What do the advocates of the company do – and how to find them

Understand how the selection of these professionals can be critical for a successful recruiting program!

 

Every company has employees – but not all employees are advocates of the company.

The former perform their daily duties. The latter do this and more: their influence can be instrumental in enhancing their organization’s reputation and in collaborating with the entry of new talent.

Let’s see it in parts that better explain this concept.

What are the company’s advocates?

The company’s advocates are company employees who, in comparison with other employees, have a higher and more intense level of engagement with the ideals of the organization.

In addition to accomplishing the functions of the position they occupy, they understand the company’s needs, as they are theirs.

This way, advocates spread the good practices of their company, including externally.

This action has positive impacts on both customers and the arrival of new talent – when employees themselves speak well about their workplace, including on social media, employer’s reputations tend to increase.

In other words, the employer branding is valued.

How to build an advocate for your company?

Each organization has its needs and its corporate structure, which brings a unique reality to its internal activities.

However, some practices follow a common axis of approach with employees, which can be useful in developing advocates of the company.

The first phase is knowledge. It is fundamental to be transparent with your team about the company’s mission, aspirations, and culture. Information and transparency are crucial.

Second, it is time for learning. Bringing new knowledge to your staff will enrich and bring employees closer together.

Knowe can help with this step! Through your Advisors network, you can find capable leadership to share knowledge that can optimize the employee experience.

From these initial stages, you will likely notice a greater engagement among your teams.

This positive and valuable environment is ideal for identifying and selecting new leaders. Giving these opportunities to your internal audience is a way to strengthen the employee’s bonds with the institution and also help in their conversion into an advocate.

Good recruiting programs with company advocates

Human Resources may have an ideal opportunity to optimize recruitment programs with the company advocates.

Knowe, in partnership with the HR sector, assists in developing advocates, assuming the role of mentors, with a direct part in the process of selecting new talent.

Through the video conferences, the candidates will have direct contact with the philosophy of the organization, transmitted by someone 100% integrated with the local reality: a company advocate.

Contact Knowe, get to know our cases and invest in this partnership. The results will be more assertive hiring and a decrease in turnover.

High turnover is expensive for the company

A high flow of recruiting and dismissals can have negative consequences for your business – learn how to avoid it

The best question to start our conversation is: how much does high turnover cost for the company?

A company that records a heavy flow of incoming and outgoing employees should trigger a warning signal. Something may be wrong in the working relationship between sectors.

In general, the “in and out” of employees represents a failure in the continuity of operations.

This detail can be detrimental to the course of business, pace, and even productivity.

It is essential to identify the causes of high turnover in the company and to apply mechanisms that can restrain this movement.

Employees who do not know the philosophy of the company

When applying for a job opportunity, often the interested party is motivated by financial and social factors among many other reasons, and perhaps the future workplace has been carefully analyzed.

Human Resources experts warn that when new employees do not fully know about the company’s future activity, there is an increased chance they will not adapt and thus, change jobs in a short period.

Preparing this future collaborator at the recruiting process is one of the advantages offered by Knowe’s tool.

The startup proposes that the broadcast of the company culture be conducted by mentors, in videoconferences, carried out by Advisors, who can be advocates of the company.

In this way, there is an alignment between demands and hiring – the results will be more integrated teams and, consequently, a progressive decrease in high turnover.

This article of the Knowes Blog teaches you how to select and maintain talent for your company.

How much does high turnover costs for the company?

Instead of benefiting from work continuity and increased productivity, high turnover creates extra expenses for the company.

We’ve gathered some examples of these expenses below!

Each employee’s departure generates costs for termination: salary balance, prior notice, expiration, proportionate vacations, constitutional holiday bonus, 13th proportional salary, 40% for the FGTS, among other charges provided for in the Labor Legislation.

As soon as an employee leaves the company, this position becomes vacant, and the pace of work changes. In some cases, the fall in productivity alters the company’s bottom line results, and profits can fall.

The “in and out” of employees is not just within the realm of local HR. This information is easily scattered in the marketplace and can change the company’s reputation. Investors, partners, and competitors are seeking to learn the reasons for this high turnover.

Technology as a solution for high turnover

Knowe proposes to optimize the company’s internal and external relations through technological innovations.

In a direct and modern way, the startup shares the company culture through efficient videoconferences.

Mentoring spreads the targeted messages desired by the organization.

If you are an HR professional, contact the Knowe team today. It’s time to reduce the high turnover in your business!

 

 

 

 

 

 

How to select advocates for your company

Who are they, how to identify them, and how to propose incentives to these influential representatives of your brand

Your company retains good employees – but are they company advocates?

We call advocates the team members who, in addition to performing their duties very well, incorporate the values, missions, and objectives of the organization daily in such a way that they become the public relations of the business.

Advocates for the company have a solid understanding of their importance and contribution to the corporation’s progress. This sense of participation is so strong that the employees begin to spread this philosophy to the world.

How to be part of the company’s success

There is a classic story, which is often quoted when talking about employee engagement in an organization.

In 1962, during a visit by then-U.S. President John F. Kennedy to NASA, the U.S. space agency, he encountered a janitor, and Kennedy asked what he was doing.

The men replied, “I’m helping to get the man to the moon, Mr. President!”

This is an ideal example of identification and full integration with the interests of the company.

Three steps to choose advocates for your company

Step 1: Information

This could also be called transparency. What is your company direction? What is the focus of the business?

Are employees aware of this information? This message needs to be disseminated in a variety of ways – internal communication tools and social networks are good examples.

To encourage company advocates, offer data and paths through communication, so employees have full knowledge of their work environment.

The Knowe platform uses the formation and diffusion of quality messages through videoconferences, taught by highly qualified leaders well-versed in their area of expertise.

Learn how this technology is revolutionizing work and education.

Step 2: Incentives

What needs to be done to take employees out of their comfort zone and put them in a situation of complete integration with the company’s mission?

The answer is simple yet delicate: with incentives!

What kind of incentives?

Sales bonus are well known. But are they enough? In the case of the administrative and managerial sectors, it is necessary to develop mechanisms to be part of this movement.

Investing in an institutionalized recognition program can be a very effective way to select company advocates

Step 3: Spread the message of the company’s advocates

Once identified and selected, the company’s advocates become multipliers of knowledge and the values they have assimilated so well.

This is an excellent opportunity to use the resources Knowe offers to impact all other employees.

Through videoconferences, turn these collaborators-advocates into Advisors. The Knowe team can help you structure these channels of knowledge sharing.

Contact us today and implement an efficient advocate recruiting process for your company.

What do the advocates of the company do – and how to find them

Understand how the selection of these professionals can be critical for a successful recruiting program!

 

Every company has employees – but not all employees are advocates of the company.

The former perform their daily duties. The latter do this and more: their influence can be instrumental in enhancing their organization’s reputation and in collaborating with the entry of new talent.

Let’s see it in parts that better explain this concept.

What are the company’s advocates?

The company’s advocates are company employees who, in comparison with other employees, have a higher and more intense level of engagement with the ideals of the organization.

In addition to accomplishing the functions of the position they occupy, they understand the company’s needs, as they are theirs.

This way, advocates spread the good practices of their company, including externally.

This action has positive impacts on both customers and the arrival of new talent – when employees themselves speak well about their workplace, including on social media, employer’s reputations tend to increase.

In other words, the employer branding is valued.

How to build an advocate for your company?

Each organization has its needs and its corporate structure, which brings a unique reality to its internal activities.

However, some practices follow a common axis of approach with employees, which can be useful in developing advocates of the company.

The first phase is knowledge. It is fundamental to be transparent with your team about the company’s mission, aspirations, and culture. Information and transparency are crucial.

Second, it is time for learning. Bringing new knowledge to your staff will enrich and bring employees closer together.

Knowe can help with this step! Through your Advisors network, you can find capable leadership to share knowledge that can optimize the employee experience.

From these initial stages, you will likely notice a greater engagement among your teams.

This positive and valuable environment is ideal for identifying and selecting new leaders. Giving these opportunities to your internal audience is a way to strengthen the employee’s bonds with the institution and also help in their conversion into an advocate.

Good recruiting programs with company advocates

Human Resources may have an ideal opportunity to optimize recruitment programs with the company advocates.

Knowe, in partnership with the HR sector, assists in developing advocates, assuming the role of mentors, with a direct part in the process of selecting new talent.

Through the video conferences, the candidates will have direct contact with the philosophy of the organization, transmitted by someone 100% integrated with the local reality: a company advocate.

Contact Knowe, get to know our cases and invest in this partnership. The results will be more assertive hiring and a decrease in turnover.

We need to talk about business turnover

See how the high turnover of professionals can be detrimental, and how HR can use technology to change this scenario

 

The English term ‘turnover’ is used in the corporative world to indicate the staff loss of professionals in a company.

New talent arrives but soon informs Human Resources that they are leaving the organization because they received a new proposal.

This is a case to illustrate that, with turnover, there is no retention of professionals within the company.

Why is turnover harmful to business?

Staff turnover is harmful for several reasons.

First, there are financial motivations.

The high turnover of professionals has effects on labor legislation. You pay the employee the labor benefits but he has not performed their duties for a long time.

This issue focuses on productivity: a sector suffers the consequences of not finding (or retaining) the ideal professional for the position. Deliveries of this sector are compromised.

Is turnover an internal or external problem?

There is a common consensus that turnover can be the result of a heated market, with many job opportunities and high demand by professionals.

It may be, but it is not just that.

 

High turnover may reflect on dissatisfaction with the company itself.

Some internal factor may be causing lack of motivation of new talent.

It can even be a signal that the employer branding is not performing well.

In other words, it is essential to establish an internal analysis to see if the picture can be improved to reduce these instances.

Decrease Turnover with Knowe

With the mentoring system of Knowe platform, it is possible to target turnover levels.

Startup technology uses learning to decrease turnover, and this can also effectively apply to employee recruiting.

 

In a partnership between the HR department and Knowe, it is possible to establish contacts with future candidates in a targeted and unique way. The organizational culture is widespread and highlighted in this process.

The new talent will receive, from an advocate of the company, all the information about the philosophy, mission, and style of expectations for this professional.

It’s a smart way to provide more assertive hiring that fills the needs of the company and the employer.

As a result, satisfaction increases and turnover decreases.

 

*

Check out these Knowe cases and contact our team today!

 

We need to talk about business turnover

See how the high turnover of professionals can be detrimental, and how HR can use technology to change this scenario

 

The English term ‘turnover’ is used in the corporative world to indicate the staff loss of professionals in a company.

New talent arrives but soon informs Human Resources that they are leaving the organization because they received a new proposal.

This is a case to illustrate that, with turnover, there is no retention of professionals within the company.

Why is turnover harmful to business?

Staff turnover is harmful for several reasons.

First, there are financial motivations.

The high turnover of professionals has effects on labor legislation. You pay the employee the labor benefits but he has not performed their duties for a long time.

This issue focuses on productivity: a sector suffers the consequences of not finding (or retaining) the ideal professional for the position. Deliveries of this sector are compromised.

Is turnover an internal or external problem?

There is a common consensus that turnover can be the result of a heated market, with many job opportunities and high demand by professionals.

It may be, but it is not just that.

 

High turnover may reflect on dissatisfaction with the company itself.

Some internal factor may be causing lack of motivation of new talent.

It can even be a signal that the employer branding is not performing well.

In other words, it is essential to establish an internal analysis to see if the picture can be improved to reduce these instances.

Decrease Turnover with Knowe

With the mentoring system of Knowe platform, it is possible to target turnover levels.

Startup technology uses learning to decrease turnover, and this can also effectively apply to employee recruiting.

 

In a partnership between the HR department and Knowe, it is possible to establish contacts with future candidates in a targeted and unique way. The organizational culture is widespread and highlighted in this process.

The new talent will receive, from an advocate of the company, all the information about the philosophy, mission, and style of expectations for this professional.

It’s a smart way to provide more assertive hiring that fills the needs of the company and the employer.

As a result, satisfaction increases and turnover decreases.

 

*

Check out these Knowe cases and contact our team today!

 

High turnover is expensive for companies. Learn how to decrease it

Read on about the disadvantages that “in and out” can provide to businesses 

 

We’ve discussed turnover and the adverse effects on everyday business.

Now let’s talk about the costs of high turnover in the company.

It’s a myth that having a company in constant movement of human resources means an effervescence of talents continually renewing the functional body.

The constant entry and exit of employees impact both finances and productivity. Some numbers show how high turnover in the company is expensive.

How much does the “in and out” of employees cost?

You may not realize it, but Human Resources knows all too well about the costs of such movement.

Contractual terminations, labor rights, and other obligations all have their cost when a professional leaves the company.

But it doesn’t stop there.

An international study conducted by the Society for Human Resource Management verifies that employers need to invest between six and nine months of salary of a departing employee to find and train a replacement.

The study attests that if an employee has a salary of $ 5,000 – the whole process of replacement can cost between $ 30,000 and $ 45,000!

And how is all this value built?

Sectors that lose with high turnover

The exit of employees impacts Human Resources in several sectors, so the consequences of the reaction can turn into damage.

Julia Kantor posts on her blog in Huffington Post journal and discusses the adverse of high turnover.

One consequence is that high turnover in the company can lead to low engagement of the other workers of the sector.

Due to the interruption of processes and goals in progress, managers may have difficulties conducting activities with other employees.

Also interfering with productivity, company projects, and finances are the conversations and buzzings that emerge in the corridors.

There is a gradual loss in the team morale. Gossip and speculation rises – which does not lead to the good conduct of business.

Costs with hiring

There’s the recruitment process, search programs, and talent screening, and endless interviews.

After this, the integration and training begin.

During this process, productivity starts to slow down. After all, the new member can’t “get in on the act.”

Long, intense, and fundamental, often these steps are in vain.

If done in a disorderly way, without a focus, this can result in high turnover with the early departure of the employee.

It is necessary to adjust this search to avoid turnover and think about the valuation of employer branding.

Use Knowe in the recruitment process

Knowe offers corporate solutions that solidify and optimize the process of hiring and retaining new talent.

Through the mentoring system of the platform, it is possible to replace interviews that often do not achieve the desired result.

Knowe is a startup that enables the identification of brand advocates within the company, that are ideal for the transmission of corporate values.

Thus, hiring becomes a process of learning and improvement of the new talent.

In addition to using its network of collaborators, Knowe also allows the targeting of one of its Advisors, who can transmit knowledge and improve the selection of the future employee.

 

*

To avoid the cost of turnover, see these Knowe solutions.

 

High turnover is expensive for companies. Learn how to decrease it

Read on about the disadvantages that “in and out” can provide to businesses 

 

We’ve discussed turnover and the adverse effects on everyday business.

Now let’s talk about the costs of high turnover in the company.

It’s a myth that having a company in constant movement of human resources means an effervescence of talents continually renewing the functional body.

The constant entry and exit of employees impact both finances and productivity. Some numbers show how high turnover in the company is expensive.

How much does the “in and out” of employees cost?

You may not realize it, but Human Resources knows all too well about the costs of such movement.

Contractual terminations, labor rights, and other obligations all have their cost when a professional leaves the company.

But it doesn’t stop there.

An international study conducted by the Society for Human Resource Management verifies that employers need to invest between six and nine months of salary of a departing employee to find and train a replacement.

The study attests that if an employee has a salary of $ 5,000 – the whole process of replacement can cost between $ 30,000 and $ 45,000!

And how is all this value built?

Sectors that lose with high turnover

The exit of employees impacts Human Resources in several sectors, so the consequences of the reaction can turn into damage.

Julia Kantor posts on her blog in Huffington Post journal and discusses the adverse of high turnover.

One consequence is that high turnover in the company can lead to low engagement of the other workers of the sector.

Due to the interruption of processes and goals in progress, managers may have difficulties conducting activities with other employees.

Also interfering with productivity, company projects, and finances are the conversations and buzzings that emerge in the corridors.

There is a gradual loss in the team morale. Gossip and speculation rises – which does not lead to the good conduct of business.

Costs with hiring

There’s the recruitment process, search programs, and talent screening, and endless interviews.

After this, the integration and training begin.

During this process, productivity starts to slow down. After all, the new member can’t “get in on the act.”

Long, intense, and fundamental, often these steps are in vain.

If done in a disorderly way, without a focus, this can result in high turnover with the early departure of the employee.

It is necessary to adjust this search to avoid turnover and think about the valuation of employer branding.

Use Knowe in the recruitment process

Knowe offers corporate solutions that solidify and optimize the process of hiring and retaining new talent.

Through the mentoring system of the platform, it is possible to replace interviews that often do not achieve the desired result.

Knowe is a startup that enables the identification of brand advocates within the company, that are ideal for the transmission of corporate values.

Thus, hiring becomes a process of learning and improvement of the new talent.

In addition to using its network of collaborators, Knowe also allows the targeting of one of its Advisors, who can transmit knowledge and improve the selection of the future employee.

 

*

To avoid the cost of turnover, see these Knowe solutions.

 

This article of the Knowes Blog teaches you how to select and maintain talent for your company

A tool to select and maintain talent in the company

 

The advancement of innovation has increased job opportunities, but there are still challenges in choosing and retaining candidates

The new economy is boiling. Startups are announcing, and brand new companies are emerging while traditional ones are making radical innovations to its structure.

This expansion scenario establishes a need for technical job opportunities that are often not available in the market.

It is up to the Human Resources (HR) to find and select these talents.

 

Problems in recruiting candidates

The job opportunities exist, and companies need the professionals and to be able to utilize the job market effectively.

It’s an equation that seems to be easily solved, isn’t it?

Not really. HR departments have increasingly faced and reported obstacles in selecting the right candidates.

Research from 2014 by Fundação Getúlio Vargas (FGV), reveals four “megatrends” that impact companies when hiring and retaining talent:

  • The difficulty of finding qualified professionals;
  • New career expectations;
  • Technological advancements;
  • Demographic changes (e.g., an increase in the number of women and coexistence between different generations);

 

Candidates who do not know company values

In addition to the problems above, there is also a critical and frequent question: selected professionals who, during and after hiring, are entirely unaware of the company’s values.

Increasingly, recruiters and HR specialists stipulate, at the time of seeking a job, that stakeholders know these details.

What is the company philosophy? Your mission? Your values? What does this company bring in its DNA in corporate terms?

It is not always as simple as a visit to the official website to obtain this information satisfactorily– it is necessary to do an immersion in the subject.

 

Knowe as a powerful recruiting tool

Are the issues listed in this article part of the routine of your company’s HR department?

Maybe it’s time to invest in innovation and deploy the Knowe platform as a tool that can streamline and make the recruiting process efficient.

Through the selection of qualified mentors and video conferences, Knowe provides a very intensive interaction between candidates and companies.

Placing a representative of your corporation in the role of a mentor, our startup presents an opportunity to enrich the level of candidates who seek your company.

Knowe’s video conferences bring stakeholders closer to the company’s philosophy. This can facilitate both the selection process and the retention of this professional in the future.

Like the idea? Talk to our team today and see Knowe’s success stories.

 

This article of the Knowes Blog teaches you how to select and maintain talent for your company

A tool to select and maintain talent in the company

 

The advancement of innovation has increased job opportunities, but there are still challenges in choosing and retaining candidates

The new economy is boiling. Startups are announcing, and brand new companies are emerging while traditional ones are making radical innovations to its structure.

This expansion scenario establishes a need for technical job opportunities that are often not available in the market.

It is up to the Human Resources (HR) to find and select these talents.

 

Problems in recruiting candidates

The job opportunities exist, and companies need the professionals and to be able to utilize the job market effectively.

It’s an equation that seems to be easily solved, isn’t it?

Not really. HR departments have increasingly faced and reported obstacles in selecting the right candidates.

Research from 2014 by Fundação Getúlio Vargas (FGV), reveals four “megatrends” that impact companies when hiring and retaining talent:

  • The difficulty of finding qualified professionals;
  • New career expectations;
  • Technological advancements;
  • Demographic changes (e.g., an increase in the number of women and coexistence between different generations);

 

Candidates who do not know company values

In addition to the problems above, there is also a critical and frequent question: selected professionals who, during and after hiring, are entirely unaware of the company’s values.

Increasingly, recruiters and HR specialists stipulate, at the time of seeking a job, that stakeholders know these details.

What is the company philosophy? Your mission? Your values? What does this company bring in its DNA in corporate terms?

It is not always as simple as a visit to the official website to obtain this information satisfactorily– it is necessary to do an immersion in the subject.

 

Knowe as a powerful recruiting tool

Are the issues listed in this article part of the routine of your company’s HR department?

Maybe it’s time to invest in innovation and deploy the Knowe platform as a tool that can streamline and make the recruiting process efficient.

Through the selection of qualified mentors and video conferences, Knowe provides a very intensive interaction between candidates and companies.

Placing a representative of your corporation in the role of a mentor, our startup presents an opportunity to enrich the level of candidates who seek your company.

Knowe’s video conferences bring stakeholders closer to the company’s philosophy. This can facilitate both the selection process and the retention of this professional in the future.

Like the idea? Talk to our team today and see Knowe’s success stories.