You have your purpose, you have your employer value proposition and employer brand, but how do you put all that out there? This is where recruitment marketing comes in! 

This kind of marketing is a really under-utilised tool in many spaces, which is precisely why companies have the opportunity to make a big splash regardless of how big or small they are.

It’s an opportunity for you to get creative in expressing your company identity, take candidates on a journey, and even have a little fun!

Here I’ll take you through:

• What Recruitment Marketing Is?
• Some Common And Less Common Methods

Sprinkled amongst this is advice for what to watch out for when you’re putting yourself out there. Let’s dive in.

What is recruitment marketing?

Recruitment marketing, sometimes called talent marketing, is when you use marketing strategies to attract and hire talent. It is aimed at potential candidates to illustrate what your company does, who you are as an employer, and what working for you will look like.

Recruitment marketing occurs everywhere regular marketing occurs because potential candidates are likely looking at what you’re putting out there that is aimed at clients. 

However, there are some channels that are more specifically aimed at job seekers that you should be taking full advantage of. That way you may find yourself attracting the best talent for you.

In the pipeline of recruitment, recruitment marketing mostly makes a difference at the top of the funnel i.e. increasing brand awareness and potential applications coming in. 

That’s why it’s good to work together with your general marketing team when you’re creating your recruitment marketing strategy.

Further down the pipeline, recruitment marketing can still support you and your recruitment team to close candidates by providing them with more organic glimpses of what it’s like to work for your company.

Now I’ll take you through my favourite channels for reaching potential candidates.

Recruitment marketing channels and methods

Job adverts

It seems rather obvious, but job adverts are a form of recruitment marketing. This is why they have to be both informative and attention-grabbing. Not an easy combination as the two are not necessarily compatible. 

What I like to do is make sure that the job advert follows a logical flow with headings so candidates know where to look for different kinds of information (e.g. “Responsibilities and Outcomes” and “About us”). 

I also like to use the company values to structure the outcomes of the role (how their role contributed to your company’s mission) in a way that echoes those values as a signal that you truly do live what you preach.

For example, if one of your values is to “deliver great experiences for customers”, or something along those lines, that is something that everyone can contribute towards! 

So, under responsibilities and outcomes in a job ad for engineers, you could include something like ”work with the product team in requirement gathering to truly understand what will move the needle towards an even better customer experience”.

It just gives a bit more flavour on what you are requiring and why than just “requirement gathering”.

Another thing is to think carefully about where you’re posting. Do some research and think about where your target audience hangs out, perhaps there’s a jobs board or a jobs channel. e.g. if you’re looking for designers, check out Dribble (more on this later).

Outreach messages

Be it LinkedIn or other platforms, outreach messages also have to be treated as a form of marketing. This will help you write more engaging messages rather than the cut-and-dry “job here”.

Again, make sure that your messages reflect your identity as an employer and guide the potential candidate through the information you’re presenting to them. 

I like to use Bitly or other link shorteners to also send a few links. You’re likely trying to reach top talent and they need information, but make sure your information is tailored to the person receiving it—especially the role being relevant. 

Recently, I received a message offering me a position as a recruitment sourcer, despite being the Head of Talent and not having been a sourcer for at least 5 years at this point. Not a great candidate experience right out of the gate!

Every talent platform will tell you to personalise messages to increase response, but, if you’re sending many many messages a day (perhaps you are working on multiple roles at the same time like I usually am), that may not be possible.

So a quick tip from me is to separate your pool into a few categories e.g. on Linkedin people who are “open to work”, or people from a specific background or company, and acknowledge the thing that made them unique in the message. 

It still personalises it to them, but you still get to send a few messages at a time.

Hiring platform profiles

Certain hiring platforms will work with you to create a page where featuring your company to potential candidates. Typically, they’ll allow videos, links, and mini-pages for all the information you want to highlight.

For a cost, LinkedIn allows you to create a so-called “Life” page, which is a space for you to show off life at your company. 

It’s useful for providing more information to candidates, allowing them to organically discover information on the platform where they’re likely to apply for the role anyway. 

If your budget can’t accommodate that yet, you can use your company’s Linkedin Home page to post content aimed at candidates as well as clients.

Other platforms like Hired, SheCanCode, Cord, Haystack, and AngelList also allow you to create a page to show off your company.

Make sure to keep the page alive with relevant information and vary the content so it’s not just “here’s a new job” style posts. It’s always a good idea to feature some sort of video or “employee highlight” featurette-style content so people can understand what day-to-day looks like for different roles. 

While it’s great to hear from the leadership, for most of the really engaged candidates, you will find that information from employees would be more valuable to them. 

Lastly, highlight your posts to your colleagues so they can share and react to your content. That way it can reach a wider audience including their own talent networks!

Social Media

Social media can be a powerful tool but only when used appropriately. Think about your company and your brand when choosing to invest time in a platform.

I don’t have a winning formula but, if you’re looking for pharma scientists on Instagram, for example, while not outside the realm of possibilities, it’s likely not the best use of your time to run a dedicated recruitment marketing campaign there.

However you can always have a “Life at X” Instagram page—especially if you have a pet-friendly office. That always goes down well on the platform (pay your pet tax!).

Twitter is a bit more universal, and it can be a place where you put out more general content about “life at X” or job posts.

TikTok, the new kid on the block and popular with Gen Z, has some job posts for junior/entry-level roles, but it’s not proven territory yet. There isn’t a lot of data or metrics available for actual conversion rates, however, it can be your space to show off a more fun side to your company.

Company ambassadors

A great way to extend the reach of your marketing efforts is to turn your employees into ambassadors for you as an employer. Who is best placed than the people living the reality of working for you? 

You can help your employees with how they present themselves on Linkedin—perhaps create a blurb for them to put as their job description on LinkedIn. 

You can also ask them to post roles or engage with social media posts from your company so their network sees it. Couple that with an employee referrals incentive programme and this can be a great talent acquisitions channel.

One thing I like to do is give everyone, either during onboarding or during workshops later, a bit of a primer on talking to anyone about the company as an employer. You never know when candidate opportunities may come up!

Review sites

It’s now standard process for candidates to look up a company on review sites like Glassdoor, Kununu, or Indeed before replying.

That’s why you need to make sure that you create and maintain a page where you monitor the feedback you receive. When you’re first starting out building your profile, ask your current employees or candidates to give you a review about their employment experience or candidate journey.

Make sure you keep track of your scores there and respond appropriately to any critiques. Your score is certainly something you can feature to show your employee engagement and happiness! Glassdoor has a dynamic list of the best places to work, if you can get on there you’re golden.

Also, don’t underestimate the power of Trustpilot and review sites aimed at customers. One time I dropped out of an interview process at a Wellness App after seeing that their Google Play score is less than 2 stars.

Careers page—utilise your ATS

Careers pages are underutilised as a channel because not many companies take it seriously or actually update employees, but that is how you can stick out! 

Indeed, a study from LinkedIn found that your website is where candidates go to the most to get information about your company.

Separate out a space for candidates so they have their own journey—ideally a separate careers site that is easy to navigate to from the homepage. 

Treat it like a source of leads and invite people to connect or become part of your talent pool. Some applicant tracking systems have a CRM attached to them for people that may want to hear about roles from you.

For more on creating an attractive careers page: How to Create An Attractive Careers Page to Get Better Applicants

Open source wiki/Notion

Depending on where your company is in your journey, you may not have an ATS or a careers page. A great alternative is to have an open-source wiki or handbook to give candidates more to explore.

You can either create a microsite or a page from your main site or use a tool like Notion, Obsidian or Nuclino. Here are a few examples:

• Pento Home (notion.so)
• Welcome Human! – Handbook (hmn.md)
• Monito’s Handbook [Public] (notion.site)
• Blendle’s Employee Handbook (notion.so)

Wikis are especially useful to feature information and be transparent with candidates from the get-go about things like your employee value proposition or your recruitment process. With Notion particularly, it’s also really easy to post pages with open roles as well. 

Creating a wiki is a great fit for those companies which are not at a stage where they have implemented an ATS that can easily manage a careers page, or companies that have a really well-developed culture that they’d like to show off more. 

So this can either be a link on the main website that replaces a careers page, or it can be a link from within the careers page to “Learn more”. 

Recruitment Events

There are many recruitment events aimed at different candidate groups. For example, there are recruitment fairs for grads, start-ups, tech-specific roles, etc. 

My recommendations when prepping for these are:

• Make sure you jump on and engage with any marketing content made by the organisers and advertise your attendance over social media or during chats with candidates.
• Prepare some fun swag!
• Come prepared with tech (iPad or laptop) in case people want to register to have a further chat with your company
• Ideally have a few people at your stand—if you have a recruitment team make sure they’re there, but they also have people from the relevant audience. For example, if you are at a Women in Tech event, have at least one female engineer to chat with people.
• Make sure you follow up with attendees and add them to your talent pipeline to keep them updated.

Community Outreach

This is where I have found a lot of success, but only by following the rules.

Harking back to what I mentioned earlier about finding where your potential hires hang out, there are things like forums, Subreddits, and Discord or Slack communities where professionals of a specific area can gather, share ideas and discuss. 

These are great sources of talented professionals who are engaged in their own domain and are looking to keep on top of new developments. Often those communities also have a jobs channel where you can post your roles.

One thing to note is to pay attention to the rules about joining. For example, some communities I reached out to ideally don’t want recruiters joining and it makes sense—if it’s a techie forum, we recruiters are diluting the pool.

Other times, as I discovered recently, I was able to join because the rule was that the forum was aimed at women only and all our techies at the time were guys. 

If you’re not sure, reach out to the organisers and make sure you make yourself available to the community in which you want to take part. Even if you are not a subject matter expert, you can still be an active member and take part in their initiatives so be prepared to give back

Other content marketing

There are other ways like blogs/Medium posts for you to put content out there, but I’d only recommend that if you have actually something to say. Don’t post for the sake of posting or to fill a quota.

One of my more successful posts was on the company blog page, where we usually posted about new product/industry developments.

One week I took over and wrote about how I created the recruitment process and why I did it the way I did it. Sometimes job seekers really appreciate the demystifying of the hiring process at your company.

Closing thoughts

Whichever channel you choose, or whatever combination you want to go for, always make sure the content is authentic, appropriate and attention-grabbing.

• You can make sure you are authentic by always thinking about your employer brand and identity.
• Appropriate by thinking about what are the target audience and personas.
• Attention-grabbing by making sure you do something to stand out from the pack in your own way.

It can be very easy to turn into those brands who post for the sake of posting or, even worse, try to be down with the kids in a space where they don’t fit in naturally.

Take a long hard look at yourself and think, do I want to be on Instagram or would I rather spend my precious time elsewhere? Maybe Insta is your perfect platform or it’s not, the important thing is to not rush in blind on the new “it” platform.

Have fun experimenting and good luck!

Some further resources to help you with your recruitment endeavours:

• How to write a zinger job description
• 10 Best Recruitment Marketing Software 2022
• The Key To Focused, Engaging Interviews (+ Template)
• Candidate Sourcing Tips To Help You Find The Best Talent
• How To Create A Great Candidate Experience (Even Through Rapid Scaling)
• 10 Best Recruitment Marketing Software for Hiring Staff in 2022

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Almost six hundred million people around the world are entrepreneurs. Many have started their businesses due to necessity. In contrast, others have done so due to their desire to pursue opportunities. There is still a lot of work to be done to improve the skills and knowledge of these individuals.

Being an entrepreneur can be very demanding, as it requires a lot of dedication and learning from mistakes. There are also many myths about the business world that people don’t understand. Here are several of the most common entrepreneurship myths.

Myth: Entrepreneurs Get to Be Their Own Boss

Contrary to popular belief, nobody is their own boss. In most cases, their businesses become their new boss once they reach their full potential. It can be very demanding and demanding, with no vacation or fifteen-hour work days. If you’re running a consulting business, your clients are your boss, while if you’re getting funding for your startup, your investors are your boss.

Myth: Entrepreneurs Are Born

Many people believe that only those with particular natural talents are allowed to become entrepreneurs. However, this is not the case. Anyone can start a business if they have the necessary skills and knowledge to operate successfully. 

Admittedly, some people may find it easier to adapt to the job’s demands, but no rule says everyone can be an entrepreneur. Individuals passionate about entrepreneurship are often described as extroverts or quiet introverts. They may also be big picture thinkers or have a passion for creating ideas.

Myth: There’s No Room for a Personal Life

It’s common for people to tell entrepreneurs that they have to sacrifice their personal lives to achieve their goals. This is often interpreted as suggesting they should give up on their lives. However, work-life balance is essential for entrepreneurs, as it can help them lower their risk of burnout and increase their productivity. Most of the time, successful entrepreneurs can take breaks and master various skills such as delegating and scheduling.

Myth: Entrepreneurs Always Start Young

Contrary to popular belief, most people who start a business later in life eventually reach success. According to studies, most people who start a business later in life are more likely to succeed as they get older. This is because they have gained more experience and connections as they get older. Despite the widespread belief that entrepreneurship is a young person’s game, it’s not too late to start a business.

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Due to the technological advancements that have occurred over the years, it is now more critical than ever that you make the necessary decisions regarding technology.

You may think that keeping your old infrastructure is saving you money. However, there are many ways that this strategy can lead to decreased efficiency and profitability. In addition to being more costly, not investing in new technology can also reduce your organization’s safety and productivity.

Security

Thanks to the increasing number of data breaches, businesses must take the necessary steps to prevent their systems from being compromised. Hackers can easily access old hardware and software by exploiting their weaknesses. Even if firewalls and antivirus programs are running, cybercriminals can still take advantage of the gaps left by these vulnerabilities.

Unfortunately, many of the vulnerabilities left by older software and hardware can easily be patched up with the right upgrades. Studies have shown that up to 60% of small and medium-sized businesses (SMBs) that have experienced a major cyber attack leave their operations for six months after the incident.

Productivity

One of the most significant factors that can affect productivity is the increasing number of errors caused by older technology. Even though proper maintenance can help keep the systems running, older programs can still cause issues and downtime. In addition to this, you don’t want to lose all of your data if the system goes down.

Reducing paper orders and inefficient pen and paper processes can help boost productivity. Instead of sticking with outdated systems prone to failure, invest in new technology to keep your business running smoothly.

Labor

Another issue businesses face regarding technology is the lack of time to deliver on their deadlines. Most customers don’t care if the software is down for several hours or a week, as long as it is delivered on time. After getting the system back up and running, you might have to hire additional staff members to complete the work.

Aside from being more costly, not investing in new technology can also decrease your organization’s safety and productivity. Although it may take a while to recoup the initial investment, the long-term benefits of replacing your outdated technology can be significant.

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Picture this: there’s an important deal about to be finalized, and all that’s left to do is collect signatures. It’s been a slog pushing this one to the finish line and you’re eager to wrap it up.

But, as the days drag on, your client still hasn’t booked a meeting time to sign the paper documents. Their busy schedule is wreaking havoc on your workflow. Sound familiar? It might be time for you to consider the benefits of electronic signatures.

Digital transformation has thrust electronic signatures—or e-signatures—from the fringes of business transactions and into the mainstream. Years ago, in order to sign important paperwork, like listing agreements for home sales or healthcare documentation, you’d need to book an in-person meeting and bring a pen. Today, the vast majority of documentation can be completed electronically.

In many ways, we have the pandemic to thank for this since lockdown measures made remote work the norm and digital signatures a public health necessity. Will we ever go back to primarily paper documentation? It’s unlikely.

Electronic signatures are fast, secure, and easy. Curious to learn more? Let’s take a look.

Jump to:

• What is an electronic signature?
• Electronic signature benefits
• How do electronic signatures work?
• Electronic signature software

What is an electronic signature?

Electronic signatures allow you to sign a document online without having to physically be present to give your “wet signature” (handwritten signature, ink-on-paper). Electronic documents can be signed remotely from a computer or mobile device and then sent securely and directly to other stakeholders to sign or review.

Generally speaking, an electronic signature is used for the exact same purpose as a wet signature: to act as proof that the signatory party has seen and agrees with the terms of the document.

It’s a paperless option that can improve turnaround times and enhance workflow efficiency by cutting down on the need for in-person meetings. Saves paper too!

electronic signature benefits

There are many advantages of electronic signatures as compared to handwritten signatures. Let’s take a look at what I consider to be the 6 biggest benefits:

1. Eco-Friendly
Since electronic signatures are paperless, they’re an excellent way for climate-conscious businesses to “walk the talk”. They let your customers know that your commitment to sustainability extends beyond your brand literature and into how you design your workflow.

2. Cost-Effective
Signing documents electronically represents instant cost savings as it cuts back on your team’s billable hours. Rather than having to book an in-person meeting, electronic signatures can be gathered remotely, reducing the costs associated with tasks like postage, printing, and filing storage.

3. Reduction of Human Error
When preparing an electronic document, you can pre-fill many parts of the form, reducing the risk of human error when signing. Further, digital authentication methods and enhanced security features ensure that you meet all regulatory compliance requirements. Collecting signatures electronically also creates an audit trail that can be easily examined in the event of a concern.

4. Workflow Automation
Within an electronic document, approvals are automated. This means that the signing process is inherently streamlined according to your desired workflow. 

All signers are able to see who has signed, and to instantly receive signed copies of important documents once they’ve been completed by all relevant parties. Most electronic signature solutions will also store signed documents for archiving purposes, making them easy to locate later on.

5. Improved UX
Electronic signatures enhance customer experience by making documents easier and faster to sign. If you’re preparing paperwork for a busy executive who travels often, no problem! They can sign it from the airport as they board their flight.

6. Flexibility
Electronic signatures don’t require a room full of filing cabinets to house the paperwork. They can be sent to anyone, from anywhere, at any time, and stored electronically for future reference. 

How do electronic signatures work?

Electronic signatures assist in contract management by authenticating, tracking, and storing signer information. They act just like a handwritten signature and are unique to each signatory party. Signers can choose to use a stylus to create their electronic signature or adopt a typed signature. Typically at the outset of the document, the signer would choose which option they prefer and adopt it for the remainder of the document.

For team members who are new to electronic signatures it may be helpful to offer onboarding training. This way, they can walk your clients through the process and answer any questions that come up.

Are electronic signatures legal?

Electronic signatures are legal and recognized by many regulatory compliance guidelines, including the electronic Identification, Authentication, and trust Services (eIDAS) regulation in the EU, and the Uniform Electronic Transactions Act (UETA) in the United States.

There are still a few areas where handwritten signatures are generally required. These include:

• Documentation for transporting hazardous materials
• Wills and trusts
• Recall notices pertaining to public health safety
• Notices of termination for health or life insurance
• Foreclosure, eviction, and default notices for an individual’s primary residence
• Court orders and official documents
• Documentation regarding divorce, adoption, and family law.

Regulations on signatures change based on geographic location, and, sometimes, even within a country the requirements will be different depending on the state or province within which you’re operating. 

It’s best to check that your specific circumstance falls within the regulatory compliance guidelines before choosing to adopt an electronic signature process.

Electronic signature software

To complete documentation with secure electronic signatures, you’ll need to choose a software solution. There’s an extensive list of service providers available, and each have their own unique benefits. 

In general, I’d advise that you look for e-signature software that contains some of these key features:

Capturing of e-signatures: The software must enable users to provide their signature and save it on the document.

Security: Make sure that the software has authentication and identity proofing functionality, and data encryption.

Editing and commenting features: The software should provide you with the ability to add helpful comments (like explanations or instructions) and to edit the document as needed.

Templates: For ease of use, look for software solutions that provide templates you can build on.

Automated workflow: Make sure your software allows you to create automation for things like confirmations and approvals.

Storage: Document archiving saves time and space that would be spent filing paper documents.

Audit trails: Choose a solution that allows you to look back in the event of a concern.

Mobile functionality: To reach the largest number of customers, ensure that your solution supports both desktop and mobile.

Branding customization: Including your logo and brand colors in your paperwork adds a professional touch.

When choosing a solution, it’s best to look for a platform that offers a free trial. This way you can test the functionality to ensure that it works for your specific business needs, and that it integrates with some of the existing platforms your team currently uses.

Learn more about document management

Choosing the right e-signature software to suit your business needs takes time and consideration. To learn more about what’s available, check out our article, “10 Best Electronic Signature Software for Digital Sign-Off”.

If you’re looking for ways to enhance the efficiency and security of your document management processes, subscribe to our newsletter. When our experts publish new articles and release new podcast episodes, you’ll be the first to know. 

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In our Office Snacks series we interview members of our community to delve into their varied buffets of experience and come away with juicy insights and ideas.

Join us in our next installment below as Alana Fallis—Director of People Ops at Quantum Metric—shares her wisdom with us.

We’d love to get to know you better, where are you based?

I’m currently based in Tampa, Florida. I relocated here from NYC during the pandemic.

How’d you get to where you are today?

Well how much time do you have? ?

I took a roundabout pathway to HR. Believe it or not, my original goal was to be an actress, and I graduated from a serious theater conservatory 10 years ago. As I went about trying to find my way as an actress in New York City, I was juggling 3-4 jobs nannying, tutoring, working in restaurants, among other odd jobs to support myself. I started gravitating toward more small, young companies where I could do creative work, like writing and editing. 

Over time, I felt more compelled to build a meaningful career, and reflected on all of the things that I loved most about my previous jobs. An experience I had loved was when I was working in the back office of a restaurant and got to do some recruiting, for example. I loved language and communication, I loved being a part of people’s self-development, I loved making work a happy place to be for my colleagues. I looked for the intersection of my innate skills, what I enjoyed spending my time doing, and where there was opportunity in the market, and decided to pursue a career in HR. 

I had a couple of rules though, I wanted to work in start-ups because I wanted the ability to work creatively. I knew that an extremely structured corporate environment that was bureaucratic in nature wouldn’t suit me. To this day, I still couldn’t do what I do at a bank, for example. I tailored my resume to highlight my relevant experience, got my first entry-level job in HR, and the rest is history.

I hear a lot of people say that they “fell into ” what they do today, but I don’t feel that way at all. I didn’t get here by accident, I made a series of deliberate choices. I found my way by seeking out environments where I could learn and grow. I always took on challenging work and surrounded myself with experts. Today I’m Director of People Ops at a really awesome tech start-up.

How does your typical day look, do you have a set routine you stick to?

I am very routine oriented. I wake up, take the dogs for a walk and listen to a podcast, get ready for the day, and sit down with my coffee, usually before 8am. Having a ritual that you look forward to for the day’s small moments makes all the difference. 

Also, I find it helps to block off time in my calendar for a break. Its hard to solve problems if you have brain soup, so sometimes that means doing a half hour workout or exercise break during the day.

Something I’m working on is shutting off at the end of the day. My company is a global one, with people in time zones all over the place, and the work, quite literally, is never “finished.” 

There is always something to do, so my adjusted goal is to get things to a place where I can leave them for the day and pick them up again tomorrow. Otherwise, I’ll find myself working on projects and answering emails well into the evening if I’m not careful. Start-up life! 

How do you describe your job to others?

My elevator pitch: I lead a small but mighty team of HR practitioners. My team helps design and operate the employee experience, from when people join the company to when they leave, and every major moment in between.

What’s your favorite part of your job?

My true favorite is my team, I have an awesome team. But for the job itself, I love getting to take chances and try new initiatives and programs. Sometimes they work and sometimes not, but I have a lot of flexibility to try new things. I also love solving puzzles, and I get to do that several times a day in a variety of ways. 

What’s your biggest challenge as a People Operations leader?

The world changes so fast. It’s more important than ever to keep on top of the way the wind is blowing, and the changing expectations of your workforce.

What do you think is the biggest misconception around HR?

People were saying this when I entered the field and I still find it to be true: most leaders don’t see how to employ HR as a strategic pillar of the business. Yes, we can do office snacks, yes, we can help throw fun events, but “culture ambassadors” is a piece of what we do and not the whole picture. 

HR should be part of the strategic planning process, so that we can partner with senior leaders and executives to align our people to our business goals.

How has technology impacted the HR world?

In so many ways, but something that comes to mind: having a robust digital employee experience is becoming more and more important. The tools and resources people use have a significant influence on their level of satisfaction at work. 

Remote work is becoming the norm, and our HR tools have to not just support that experience, but leverage it for increased engagement and efficacy.

Which are your most-loved tools that help you with your job?

We built our entire employee recognition program on a platform called HiThrive—it’s an awesome tool. Their team helped us build a custom integration with our swag vendor, Sendoso, so that our employees can use the points they receive to shop for company branded merchandise right on our rewards platform! It’s super cool.

Additionally, we have been using Mystery to facilitate our company’s virtual events, and they do a fantastic job. They have so many great and creative options.

What’s been your most successful initiative to date and why?

Implementing HiThrive, described above, for the reason that it blends employee experience with tech functionality and automation. Using the HiThrive tool, we have created a multifaceted employee rewards programs that includes: 

• Allowing employees to give each other shoutouts using points that they can then use in a store, to purchase an Amazon item, a piece of company swag, a giftcard, or a donation to charity
• An automated service award program, ie: automatic sends when employees hit a work anniversary
• Automated new hire kits and swag sends
• Ability to award monetary prizes for initiatives (for example, winners of a recent company trivia received HiThrive points as a prize).

We see sky high engagement with this tool, utilization ranging from 80-100% monthly, which is a marker of success.

What’s the best piece of advice you’ve ever received?

This is not specifically work related, but it is my favorite: “Don’t let other people’s ideas of who you should be cause you pain, because they don’t have a clue.”

What do you think is the biggest challenge organizations face in the current labour market?

We continue to hear about talent shortages, and that remains true. Big tech companies in San Francisco will throw a lot of money at people, and that can be tough to compete with. Most HR practitioners know: in certain industries, your people could very easily walk if they just want to make more money.

But more than that, the pandemic ushered in a significant change in where we work, how we work and our relationship to work in general. It’s created this catalyst where people are prioritizing the search for meaning at work, beyond their base salary.

The expectations of the workforce are evolving, and while this is not a bad thing, companies are continuing to find themselves re-evaluating what they have to offer talent out there. 

Lastly, and most importantly, what’s your favourite office snack?

Oh man, it’s been a few years since I’ve been a regular at an office at this point, but what I could not resist were cheesy salty snacks. Herr’s Baked Cheese Curls are absolutely criminal! 

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In our Office Snacks series we interview members of our community to delve into their varied buffets of experience and come away with juicy insights and ideas.

Join us in our next installment below as Nicole Kohler, Operations Manager at Campfire Labs—shares her wisdom with us.

Hi Nicole! We’d love to get to know you better, where are you based?

I’m in Manchester, Pennsylvania, USA. Manchester is a tiny little borough of about 2,500 people; it’s home to lots of folks who own farms and work in manufacturing. We’re big enough to have more than one stoplight, but not so big that we have Uber service (though we recently started getting UberEats deliveries!).

How’d you get to where you are today?

Whew. Long story cut very short: I worked in marketing and content for a wallpaper manufacturer, some local agencies, and a really large tech company before I landed a role in content and strategy at Animalz. Over time, I realized that my passion was less about writing and more about helping other people grow. That first looked like me running a team and teaching strategy, but eventually it turned into a role in people ops.

After a busy two years or so working on hiring at Animalz, I decided it was time for a change and started looking for new opportunities. A mutual friend connected me and Hal (the GM at Campfire Labs), and I eagerly joined to work on growing the agency’s operations and team from the ground up.

How does your typical day look, do you have a set routine you stick to?

I usually wake up between 8:30 and 9:30 am, drink a very tall cold brew, and catch up on email, Slack, and LinkedIn. I eat lunch between noon and 2 (assuming I don’t forget… I forget a lot). Usually sometime around 4 pm I will step away for a nap, then have dinner. And then sometime before the end of the evening I’ll hop back online for another hour or so.

That final hour in the evening tends to be when I think the clearest and work the fastest, so I save it for any heads down strategic work, research, or tasks I’ve found difficult to complete while everyone else is online.

How do you describe your job to others?

When I changed roles, I told my family “I work in HR now.” They get it a lot better than they did when I tried to explain what content marketing was!

To strangers who are more likely to “get it,” I say “I’m in charge of operations at a small marketing agency.”

What’s your favorite part of your job?

Finding ways to sneak my previous experience or not-ops-related skills into being useful. Because I come from a content marketing background, and have worked at agencies and in-house before, the team can call on me to ask about things that aren’t necessarily related to my current work.

For example, right now I’m working on our company content strategy; last month I helped us put together new terms of service for our clients.

What’s your biggest challenge?

Keeping track of everything. That’s kind of a broad answer, but to give you a more specific example: if someone’s title changes, I have to update multiple systems, contact an external partner (sometimes two), make sure the team is notified, and so on. There’s lots of little details and it’s easy to miss something, even with only 12 people.

In your opinion, what’re the most effective ways to build an employer brand?

Take care of your employees. I’ve seen a lot of employer branding campaigns that feel stilted and fake, and it’s because the employees are reading a script in a video or have written something that’s been edited.

You know what doesn’t feel fake? Someone spontaneously writing a LinkedIn post about how they took a 10 day vacation because they have a great work life balance. If you walk the walk, your employees will talk the talk for you.

Which are your most-loved tools to help you with your job?

• ClickUp – I use it for our internal wiki, notes, to-do lists, and future planning. 
• Google Calendar – not just for meetings, but also time blocking for upcoming tasks.
• Leapsome – performance management for our team.
• Divvy – budgeting and virtual cards.
• Homerun – our beloved ATS!

What’s been your most successful initiative to date and why?

Rolling out benefits (health care, retirement accounts, and yearly stipends) to our U.S. and Canadian employees almost simultaneously. It took SO MUCH work and was a huge challenge because I’d never done anything like it before. But it made a huge difference for our team to have access to all of this. It’s also helped a lot with hiring new folks.

What’s your number one piece of advice for attracting top talent?

The most impactful things I did when when sourcing and running early stage interviews was sharing basic information (salary, benefits company structure) up front.

Ideally you want someone to know that when they view the job post, but if you aren’t putting it there, they should know it within 15 minutes of talking to a recruiter.

Yes, it hurts for a candidate to see your salary range and say no right away. But I had so many people respond positively to those numbers being disclosed, because so many companies just don’t do it. And many of the folks who were out of my target range referred people to me later who I did end up hiring.

What would you like to see companies do more when it comes to their employees?

Create career development plans, use them fairly, and talk about them regularly. All three parts of this equation are important. 

I’ve seen companies that have these plans, but sneak around the salary bands when they find a star hire; I’ve seen others that have them, but kind of let them fester and die despite employee feedback coming in on how they could be improved. 

There’s so much more to career development than just putting out guidelines: you have to use them and maintain them.

Lastly, and most importantly, what’s your favourite office snack?

Potato chips. I’m definitely a salty snack person!

A fun aside: my maiden name was Utz, which is a popular brand of snacks on the US East Coast. I often joke that I married my husband just so I’d stop getting asked if I was a potato chip heiress. (Sadly, I’m not. I think.)

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In our Office Snacks series we interview members of our community to delve into their varied buffets of experience and come away with juicy insights and ideas.

Join us in our next installment as Adrienne Barnard, SVP, People Operations & Experience at Mainstay—shares her wisdom with us.

Hi Adrienne! We’d love to get to know you better, where are you based?

I’m just south of Boston MA—in the same town as the Dunkin HQ! Canton, MA.

How’d you get to where you are today?

Well that’s quite the journey! I think the best way to sum it up is that after a long period of time growing as an HR Generalist and then Director of Talent, I got self reflective. 

I focused on what filled me with joy and passion, and I stayed true to who I am, so I sought out places to work that would welcome that, provide me leadership opportunities, and allow me to help create environments where others could feel that too!

How does your typical day look, do you have a set routine you stick to?

The only typical thing about my days is that they vary! The key areas I tend to focus on daily are:

• Connecting with people around the org
• Moving projects forward
• Supporting program roll outs
• Strategic planning and thinking for how we grow the business.  

How do you describe your job to others?

Usually I just say that I’m an HR Executive, but if they really are curious I tell them that I support the entire employee life cycle and am a trusted resource, advisor and coach to the leadership in the company.

What’s your favorite part of your job?

Helping people!

What’s the most challenging?

Dealing with people. But seriously, as a problem solver, a helper and being results oriented, I can be impatient at times. So, since I am working with people bringing all their different approaches, goals and priorities to work, the paths to solutions and success are bumpy at times. It has been a great opportunity for growth for me though! 

What do you think is the biggest misconception around HR?

That we are just there to protect the company! And that we are an administrative function that should sit in finance or operations.

How has technology impacted the HR world?

It has enabled us to be a more strategic function as technology has allowed us to automate and provide self service for some of the more admin-heavy aspects of employee data and employee life cycle management. I still remember a time when I would have to take paper benefit enrollment forms and enter the data into the systems for employees! 

Which are your most-loved tools to help you with your job?

Anything that helps speed up the paperwork process! Right now we use Sapling for that, but there are lots of great tools that put the power in the hands of the employee to get their forms and info filled out! ATSs are fantastic tools too, and I love the UI of Greenhouse. 

They have really empowered a more candidate centric experience where you can review, communicate and set up interviews so much more easily to drive good candidate experience and provide much more streamlined hiring processes for recruiters and hiring managers!

What’s been your most successful initiative to date and why?

Revamping onboarding to make it interactive, engaging and truly provide the new hires with a deeper sense of the company, their role in the company and who to go to for what! 

My general recipe for a successful onboarding experience is: 

1. Spread it out. Don’t try to cram everything into a new hire’s first day, it’s OK if some people are going through orientation on day 3 and some people are going through it on week 3—in fact their different tenures will help them learn from each other too!

2. Get as many departments in the company covered as possible, but keep it short and sweet. You want the new hires to leave with a sense of who does what and why, and knowing who to reach out to in order to go deeper as needed!

Example: chat about what the Client Success team does to set partners up for success, but don’t go into the nitty gritty of every partnership we have and their goals and product usage. 

3. Have the new hires “do something” as part of the process. Some kind of low drag and fun presentation to share back what they learned and a bit more about who they are is a great way to make it interactive AND help them retain some of the learning! 

4. Try to create a “set it and forget it” program. Arrange the format, delegate to subject/department owners to present, and then get it on the schedules in a recurring manner that only requires new hires to be added. This way you ensure the program actually happens and doesn’t require a big lift to schedule. 

What’s the best piece of advice you’ve ever received?

Slow down. But seriously—pretty consistently in the earlier part of my career I got feedback and coaching to slow down and ensure I was being holistic in my planning, partnership and actions. 

What do you think is the biggest challenge companies face in the current labour market?

Balancing mission, margin and employee experience. In a tight economy, with big goals and an empowered workforce, this will continue to be a challenge. It is really requiring executives and boards to get more clear on how they’re building companies to be successful and be great places to work for the talent pool of today. 

Lastly, and most importantly, what’s your favourite office (home or otherwise) snack?

Even though I knew this was coming, this is hard! I’m usually a salty persons—so I will say when we had good chips or popcorn in the office I was always happy!

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Listening to podcasts is a great way to support your own learning and development while on the go. Use your commute or chore time to focus your mind on some amazing resources, many of which are freely available, such as leadership podcasts from some of the top leadership experts and coaches in the industry.

If you’re not sure where to dive in, check out our post on the top 20 leadership podcasts below. These shows will help coach you through times of change and discover new habits to make yourself an effective, more successful leader.

1. People Managing People

The People Managing People podcast is for HR professionals, business leaders, and anyone interested in making work better for everyone. Every episode, you will hear real life examples and stories from a range of guests including best-selling authors, founders, and workplace culture leaders. The focus is on providing practical insights into how you can improve as a leader and create healthier, happier, productive workplaces.

Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher

2. Dare to Lead 

Centered on an ethos to lead as a change-catalyst, Brené Brown’s Dare to Lead podcast provides insightful conversation from guests like organizational psychologist Adam Grant and thought leader Simon Sinek, best known for his TED Talk about WHY which stacked over 60 million views.

Brené is a master at explaining emotional and psychological needs in the workplace, and she shows leaders how important this is for creating successful teams. Her podcast challenges leaders to bring a new line of thought, passion, and a strong “Why?” to how they lead.

Available on: Spotify

3. A Bit of Optimism

New York Times’ Bestselling writer and inspirational speaker Simon Sinek hosts the podcast A Bit of Optimism, where he chats with guests over love, life, leadership, and all the positive notes in between.

However, this uplifting podcast is more than fluff. You’ll find inspiring stories to motivate you to not only be a better leader, but to approach issues and problems as a human first.

Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher

4. Take Command: A Dale Carnegie Podcast

Dale Carnegie’s iconic book How to Win Friends and Influence People is a ubiquitous leadership read for any people manager or CEO, eventually branding into a course and subsequent podcast.

The Take Command show is a conversation-based podcast, offering wisdom from a diverse range of leaders in various industries, from a professional baseball player to a founder of a digital health start-up. Episodes cover everything from building a purpose-driven life to how to put people first.

Available on: Apple Podcasts

5. Wisdom from the Top hosted by Guy Raz

Leading a team and affecting real change while driving towards success takes more than you might think. Host Guy Raz, known for his other hit show How I Built This, launched Wisdom from the Top to share the real stories of leaders helming some of the biggest corporations out there.

Guests share their leadership wisdom and personal stories, from managing during a crisis to achieving big wins (or losses). Guy Raz expertly offers a probing narrative so listeners can hear big lessons from real world problems

Available on: Luminary

6. WorkLife with Adam Grant

Organizational psychologist and Wharton professor Adam Grant hosts the TED podcast WorkLife, where he investigates unusual professions and unpacks themes like unconscious bias or return-to-office.

The goal? Find inspiration, learn more, and make work not suck. Episodes highlights include an episode with Dolly Parton on creativity and an investigation in why we tend to procrastinate.

Available on: Spotify and Apple Podcasts

7. The Carey Nieuwhof Leadership Podcast

Former lawyer turned pastor and founder of Connexus Church, Carey Nieuwhof’s podcast gives us backstage access to thought leaders like fellow podcast host and TEDx speaker Adam Grant and Craig Groeschel, host of the Craig Groeschel Leadership Podcast.

This podcast series is perfect for anyone in any leadership capacity to thrive and manage success by breaking down the nuances of team management, prioritizing your time and energy, or identifying trends that you could take home to your own organization.

Available on: Spotify, Apple Podcast, Youtube

8. Power + Presence + Position with Eleanor Beaton

In a world dominated by male leadership, the podcast Power + Presence + Position with Eleanor Beaton is here to support women in business wanting to make a positive impact to their stakeholders while being a profitable, effective leader.

Each week award winning journalist and leadership expert, Eleanor Beaton, and a guest explore leadership skills like mindful management, meaningful ruthlessness, or how to drive to scale.

Available on: Apple Podcasts

9. Coaching for Leaders with Dave Stachowiak

With over 25 million downloads, Coaching for Leaders with Dave Stachowiak is one of the top management podcasts on Apple and serves as a great resource for any leader’s personal development.

Host Dr. Dave Stachowiak chats with bestselling authors, experts, and various leaders to cover timely, relevant, and thought-provoking content, from how to manage up to how to build psychological safety.

Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher, TuneIn, Overcase

10. The Leadership Habit

Produced by the Crestcom Leadership Institute, The Leadership Habit show shows you how you can build a pathway towards success by embracing transformational leadership. Episodes topics cover building resilience, how to become an effective leader, and ethical decision making.

Known for its international leadership training, the Crestcom Leadership Institute uses the show as an additional medium to nurture and support ethical leaders in order to better the world around us.

Available on: Spotify, Apple Podcasts, Google Podcasts

11. Business Accelerator Podcast with Michael Hyatt and Megan Hyatt Miller

Formerly Lead to Win, the Business Accelerator Podcast hosted by father and daughter duo—New York Times best-selling writer Michael Hyatt and CEO Megan Hyatt Miller—promises to help business leaders and entrepreneurs sustain long-term success.

The entreleadership podcast partners with business leaders to unpack timeless wisdom towards success. Under its new name, it now includes interviews with thought leaders and recorded calls coaching real leaders to provide clarifying conversations and actionable insights for their audience.

Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher

12. Women’s Leadership with Sabrina Braham

The Women’s Leadership podcast offers monthly episodes filled with career development and executive coaching. Host Sabrina Braham interviews successful women leaders and CEOs to find provide timely and timeless insight for professional and personal development.

Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher, Pandora, iHeartRadio, TuneIn

13. At the Table with Patrick Lencioni

At the Table with Patrick Lencioni invites leaders to sit down for an approachable discussion on topics related to work and leadership, from workplace dysfunction to building culture.

With humor, wisdom, and insight, author and teamwork expert, Patrick Lencioni guides conversations to help listeners come away with actionable takeaways and understanding.

Available on: Spotify, Apple Podcasts, Google Podcasts

14. HBR Presents Coaching Real Leaders with Muriel Wilkins

Staple to business and entrepreneurial leaders everywhere, the Harvard Business Review curates different podcast series, like Coaching Real Leaders with Muriel Wilkins.

In this show, join real-life coaching sessions where long-time executive coach Muriel Wilkins helps executives, managers, and entrepreneurs tackle leadership changes and grow and develop their leadership qualities no matter what they face.

Available on: Spotify, Apple Podcasts, Google Podcasts

15. Masters of Scale

The Masters of Scale show helps listeners cultivate an entrepreneurial mindset with business advice from Silicon Valley and beyond. The show utilizes two episode formats: a classic format and a Rapid Response format.

In the classic format, Reid Hoffman, Linkedin Co-Founder and Sillicon Valley investor, encourages guests to open up about the very human journey of scaling and taking a business from start-up to a global brand. The Rapid Format, hosted by Bob Safian, tackles timely topics from crisis response and diversity and inclusion.

Available on: Spotify, Apple Podcasts, Google Podcasts, Amazon Music

16. The Andy Stanley Leadership Podcast

Pastor, author, and found of North Point Ministries, Andy Stanley takes his experience as a spiritual guide and communicator to help others foster leadership skills.

Through the conversational format with long-time cohost Lane Jones, Andy Stanley looks at topics from finding your focus to how to lead with integrity.

Available on: Spotify, Apple Podcasts

17. The Jocko Podcast

Jocko Willink is a decorated retired Navy SEAL officer, author, co-founder, and host of The Jocko Podcast. Joined by producer, Echo Charles, this conversational podcast investigates discipline and leadership habits in business, war, and everyday life.

Available on: Apple Podcasts

18. LEADx Kevin Kruse

New York Times best-selling author and LEADx CEO Kevin Kruse hosts the LEADx podcast, where he interviews top leadership experts and business executives from Dan Pink to Ken Blanchard.

The show acts as on-demand leadership coaching to help anyone accelerate their career and manage personal and professional issues. Learn topics from minfulness to how to succeed in the digital economy.

Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher, Overcast, Anchor, Tunein, Castbox

19. Leadership Biz Cafe with Tanveer Naseer

What if you could sit down with a cup of coffee and some of the world’s best leadership experts? Tanveer Naseer’s podcast Leadership Biz Cafe serves just that with guests like Adam Bryant, author of the CEO test, and business writer and speaker, Tom Peters.

The Internationally-acclaimed TEDx speaker and leadership coach sits down with experts in an interview-style format where they cover leadership habits while exploring the nuances and challenges in our modern workplace.

Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher, Overcast, Anchor, Deezer, Pandora, Amazon Music, Audible,

20. Leadership and Loyalty

Recognized as a top leadership speaker and corporate cultural strategist, Dov Baron takes his expertise and strong interview skills to his popular podcast Leadership and Loyalty.

Best-selling author and founder of Full Monty Leadership, Dov Baron’s show chats with leaders like psychologist Dr. Ellen Langer and entrepreneur Tom Bilyeu about the twists and turns of their careers.

Available on: Spotify

Ready to Press Play?

Leadership podcasts are an inspiring avenue to discover new voices, learn new leadership qualities, and find inspiration from real, effective leaders.

If you’re looking for a great place to start for your own personal learning and development journey as a people manager, start with our People Managing People podcast episode The Secret Code To Exceptional Leadership (with Ian Mills from Transform Performance International)

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Pent up demand during the pandemic, the pursuit of greater job flexibility, and the cost-of-living crisis squeezing household budgets means people are moving jobs and changing careers at record rates in the U.S. and the UK.

The Great Resignation, or more aptly named ‘The Great Reshuffle’, has many Americans rethinking their career. In fact, 47 million workers quit their jobs in 2021 and, of those, 53% changed their occupation or field of work. 

Similarly, according to the latest figures, it’s estimated three percent of the UK workforce switched roles between April and June 2022 alone—up from 1.7% in Q3 2020.

Pay is a major factor in whether a candidate applies for or decides to take a job. But our investigation has found 57% of U.S. job ads have hidden salaries, and 35% of UK job ads do too.

Check out the full data in the interactive table below.

Hidden Salaries in the U.S.

From analyzing over 8,000 U.S. job listings across roles within the most common business departments—Finance, Sales, HR, IT, Marketing, and Operations—we found that 4,551 ads (57%) failed to disclose the salary on offer to candidates. Instead, “competitive salary” or “depending on experience” are commonly used.

The findings come as the latest figures reveal the number of job openings in the U.S. dropped to 10.1 million in August, but were still above pre-pandemic levels, showing demand for workers remains strong and competition for talent is high.

Looking at the research findings by key business departments, IT roles are the most likely to have hidden salary information on their job ads (66%), followed by Finance (61%) and Operations (56%).

By comparison, job ads for HR and Sales roles were the least likely to hide salary information to candidates—51% and 53%, respectively.

Of the roles analyzed, the highest rates of salary non-disclosure were found in job ads for some senior and C-suite positions. Examples include Head of Finance (91%), Vice President of Marketing (89%), Vice President of Sales (77%) and Head of Operations (75%).

Hidden Salaries in the UK

From analyzing over 6,000 job listings across roles within the same six business departments—Finance, Sales, HR, IT, Marketing, and Operations—we found that 2,130 ads (35%) failed to disclose the salary on offer to candidates.

These findings come as CIPD figures show almost half (47%) of employers report having hard-to-fill vacancies and have raised wages to help offset the issue.

Within specific departments, Marketing roles are the least likely to disclose salary information (41%), followed by sales and operations (35%).

By comparison, advertised roles for IT and HR professionals were the most likely to provide salary details with 27% and 29% failing to disclose, respectively.

Of the roles analyzed, the highest rates of salary non-disclosure were found in job ads for senior and C-suite positions. Examples include Chief Technology Officer (81%), Chief Marketing Officer (71%), Sales Director (59%) and Operations Director (58%).

The Differences in Salary Disclosure in the U.S. and UK

Comparing the UK job market against the U.S., we found U.S. ads were much more likely to hide salary information than in the UK. In the U.S., 57% of salaries were left undisclosed, whilst a smaller but still significant proportion of ads – 35% – were hidden across all UK roles and departments analyzed.

IT roles were the most likely to share salary information in the UK ads (27% hidden), but this is entirely opposite to the U.S. Of the IT roles studied, 66% of U.S. ads had no salary disclosed, the highest proportion of all departments analyzed.

Why Do Employers Hide Salaries?

There are many reasons why employers hide salary information on job listings.

Firstly, it offers businesses more negotiating power to agree on a salary in the later stages of the recruitment process once they understand the candidate’s expectations and their personal circumstances. 

Hidden salaries are also a key competitive move to stop other similar businesses knowing how much they’re offering for a role and outbidding them to attract talent.

Employers also argue that publicising salary information publicly can cause resentment and demands for pay rises from their existing workforce, if they feel their salary doesn’t fairly compare to what is offered to new recruits. 

It can also create resentment when a candidate accepts a job offer if they know they have given a salary on the lower end of the advertised pay scale.

What are the Impacts of Hidden Salaries?

Today’s job market is skewed in the candidate’s favor due to growth pressures post-pandemic, vacancies taking longer to fill, and widening skills gaps. As such, employers are at risk of missing out on talent or narrowing the type of applications they receive.

Research shows that the pay gap—both for women and minorities—partly stems from the ‘ask gap’. This is the difference in what different groups expect when it comes to salary and how likely they are to get a raise if they ask for one.

The pay gap in the U.S. remains pervasive, with women in full-time employment earning 17% on average less than men in 2020. And studies have found that women who ask for a pay rise, get one 15% of the time, compared to men getting a raise 20% of the time.

A recent YouGov survey, of the 40% of adults who asked for a pay rise, just over a quarter secured one. When broken down by gender, 43% of men asked compared to 33 percent of women. Furthermore, 31% of men were successful, while 21% of women received a pay rise, fueling salary inequality.

Pay transparency can also go a long way in building trust within a workforce, equating to lower turnover rates and greater performance gains. With societal pressures to build transparency, promote truth and close inequalities, organizations opting for hidden salaries may need to rethink to get ahead.

Methodology

From a seed list of job titles in the UK and U.S. by key business department, People Managing People used a scraper tool to collect data from job ads on Indeed that included a certain job title in the position name. 

For each job title, the number of ads stating a salary were identified to find the percentage that shared or hid this information. We also worked out the percentage of ads for each department overall that shared or hid the salary. Any job titles that returned fewer than ten ads were excluded, and all data collection occurred in October 2022.

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We’re passionate about the world of work and how we can make it better. For this to be achieved, we need ideas from a wide array of people from different backgrounds and experiences.

In this interview series, we pick the brains of experienced leaders, business owners, managers, and individual contributors to get their thoughts on how we can collectively build better workplaces.

Join us in our next installment below as Anitra St. Hilaire—VP of People at ThreeFlow—shares her insights with us.

We’d love to get to know you a bit better, tell us a bit about your backstory.

I’ve been a people leader for 15+ years, focused on attracting, engaging, developing, and retaining organizational talent. Or, if I’m talking to my kids, I’d say I work with people to help create a place where great people can do their best work with other great people. 

Recently, I started the People Team at ThreeFlow, the first Benefits Placement System, and I’ve done similar work for Teach For America, Upworthy, and Harvest. 

If we were to ask a friend to describe your personality to us, what would they say?

They’d probably say I’m warm, caring, and quite the introvert. I have a terrible sense of humor, so I’m always telling the kinds of jokes that make people groan. And I love learning things, so I’m always super interested in what people love to do outside of work.

Thinking back to your career journey, what’s an interesting story that stands out? 

My background is in finance, and I never expected to be a people leader. I was always interested in people, so I minored in psychology, but I always saw my path as a VP of finance. 

However, after business school, I worked in consulting at a smaller startup and ended up working on HR-related engagements because that was the work they had available. And that’s when I discovered that my background in finance and accounting could be an asset in people-related work. 

As a people leader, it’s important to understand the business and industry you’re a part of. 

It’s how you can be a strategic partner vs. the “people person.” But I also found that my deep interest in people gave me a unique perspective on executive teams, and that’s where I think I’ve been able to add the most value.

What’s the most impactful lesson you’ve learned over your career thus far?

Most issues start and end with poor communication.

When I think about the toughest challenges I’ve faced, there has almost always been a misunderstanding or lack of information because one or both parties weren’t hearing one another.

Becoming a great communicator is a key executive skill and one that I will continue to work on throughout my career. 

Thanks for giving us some insight into who you are! Let’s jump into things. When you hear the phrase “build a better world of work,” what comes to mind?

My first thought is, “for whom”? Given my role as a people leader, I’ve been thinking a lot about employee experience, how that really starts with needs, wants, and expectations, and how those differ from one person to the next. 

So when we say make something “better,” we need to start with what better looks like. Better for me is not necessarily better for you. 

For example, I love working remotely for the flexibility it provides and the ability for me to manage my introversion—but there are plenty of people out there for whom a better world of work would mean going back to the office full-time. 

And I don’t mean the corporate-speak values, I mean something deeper–the kind of values that a company can use to make real decisions every day. 

Also, I’d be remiss if I didn’t say that inclusion and belonging are foundational values that I’d hope most companies embrace.

For you, what’s the main blocker you see as standing in the way of building a better world of work?

Risk aversion. There’s a drive to stay “in market” and not stray from what competitors are doing and I understand that. But it means that companies aren’t always doing what’s best for them and their people. So taking an informed risk can be a game-changer.

What’s one thing within our control that we can practically do to build a better world of work today? And, how do you recommend going about it?

Make an informed decision about offering remote work and then embrace that decision. It’s not for every person, and it’s not for every company. But, when a company can genuinely embrace remote work, it opens the recruiting pool and allows you to offer more flexibility in the workplace. 

The opposite is also true:

If remote work doesn’t align with your company’s values, embrace that path.

Many people in the world are looking for that in-person interaction regularly. But companies should consider what that means, as the “five-day in-office” model might not be exactly right. 

Can you share one thing you’ve experienced, seen, or read about that is leading us towards a better world of work?

I love the trend I’m seeing of companies sharing access to some of their learnings. Pyn just released an open library of employee communications. GitLab’s employee handbook is mostly public. 

Companies like ChartHop have free, limited accounts that help smaller companies use their data in ways that larger companies can but without the cost. I’m not saying companies should give everything away, but I do like that companies are finding ways to help other companies level up.

I’m curious, thinking about building a better world of work, is there a company and/or leader who stands out to you as someone we should follow? If so, what are they up to?

This is such a tricky question. I follow many leaders, and they’re all doing different things. And I don’t think any company or leader is “the” one to follow.  I’d suggest people find a topic they care about and find thought leaders in that space. But find people who don’t look or think like you. And then follow them and consider their perspectives since you may not always hear directly from the people around you.

How can our readers follow your work?

I’m on LinkedIn! Feel free to connect with me as I’m at the beginning of my social media journey. 

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