How to Write a Job Posting That Attracts Top Talent

You've got an open position and want to fill it with a star player. The old-school 5-page bullet point list of responsibilities and qualifications just won't cut it in today's competitive job market. Here’s how you can craft a job post that not only informs but also keeps the right candidates from scrolling past your post.    

• Start with a Clear, Descriptive Job Title

First impressions matter. Your job title should be straightforward and indicative of the job’s primary function. Skip the industry jargon and keep it simple. Instead of a vague, trendy term like "Sales Ninja," opt for clarity with a title like "Senior Sales Executive in SaaS Solutions. "

• Give an Overview That Excites

Start with a concise, attention-grabbing overview of the role. In one or two sentences, describe the overarching responsibilities. Make this your "movie trailer"- a teaser that gets potential applicants excited about the role. For example: "As our Full-stack Developer, you'll be the architect of our groundbreaking app, turning vision into reality."

• Keep It Brief, but Make It Pop

In describing the role, be concise but creative. Imagine you’re explaining the job to someone unfamiliar with your company or industry. Use 'why,' 'how,' and 'what' to outline a typical work week. For instance: "Why do we do it? To solve complex, meaningful challenges. How? Through collaborative creativity. What’s a regular week like? Brainstorms on Monday, focused execution mid-week, and a celebratory team lunch every Friday".

• Spotlight the Benefits

Candidates want to know what’s in it for them. Clearly list the benefits—salary, and especially unique perks like unlimited vacation or volunteer days. Make your company irresistibly attractive to potential hires by thinking about your target demographic and tailoring your total rewards accordingly (Side note: not sure how to design a competitive total compensation package? We’d love to chat comp with you – here is a link to my calendar: Jocelin Calendar.

• Equity, Diversity, and Inclusion    

State clearly that you're an inclusive employer working to remove barriers for equity-deserving groups. This is not just about lip service or social responsibility but also a necessity in today’s diverse job market. Express your openness to hiring qualified candidates from all backgrounds.

• The Final Push: Your Call to Action

You’ve grabbed their attention, now guide them to the next step. Use a clear and inviting call to action like "Ready to make a real impact? Click 'Apply Now'!"

• Summary

Crafting a compelling job post goes beyond listing qualifications and duties. It's about building a narrative that excites potential candidates and gives them compelling reasons to apply. So go ahead, put these tips into action, and watch your applicant pool grow with top-tier talent.

Ready to take your recruitment game to the next level? Contact us today to find out how we can help you attract and retain the best in your business.

Happy hiring!

Will You Wear Orange on September 30?

Every year, both the National Day for Truth and Reconciliation and Orange Shirt Day take place on September 30.

what is september 30 all about?

The National Day for Truth and Reconciliation in Canada, is a statutory holiday–a day to honour and uphold residential school survivors and intergenerational survivors of the residential school system, and to commemorate those who didn’t return home. This day also presents an opportunity to reflect, learn, and commit to meaningful dialogue and action to address the systemic harms and racism Indigenous peoples continue to experience due to colonialism. 

Orange Shirt Day is an Indigenous-led grassroots commemorative day intended to raise awareness of the individual, family and community inter-generational impacts of residential schools. The orange shirt is a symbol of the stripping away of culture, freedom and self-esteem experienced by Indigenous children over generations.

In BC, public and private sector employers all recognize September 30 as a paid statutory day for remembrance. As individuals, we will be taking this day to reflect, learn, and commit to meaningful dialogue and action while wearing orange to honour residential school survivors.

how YOU CAN help

Our Reimagine Work team has also joined Victoria Native Friendship Centre’s Small Business Pledge. If you are a small business owner, join us! This is a perfect opportunity to lead by example and contribute to the reconciliation process.

If you have the day off, but aren’t sure what you can do as an individual, you’re not alone. In addition to attending events in your area, are a few ideas of tangible ways to support:

If you have the means, consider donating to one of these organisations:
Indian Residential School Survivors Society
Native Women’s Association of Canada
Indigenous Perspectives Society
Inuit Tapiriit Kanatami
Bear Clan Patrol
Raven Trust
Indspire
If you are a landowner, consider making a contribution to Reciprocity Trusts or pledging your participation.

If cashflow is tight, consider what active allyship looks like: 

1. You can learn how to develop a culturally safe practice by becoming a member of Culturally Committed. This organisation also provides mentorship to professional organisations, so consider sending along the Professional Membership info to your leadership team.

2. Share resources with friends, family and colleagues, inspire them to learn alongside you.

3. Start a book club with team members focused on the work of indigenous authors. 

When you know better, you do better, and we have lots to learn on our end. With that in mind, we’d love to hear what you and your team are doing to observe National Day for Truth and Reconciliation in Canada. 

Photo courtesy of Erik Mclean via Pexels.com.

AI in the Workplace: What Comes Next?

In the early 19th century, textile workers across the north of England smashed and burned the textile machinery they feared would replace them, becoming known as Luddites.

Today, “Luddite” is a dismissive byword for anyone who resists new technology and fears being replaced. But the truth is that many of the Luddites were actually skilled machine operators who were not resisting the technology itself but instead protesting for better working conditions. In the longer term, these machines actually contributed to the growth of the textile industry and the creation of new jobs.

It’s an apt parallel for currently swirling fears surrounding AI tools, like ChatGPT or Midjourney. Understandably, many knowledge workers worry about being replaced by AI that can create written content, images, and videos based on any prompt, but research by the World Economic Forum predicts that instead of taking away work, AI will create 97 million new jobs.

Change happens - it’s how you handle it

As people leaders, we’re well acquainted with the fear of change. Change can be daunting, especially when it comes to the integration of AI tools into the world of work. Concerns about job security and the potential replacement of human employees are valid, so when they come up for our teams, it's crucial to address them with empathy.

Employers, and more specifically People & Culture teams, can help to address those concerns by initiating, leading and guiding the conversation around AI. It is beyond doubt that AI will change how we work; the question is how? In the past, there remained jobs for the Luddites, but the character and conditions of those jobs required people to adapt. In People & Culture, we hold the unique position of both needing to understand the adaptations in our own roles while also guiding organizations and individuals through how AI may affect other roles.

In the conversation, we often overemphasize the “AI” part and underemphasize the “tools” part. After all, these are tools, and it is up to us to decide how best to use them. For an employer, it is important to decide on the ground rules sooner rather than later and set a policy for the use of AI tools by employees.

how can you make the “new” easier?

As a first tangible step in your leadership toolbox around AI, setting and communicating a clear policy will help employees understand how AI tools relate to their roles, while also making sure that if such tools are used at work, it is in a responsible and ethical way. 

Here are some elements to consider when setting a policy:

• Transparency and Communication: Employers should foster open communication with employees about the implementation of AI tools, ensuring they understand the purpose, benefits, and limitations of these technologies. Transparency builds trust and reduces anxiety.

• Upskilling and Training: Invest in training programs to equip employees with the necessary skills to work collaboratively with AI tools. This ensures a smooth transition, enhances job satisfaction, and empowers employees to leverage AI tools effectively.

• Ethical Use and Bias Mitigation: Employers should establish guidelines to ensure AI tools are used ethically and responsibly. Regular monitoring and audits can help identify and fix any biases that may inadvertently be introduced by the AI algorithms. This also includes an understanding of and safeguards around any sensitive or private information employees work with, so the privacy implications of using AI is considered. 

• Evaluation and Feedback: Regularly evaluate the impact and effectiveness of AI tools in internal processes. Seek feedback from employees to understand their experiences and make adjustments as necessary to maintain a healthy balance between technology and human outputs.

let’s talk!

The takeaway? With the AI market expected to grow to $407 billion by 2027, these tools are here to stay—but by embracing rather than rejecting the change they bring, we can create a gentler transition for businesses and employees and ultimately leverage AI appropriately. 

Not sure how to start with starting the conversation with your team or implementing an AI policy to manage risk? Reach out and book a time for a human-human conversation–we’re here to support, as always!

Your Virtual Welcome Mat: Onboarding Remote Rockstars

Why onboarding is important

Picture this. It’s your first day at a brand new job. As the “new kid”, you’ve met a grand total of three people, and they were all on the interview panel. You’re not sure what you’re walking into, you’re hoping you know your stuff, and the nerves are real.

Now imagine that this scenario is playing out totally remotely. While working from your living room with your dog at your feet has its perks, there’s no welcome chit-chat, no one is there to help you figure out why your new monitor refuses to turn on, and it’s a little… lonely.

This is the way a new job starts for many, and it’s why as a leader laying out a warm welcome via a well thought out “virtual welcome mat” is essential. 

WHY YOU CAN’T SKIMP ON THE ONBOARDING

Remote onboarding isn't just about pixels on screens. It's about creating a consistently positive experience for every new hire through building relationships, nurturing growth, and getting the right people to buy in and stick by you. While it’s tempting to throw new hires in at the deep end and hope they can swim, getting orientation and onboarding right sets the tone for the entire employment relationship. 

And just as in person, getting new hires settled in remotely doesn’t happen by accident. As a distributed team supporting clients across the globe, here’s what we’ve learned from experience: 

SO, HOW DO YOU HANDLE ONBOARDING WELL?

Before a remote new hire starts, set the foundation by overcommunicating. This starts with a light welcome email with an introduction to the team. Think about including more than logistics - think fun facts and anecdotes that highlight your unique culture and dynamics (ex. company traditions, favourite Slack emojis, a link to a virtual welcome pizza party). 

Pro level: Use this touch point as an opportunity to gather information about your team member as well via a quick get-to-know-you survey that is all about the fun stuff (favourite candy, how they like their coffee, when their dog’s birthday is, etc.) 

Set them up with what they need. Before the new hire’s first day, they should be set up with everything they need to be successful in their role. This means thinking ahead and sending them equipment (laptop, phone, monitor, mouse, etc.) before they start. This also means making sure their home office setup is ergonomically sound and you’ve addressed any accommodations or needs unique to them. Finally, include a physical welcome package with company swag, a personalized welcome note, and little treats to make their first day feel special. 

Schedule their calendar with meet and greets in advance. There’s nothing worse than sitting at a laptop at home twiddling your thumbs and waiting for a Slack message that never comes. On the first day, make sure their calendar is booked in with the folks they’ll be working with directly, as well as some social connect points. The first meeting should be with their direct manager, there should be an orientation scheduled with your HR person, and at some point they should also meet senior leaders and anyone they’ll be working with directly. Send out a welcome message on your company’s platforms so that others join in on saying hello!

The buddy system isn’t just for kindergarten. The concept also holds value in remote onboarding. Assign each new hire a buddy or mentor who doesn’t work with them directly. In addition to built-in cross-functional collaboration a seasoned team member can act as go-to for questions and foster that all-important sense of belonging. Hint: choose this person wisely, as they’ll have a big impact on the new hire’s experience!

Provide structured training. Even the best new hires need clarity and direction when it comes to the specifics of how you do things. Provide structured training that outlines key systems, policies, and processes, and points to on-demand resources (ex. Who is the expert on what?) for troubleshooting. Use your handbook or culture guide as a tool to get them up to speed on who you are, what you’re about, and what your ground rules and expectations are (Don’t have one you’re proud of? We might know somebody who can help with that…)

Establish a feedback loop early. Begin how you mean to go on by asking for input early and often. Schedule weekly one-on-one check-ins with managers to discuss their progress, challenges, and wins. Ask for anonymous feedback via survey tools (build this into your onboarding process). 

By infusing warmth, engagement, and a personal touch into each step, you'll create an onboarding experience that sets your remote hires up for success and a sense of belonging, buy-in, and loyalty during the crucial honeymoon phase.

Let’s talk

But hey, if crafting and rolling out a seamless, polished remote onboarding program feels like a lot to take on, we’re here and can make it easy on you. We specialize in designing simple-to-implement, comprehensive orientation and onboarding packages that are tailored to your unique employees, business, and culture.

Ready to upgrade your onboarding game? Reach out for a conversation! You can always reach us at connect@reimaginework.ca.

360 Feedback Reviews: Why Your Company Should Start Using Them

In today's business world, having top-notch leaders is like striking gold. While the usual check-ins tell us about how someone is doing, they might not show the full picture. But guess what? Our 360 Feedback Review is like the magic magnifying glass that gives you that clearer view.

Why 360 Feedback Reviews?

A 360 Feedback Review isn't your typical performance check-up. It offers a wide-angle view, capturing insights from the individual, their colleagues, team members, managers, and even clients. The review provides a comprehensive picture of a leader's impact, both in terms of work results and team interactions.

Real-Life 360 Feedback Revelations

Lee was the standout manager at a small tech company in Vancouver. His teams consistently achieved their goals, and on the surface, he appeared to be an exemplary leader. However, there were underlying issues, like high employee turnover rate and minimal collaborative efforts. Lee viewed these problems as either external challenges or inevitable consequences of demanding performance standards.

But everything changed when the company conducted Reimagine Work 360 Reviews. The feedback for Lee was eye-opening. While he was effective at delivering results, he often overlooked the importance of relationship-building. The reviews indicated that his relentless focus on results came at the expense of interpersonal dynamics within the team.

Taking the feedback seriously, Lee sought coaching support from Reimagine Work. He invested time in understanding and addressing the needs of his team. A year into these changes, Lee's department showcased improved employee retention, better collaboration, and even more impressive performance results.

Why Reimagine Work?

• Objectivity: As external facilitators, we ensure the feedback process remains free of internal prejudices.

• Confidentiality: Data protection is paramount, ensuring that feedback cannot be traced back, which cultivates a trusting atmosphere.

• Expertise: Our systematic approach guarantees that feedback is thorough and insightful.

• Follow-Up Coaching: Post-review, we provide tailored coaching sessions to address specific areas of development.

• HR Recommendations: Based on the feedback, we offer strategic HR suggestions to optimize team dynamics and enhance overall performance.

The 360 Feedback Review is more than just a measuring stick; it's a catalyst for real change. Lee's evolution from a metrics-focused manager to a truly well-rounded leader showcases its profound impact.

For organizations aiming to uplift their leadership framework, Reimagine Work stands as the ideal ally. After all, true leadership is about more than direction; it's about ensuring every team member is aligned, contributing harmoniously towards shared goals.

Ready to get started? Let’s connect! You can reach us at connect@reimaginework.ca or at 250-885-8503.

Canada Day: 6 Ways to Support Indigenous Peoples and Communities

As Canada Day approaches we are reminded of Canada’s complicated history and the growing discourse around the impact of colonization and what it means to be an ally. It has become essential for employers to recognize and acknowledge the injustices faced by Indigenous peoples as part of their commitment to the Truth and Reconciliation Commission Calls to Action and Inclusion. 

Businesses and employees can play a vital role over this long weekend in honoring and supporting Indigenous peoples. By taking action and fostering inclusivity, individuals can contribute to the process of reconciliation and promote a more equitable Canada. Here are some ways businesses and employees can reflect, take action, and make an impact on July 1st.

Wear Orange to Show Your Support for those Impacted by Residential Schools

By wearing an orange shirt, you can stand in solidarity with Indigenous communities, show support for Survivors and their families, and acknowledge the legacy of residential schools. Visit the Orange Shirt Society to learn more. 

Learn & Unlearn - Educate Yourself and Others

Begin by educating yourself about the history, culture, and issues faced by Indigenous communities. Engage in self-reflection to understand your own biases and assumptions.  

Not sure where to start? Check out the Indigenous History Resource List from the Royal Alberta Museum. Read the Truth and Reconciliation Commission of Canada: Calls to Action and create an action plan with your peers on how to integrate those calls into your policies and every day practice. Take the free Indigenous Canada online course at the University of Alberta. Share your newfound knowledge with colleagues, friends, and family in a respectful and informative manner. Encourage open discussions and create safe spaces for learning and understanding.

Acknowledge and Respect Traditional Territories

Recognize and learn about the traditional territories on which you live and work. Take the time to understand the significance of these lands to Indigenous communities. Visit Whose Land to learn about the territory your land is situated on. 

Support Indigenous Organizations and Initiatives

Identify and support local Indigenous organizations or initiatives in your area. Volunteer your time, skills, or resources to assist with their projects or events. Attend cultural celebrations or workshops organized by Indigenous groups. Seek to create space and opportunities to collaborate, listen, and learn from Indigenous leaders and knowledge keepers. The Indian Residential School Survivors’ Society, the First Nations Child & Family Caring Society, Native Women’s Association of Canada, and the Victoria Native Friendship Centre are just a few examples. 

Foster Indigenous Representation and Inclusion

Advocate for Indigenous representation and inclusion within your workplace. Encourage your employer to develop diversity and inclusion policies that support the hiring and advancement of Indigenous employees. Engage in dialogue about the importance of respectful representation and the need for culturally safe practices. Create spaces for Indigenous employees to share their perspectives and experiences. Organizations like Decolonize Together can provide workshops, tools, and resources to achieve this. 

Use Your Voice for Advocacy

Harness the power of your voice to advocate for Indigenous rights and issues. Write letters to local representatives or government officials expressing your support for Indigenous-led initiatives and policies. Attend rallies, protests, or community gatherings that advocate for Indigenous rights and social justice. Use social media platforms to raise awareness, share educational resources, and amplify Indigenous voices and causes. 

These are just a few ways to take action to support Indigenous peoples and communities across Canada. It is important to remember, however, that allyship and reconciliation are not a one-time event or gesture. These efforts should and must be ongoing. We encourage all businesses and their employees to seriously consider and reflect on how they can stand in solidarity, honour Indigenous communities, and advocate for reconciliation year-round.