that they are underqualified.

2. Skills Listed – Most of the time, there are too many skills listed as needed on job postings, which gives candidates the wrong impression about what the job entails. Especially since many of the skills listed are not actually needed to effectively do the job.

3. Speed – The majority of positions within the warehouse and Light Industrial industry do not need extensive training. It’s important to make it clear that applicants will be able to start within a day of submitting an application.

Solutions:

1. Take a “Less Is More” Approach

There is no need for job postings to be too wordy. A job seeker wants to look for work and within seconds of reading it, know whether or not they are going to apply.

2. Work with a Staffing Agency

A staffing agency can not only help you with finding qualified candidates to fill open roles within your company, they can also provide feedback on your job postings and hiring process to help you determine what is necessary and what’s not to get more applicants.

3. Communicate with your HR department

If the person writing and posting the job descriptions is different from the person doing the hiring, both individuals need to be involved in the creating of job listings. This will ensure there are no discrepancies between what employers are expecting and what job seekers are seeing.

4. Clearly Communicate Start Date

Job seekers are always going to gravitate towards positions that make it clear that they can start right away. If there is no phone call within a day of applying, or the onboarding process is too long, candidates will already be on to their next opportunity.

Overall, it is important that if a company wants to see the right candidates applying for their open positions, they must adjust their screening process and how they communicate with potential employees. Additionally, finding good employees might also mean changing their expectations about what they are expecting in candidate skillsets. These tactics are sure to create a more effective process to finding the best employees for their companies.

 

If your company is in need of employees, we at Award can help you. Contact us with your staffing needs here.

Creative Ways to Keep Your Employees Happy

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Something that isn’t often a regular discussion among decision makers in most companies is employee happiness. Of course, most places do their best to meet the standard of a good workplace; but in today’s nation-wide situation of employee shortages, businesses must go beyond that.

 As a leader within your organization, when was the last time that you looked into new ways to boost employee happiness and gain a reputation of one of the best companies to work for?

Right now, many businesses in the Light Industrial and Warehouse sectors are concerned because they can’t offer the new trends of working remotely or start time flexibility, due to specific deadlines and operational equipment being necessary to do the job(s).

These factors give them the impression that they have no chance of making their employees as happy as organizations that can provide those options, discouraging them from even trying.

However, in a 2021 analysis of employee surveys and feedback, Costco and H.E.B., two places that require both in-person work and manual labor made the list of the year’s Top 25 Major U.S. Companies with the Happiest Employees.

It just goes to show that any company can be a good place to work if you are listening to the needs of your employees and offering them a good wage, benefits, and working environment.

Here is a list of our recommendations on how to create a happy workplace for your employees:

1. Encourage Camaraderie and Relationship Building at Work

One of the things consistently mentioned by employees of the happiest companies to work for is engagement between team members. In past times, employees were discouraged from getting to know each other too well and from having idle conversations during the work day. Present times are different. Employees who feel comfortable with one another and know each other’s work styles and habits will work better together. This will also lead to more employee retention and fewer call outs, as employees will enjoy coming to work every day.

Some ways you can encourage camaraderie are: hosting daily team-wide coffee breaks, setting aside time each week to host fun activities, and even just being ok with chit-chat throughout the day.

2. Address All Employees Individually

At times, it can feel like giving recognition to an entire department is enough; but if you want to ensure your employees are happy, you must see all employees as individuals. If someone regularly keeps to themselves, or doesn’t ever complain/offer feedback, it’s easy to assume they must be perfectly content. However, this is how many managers end up surprised when someone on their team quits unexpectedly.

Make time to check-in with each of your employees 1:1, even if it’s just for a few minutes every few weeks. Also be sure to praise each person personally when something has been accomplished. All employees deserve to be noticed and will remember that you set aside time for them.

3. Implement Resolve

From an employee perspective, it is very frustrating when an issue comes up and nothing is done to ensure it doesn’t happen again. As an employer, you’re not expected to have all of the answers or come up with a solution on-the-spot. But, it’s important that you give your employees a timeline for when you will address the problem and follow up with them when that time comes.

Many times, this means that new policies or standard operating procedures need to be implemented. Putting something in place will reassure your employees that you care about them and that all situations will be handled accordingly.

4. Offer In-House Perks

This especially applies to companies that don’t have the ability to offer remote work. If you want to keep the employees you do have, they must have reasons to want to come in.

Consider integrating things such as a healthy snack and beverage bar that is unlimited and available to employees at all times. Some companies have gone as far as building in a kombucha on tap bar.

Other options could be having an in-house gym for employees to use or putting massage chairs in the break room. Perks like this may seem like a big investment, but are likely necessary if you want to compete with other companies.

It’s important to note that if you choose to provide these things, they must be maintained. This means snacks always fully stocked, the gym regularly cleaned, and the massage chairs in good condition and fixed right away if they get broken.

All employees will be excited when you initially offer these perks, but that excitement will quickly dwindle if they are not consistently maintained.

If your company is in need of employees, we at Award are here to help. Contact us with your staffing needs here.

What is Your Company Known For?

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If you were at a business event and someone were to ask you or anyone on your team what your company is known for; would you be able to give them a confident response?

Of course you are known for the products you sell or the services you provide, but what exactly makes your organization’s model and digital presence different from that of your competitors?

This key selling point is often one that gets missed, since the top priority for most businesses is simply to promote their company as the best in the industry at what they do.

However, with more and more companies establishing themselves on social media to beat out their competition for the top spot in the algorithm; and a market where employees and job seekers have the upper hand, standing having strategically placed qualities that set you apart is what will make the difference between a company that is remembered and one that is not.

In previous years at Award, we have had a strong digital presence, particularly on Facebook, known as the local staffing agency that has a comical and entertaining presence. Through our creative use of skits, movie characters, and themed photographs, we build a solid audience and omnipresence to a group of people, of which many would become our associates.

Over the past year, we have rebranded and with that have also reactivated an important piece of our business- our Award Cares program.

It has always been important to us that we give back to our community; which is why, as of last summer, we decided to do a company-wide service project every quarter going forward.

To enhance each of these projects, we also create a social media campaign that showcases the progress of them from beginning to end on social media

Through this, we began to see a significant increase in our social media engagement, particularly on LinkedIn.

Many of our connections have showed an interest and what we are doing and have expressed the desire to do similar things at their companies as well.

To really stand out, we experimented with the idea of all black and white photos, with a pop of color. This began during our Warming Their Soles sock drive last fall when we wanted the primary focus of the pictures to be the socks our employees were wearing and the stories behind them.

It proved to gain a lot of traction online; therefore, we decided to keep it going and to make it a main focus of our strategy. Now, when people see the black and white photos with just a hint of our green and turquoise brand colors, they instantly recognize it as a post from Award Staffing.

Implementing these things the past several months have proven to be a very effective way build a presence within our local and online communities, all while showcasing what we at Award are all about.

What is something your company does or can do to increase that recognition factor within your industry?

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