Page 36 - FINAT Yearbook 2019

JOB BRANDING
The next step is your job branding. The job ad is the most important piece of content when it comes to an open vacancy. Remember that average job ads will provide you with average job applicants! It is all about asking the right questions.
• Expected impact of the organization?
• Expected 3 key objectives 1st year?
• Unique features of this role?
• Non-negotiable knock-out criteria?
• What will this person gain in this role? What promise can we make? AND What expectation can we set?
It is vital to engage your hiring manager on helping you put the job description in a conversational, candidate centric way and about what they’re actually going to do. To sum it up, make sure to take the following opportunities when searching for talented young professionals:
• Aligning on an Employee Value Proposition can be more simple, open and direct – but spell it out!
• Making sure your website is up-to-date and there is a simple way to apply.
• Take time to write an engaging, candidate centric job ad and be personal (contact details, coaching posture between interviews), basically: excel in candidate experience.
NOW THAT YOU HAVE FOUND THE TALENT,
HOW DO YOU KEEP IT?
During the 2018 YMC congress, Jeroen Tijink and Gabriela Marin of EPSN Workforce Europe taught the young professionals about strategic human recourses planning and how recruitment needs to be a part of it. To keep your team intact, think about the monetary rewards (salary, bonuses, stock options, profit sharing plans, paid time off, pension schemes) and the non-monetary incentives (job security, flexible work hours, working conditions, work/life balance, training opportunities, career development, employee discounts, fringe benefits). Next to that, communication is also a very important part that should not be underestimated. Important aspects for people to decide to stay or leave a team are organizational culture, constant feedback, clear communication, employee involvement, learning and development opportunities, and getting rid of bad employees. Simple ways to motivate and retain your team are to invest in their development, challenge them, stop and ask them what they need, look them in the eye and say thank you, give them public recognition, and apologize if you are making mistakes. It is easier said than done but the key to better retention is communications, engagement, recognition, respect, and growth. Empathize with your team by seeing their world, appreciate them as human beings, understand their feelings, and communicate your understandings.
AIMING TO CLOSE THE GAP
Now back to our industry and the young professionals that are already here. The ambitious group has set the bar high and wants to work together with FINAT to secure the future of the
abel industry. They addressed change during Labelexpo in Brussels this year hosted two interactive sessions at the FINAT tand on ‘ ‘Women in the label industry’ (panel) on Tuesday 24
September at 2.30 PM and on ‘Change or lose: Why young alents are leaving the label industry?’ on Thursday 26
September at 11 AM. Next to that, more integrated brainstorm essions at FINAT events will be hosted which will lead to a
l s t s
Brainstorming how to work together on the future of our industry
36 | FINAT YEARBOOK 2019