Oh, and by the way, there aren’t any departments in your organization that can pull it off except HR. So, if you’re ready to deliver real results and cut through the excuses, focus on the following items and make a real impact.
I have written many times about employer brand and the power it has to change the perception of organizations in the market. The simple fact is this…every organization has an employer brand, it’s just that most are absolutely invisible. Make sure yours dominates your industry.
The concept of leader brand is a spin-off of personal brand. For me, leader brand is a more important label, as it speaks to who you are as a leader for your team, your organization, and your industry. Investing the time necessary to establish a meaningful one is not difficult, but if you’re trying to convince top talent to join your team and they do any research on you at all, what will they find?
There is a reason the phrase “content is king” is so important…because it’s true. Yes, the content needs to be meaningful, not just plentiful. But without it, you and your company fall into the trap of repeating your press releases inside the organization and convincing yourselves that the outside world is listening. They’re not. Develop your stories, and start sharing them with the world.
Put content and social media at the top of your to do list everyday. It comes first, not last. If you don’t know how to use the various tools you need to reach out and learn. I’ll help you, but you have to take the first step and accept that it is 2017.
Do you still believe it is such a privilege to work at your organization that candidates should be grateful to have the opportunity to even interview with you, let alone get hired? If so, I guarantee you have a long list of vacancies and you “can’t understand why?” Focus on candidates, not yourself. No organization is that special, but in the epic struggle for healthcare talent, the candidates absolutely are.
This one is perhaps the hardest for #HealthcareHR leaders to grasp. Going slow, holding meetings for several weeks or months with a “multi-disciplinary team” and “fully understanding the risks involved” are all excuses for “I’m too scared to be a leader.”
Too harsh? You tell me…when was the last time a healthcare organization moved quickly to ensure they had the brand, and the talent necessary to impact the lives of their employees and patients?
How About You
Lists can sometimes feel a bit overwhelming. I can relate…they do to me as well. Here’s the difference, I want to help you understand these six priorities…how to learn…how to plan…how to execute and sustain. Let’s be honest, if I could do these things leading a conservative hospital’s HR function, you can too!
I’d love to hear from you.