The first 100 days of an employee in a new company can be crucial in determining their success and long-term satisfaction in their job. This is why it is important for employers to pay attention to each detail of this phase and employer branding during this period. Good employer branding is not only a marketing technique that can be used to attract talent but it’s also essential for the retention of employees.

During the first 100 days, new employees are shaping their opinions on their new workplace and decide whether they made the right decision in accepting the job offer. They are also getting a sense of the company culture, the expectations for their role, and the level of support they will receive from their colleagues and supervisors. A positive experience during this time can set the stage for a long and productive tenure, while a negative experience can lead to disengagement, turnover, and damage to the company’s reputation.

Therefore, we have listed some important points we observe each time we are having an aftercare session with our candidates placed in a new company.

Here are the 6 important points to succeed in these challenging 100 first days: 

Clear Communication

A strong employer brand communicates the company’s values, mission, and expectations clearly and consistently. This helps new employees understand their role within the company and how they can contribute to its success.

The Welcome day

Make sure everyone is here to welcome your newbies! The Manager should present the new joiner to the teams and departments. Try to make it informal for the shy ones and organize a breakfast or lunch to immediately make the new joiner feel like part of the company. Plus, do not underestimate the power of branded goodies, it always makes people smile and happy to receive material when coming to their new company.

Onboarding support

A company with a strong employer brand will have a structured onboarding process that provides new employees with the training, the main targets of the company, the resources, and the support they need to succeed in their role. This can include mentorship programs, training sessions, and regular check-ins with supervisors. This is not a step to be done in just one day. You must make sure that the onboarding process is a journey created for at least the first 100 days of the company, to avoid making the new joiner feel abandoned.

Culture fit

Employer branding can attract candidates who are a good fit for the company culture, which can lead to a more positive experience for both the new employee and their colleagues. Try to really convert your nice values into concrete actions with your newbies. For example, if “Well-being” is one of your values: try to add yoga classes during your lunch breaks for example. If it’s “Sustainability” for example, make sure your new joiners also participate in each action you put in place to stop waste, save energy… When new employees feel that they belong and share the company’s values, they are more likely to be engaged and productive.

Career development

Even if a new joiner is not going to be immediately promoted, make sure to provide clear opportunities for career development and growth inside the company. This can include additional trainings, coaching, and opportunities each time there is a new one inside the company. Do not communicate that just once but put in place a communication strategy in order to come back often with this information to your employees, even after the 100 crucial days.  Internal mobility is a strong technique that makes your talents stay.

Rewards & feedback

Each one-to-one meeting or team meeting is also a good opportunity to congratulate your employees, especially the new joiners. Never forget to communicate with 100% transparency and respect and the positive aspects should never be forgotten in a meeting. Show your new employees that they are valued and appreciated. Concerning feedback, you must help your employees understand if they are on the right track to reach their goals. We suggest planning an informal feedback meeting after the first day, week, month, semester, and whole year… Of course, be flexible and spontaneous with your employee by sharing feedback anytime you feel it is necessary outside meeting sessions.

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In conclusion, the first 100 days of a new employee in a company are critical for their long-term success and satisfaction in their role. Employers can use their employer branding to create a positive experience for new employees during this period, which can lead to higher engagement, productivity, and retention. They must be coherent and make sure the processes inside the company reflect their external employer branding communications to be credible. 

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Floriana Nikqi
Senior Recruiter Marketing & Communication and Head of Marketing at STARK

 

When a company is looking to hire new employees, they need to know how to convince candidates to join them. To do this, they must be able to provide unique benefits and compelling reasons to win them over.

• First of all, a company should offer competitive salaries and benefits. These are a way to convince employees to join the company. Employees need to know that their hard work is rewarded and how well they will be treated. If the company offers competitive salaries and benefits, it can help in not only attracting good employees, but also in keeping them.
• Secondly, a company should offer a great work culture. Employees want to work in a healthy, fun environment where they can feel comfortable, motivated, and listened to and where they are given flexibility.
• Thirdly, a company should provide opportunities for growth and development. Employees want to know that they are headed somewhere and that there are possibilities to evolve. A company that offers learning and training opportunities can encourage employees to join them.

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To sum up, a company could convince an employee to join them by offering competitive salaries and benefits, a great work culture and opportunities for growth and development. These benefits could convince future employees to work for a particular company and feel comfortable there.

We are in a candidate-driven employment market. Candidates often have the choice between several offers. In order to decide between them, several criteria are taken into account.

Here are 10 points that will differentiate one company from another in a candidate’s eyes.

1. Location: The location of the company is an important factor for candidates. A company located close to their homes might be more interesting than those located at greater distances.
2. Salary: Salaries offered by companies tend to vary. Candidates are often looking for higher salaries and opportunities for salary growth.
3. Company culture: This directly influences an employee’s well-being and productivity. Companies that foster a positive work environment are more attractive to candidates.
4. Career opportunities: Candidates are looking for promotion and professional growth opportunities. Companies that offer such opportunities are more likely to attract candidates’ attention.
5. Benefits: Companies that offer benefits such as paid time off, bonuses and tax refunds are more likely to attract candidates.
6. Employee Flexibility: Companies offering flexibility to their employees (in terms of homeworking, time off, scheduling, package optimization,…), are more likely to have new candidates joining them.
7. Technology: Candidates might appreciate companies that are investing in information and communication technologies.
8. Work environment: Companies that provide a work environment that supports innovation and collaboration are more likely to attract candidates.
9. Work-life balance: Promoting a good work-life balance is often highly appreciated by candidates.
10. Training and Development: Companies that provide training and development opportunities tend to attract more candidates.

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To sum up, companies can be differentiated by the benefits and working conditions they can offer to candidates. If you make an offer to a candidate, keep these criteria in mind when making a proposal

When a candidate is applying for a job position, it is important to prepare the interview beforehand. A good interview is not only about the employer getting to know you and your competencies, but also about you asking relevant questions to your potential employer, as they can speak volumes about your abilities and interest in the position and the company.

To help you better prepare for your interview, here are some types of questions you could ask your potential employer:

1. Questions about the position: It is important to understand the position you are applying for. Ask questions about the responsibilities and duties associated with the position. You can also ask for concrete examples of what the employer expects from you and how you will be evaluated.
2. Questions about the company culture: The values and culture of a company can have a significant impact on your work and on how you interact with others. Ask your employer how team members work together and how they help each other achieve their goals.
3. Questions about professional development: You should also make sure that your potential employer offers training and professional development opportunities. Ask about available training programs and opportunities for development within the company.
4. Questions about teamwork: Teamwork is essential in almost every position. Ask your employer how team projects and tasks are managed and how you might participate in these initiatives.
5. All companies and managers face different challenges. Ask the manager what challenges he or she and the company are currently facing and how they are dealing with them.
6. Questions about what they like about the company: Since the interviewer works there, he or she will be able to tell you what the company’s advantages are. Ask what they like about the company and why you should join them.
7. Next step questions: Show your motivation again when the interview is over. At the end of the interview, thank them for their time and ask what the next steps will be and when they will be able to come back to you with feedback.

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It is important to take the time to prepare for your interview and to ask relevant and targeted questions to ensure that you find the best position. By asking these types of questions to your potential employer, you will have a better idea of what your job will be like and how you can contribute to the growth of the company.

Here are 18 useful tips and tricks to help you:

Before the interview

1. Do some research about the company : What is their core business? How many people are working there? Who are their customers? – You can do that by checking their LinkedIn page, their company website, the news,…
2. Review the job description to understand their research – Identify the tasks and requirements that match with your qualifications
3. Prepare some questions to ask at the end of the interview (between 5 and 10 questions) – This shows your interest in the company and the job position
4. Dress appropriately
5. Make sure to arrive ahead of time ( +/- 10 min before the interview) – If it is online, check your internet connection and your access to the meeting beforehand
6. Turn off your phone to avoid being disturbed
7. Prepare items that you will carry with you such as a notepad, pen, etc.
8. Print a few copies of your resume to carry with you to the interview

During the interview 

1. Remember that you are the interviewee – Listen carefully and answer the questions the best you can (avoid rebounding on every question with a new question)
2. It is important to motivate your answers to the interviewer’s questions – Abstain from answering with a simple “yes” or “no”
3. But don’t get lost in your answers either – Try to remain clear by going to the point and making some links with your previous experiences
4. Always be very professional with appropriate language and body language
5. Avoid mentioning your salary expectations (except if they ask for it)
6. When the interviewer laughs, it is usually a good sign, so show your interpersonal skills as well
7. Do not underestimate yourself – You got it!
8. Once the interviewer is done questioning you, it is your chance to ask the questions you have prepared – We will write a second article on the type of questions to ask

After the interview

1. Thank them for their time and don’t hesitate to ask what the next steps will be
2. Think about sending them a short email to confirm your motivation and interest for the job position

During a first interview, one of the most important things is their first impression, as you will not have a second chance to make a good one! Therefore, it is important to be well prepared for this interview, not only out of respect for the recruiters and the company you are applying to, but also to give yourself the best chances of getting to the next steps.

That is why, at Stark Recruitment, we will always make sure that you are all set by sending a useful preparation email and by calling you to help you succeed this interview.

Before diving into it, let’s have a quick recap of the historical context behind this:

1. The First Industrial Revolution = As we all know, beginning in the mid-18th century in Britain, the first IR enabled mass production for the first-time using water and steam power instead of purely human and animal power. Finished products were made with machines rather than laboriously by hand.
2. The Second Industrial Revolution = A century later, the Second IR introduced assembly lines and the use of oil, gas and electrical power. These new sources of energy, along with more advanced communications by telephone and telegraph, allowed for mass production and some degree of automation of manufacturing processes.
3. The Third Industrial Revolution = It began in the mid-20th century and was quite revolutionary: it added computers, advanced telecommunications and data analysis to manufacturing processes. The digitalization of factories began with the integration of programmable logic controllers (PLCs) into machines to automate certain processes and to collect and share data. 
4. The Fourth industrial revolution = At present, we are in the 4th IR, also known as Industry 4.0. Characterized by increasing automation and the use of smart machines and factories, informed data is helping to produce goods more efficiently and productively throughout the value chain. To sum up, Industry 4.0 “converges previously separate physical and digital systems in industrial manufacturing” (PTC, 2020).

Flexibility is improved, so that manufacturers can more effectively meet customer needs using mass customization, ultimately seeking to achieve efficiency with, in many cases, the Lot size of one model (producing a single item per order). By collecting more data at the factory level and combining it with other operational data in the company, a smart factory can provide information transparency and make better decisions (IBM, 2022).

Industry 4.0 is revolutionizing the way companies make, improve and distribute their products. Manufacturers are integrating new technologies, including the Internet of Things (IoT), cloud computing and analytics, automation and robotics, as well as AI and machine learning into their production facilities and throughout their operations.

With an Industry 4.0 model, you can empower your business as it offers crucial insights into all parts of an organization’s operation (PTC,2020). Here are some examples of advancements:

• Augmented reality (AR) : makes it possible for employees to improve their knowledge while becoming more skilled, more quickly AR also reduces the margin for human error as a result of machines consistently performing at a higher standard (PTC,2020).
• Intelligent Asset Optimization: this ensures machines are more productive through enhanced asset monitoring. For example, machine maintenance can be planned in a more productive way thanks to a combination of real-time data and algorithms (PTC,2020).
• Reduced Operational Costs : real-time visibility on the full production process can allows to cut manufacturing overheads ; material costs can be diminished with the help of real-time asset-monitoring, predictive analytics and so on.
• Scalable Production Management : IIoT, AR and analytics make it possible for companies to introduce products to the market quickly while scaling production up or down harmlessly.

Keep in mind that Industry 4.0 is constantly evolving and there is still massive unrevealed potential. As you can see, this revolution like all previous industrial revolutions before is deeply transforming manufacturing as we know it. If you take the steps to get your company towards more digitization, you’ll see that you’ll end up at the front of this transformation, leading the market.

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Bibliography

• IBM. (2022). Qu’est-ce que l’industrie 4.0? . IBM. https://www.ibm.com/cloud/blog/industry-4-0-with-openshift-and-the-ibm-cloud-pak-solutions-part-i
• PTC. (2020). What is Industry 4.0? A Guide to the Fourth Industrial Revolution . PTC https://www.ibm.com/fr-fr/topics/industry-4-0

As an entrepreneur, you quickly realize that the little things you do on a day-to-day basis can take a lot of your time. So, how do large and medium-sized companies manage to keep this from being a huge opportunity cost?

The answer is mostly thanks to workflow automation platforms, and the platform I would like to present today is ServiceNow.

Thanks to one of our partners being a ServiceNow implementation provider, we were able to discuss the advantages of the platform and analyze how it could be useful. Here is what we found out:

The main goal of the platform is to save time, improve productivity, and give employees a better user experience while accelerating decision-making. While ServiceNow is mainly known for its ticketing service, it can also be used in 5 different areas :

• IT
• Security
• HR services
• Customer service
• Business applications

The idea is to automate as many tasks as possible, so that the people who are entitled and concerned only need enter their data while the platform does the rest of the work (definitely a shortcut but you got the idea).

Email communications and follow-up on spreadsheets can be replaced by structured service request forms, giving full transparency to the requestor on the request fulfillment process. It is also possible to customize business applications in a very intuitive way thanks to their Drag and Drop approach.

Concerning security threats, risks being well prioritized on the platform, the platform reduces the time taken to search for threats to less than 20 seconds.

All this allows everyone to focus on the essentials. 

Who is currently using this platform ? To name a few, here are some well-known names from the business world: Airbus, Carrefour, Coca-Cola, DXC Technology, Deloitte, Engie, Henkel, Orange, Siemens, Telenet, Thales, …

 Why should you work with ServiceNow technologies? 

• The platform is increasingly being used by businesses to optimise their unique demands. Therefore, experts who can handle all of ServiceNow’s duties with ease will also be in high demand.
• Specializing in ServiceNow means specializing in a niche technology based on popular technologies, in other terms becoming a reference in an in-demand technology with which there are fewer skilled people while keeping your hands on the popular technologies.
• ServiceNow is a billion-dollar company listed on the US stock exchange and with revenue growth of more than 30% per year over the last 5 years. Due to the platform’s rapid growth and high adoption rate, the following years will be full of innovation and competition. This ensures a stable and secure future with lots of new opportunities.

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Want to become a ServiceNow Developer or ServiceNow Consultant? Let’s discuss it together!

Let’s imagine the following scenario: You’re looking for a new professional challenge and decide to apply for a job at another company. Good news, you got the job ! You decide give your resignation to your current employer, who, against all odds, decides to make you a counter-offer in the hope to keep you in the company. Let’s have a look at the reasons why you shouldn’t accept it.

Indeed, receiving a counter-offer can be perceived as a recognition of your professional skills and a signal that your employer wants to keep you on his/her team at all costs. However, let’s take a step back from the situation and analyse your employer’s potential motivations behind this counter-offer:

• Your employer lacks the time to train a new employee
• Your replacement could be costly
• Your employer only wants to keep you in the company until they find a replacement for you to train. Once this newcomer is trained, you will probably get fired.
• He/she cannot find short-term solutions to take over your various ongoing tasks and projects
• …

So, what should you do? Stay or leave?

Before making a decision, here is our advice to you:

• As you were about to leave for another opportunity, your loyalty will constantly be questioned. Your employer will wonder if they can really trust you and if there is a risk that you will continue to apply elsewhere.
• Your relationship with your colleagues and their trust might be impacted
• Ask yourself why your employer is offering you all of these advantages now? Why didn’t he/she do it sooner?
• The reasons (other than financial) for which you wanted to leave initially will remain present
• The offer proposed by the other company might not be presented again. The next opportunity is often less interesting than the first one.

Nowadays, counter-offers are a common phenomenon, and even if few statistics can be found on the subject, there is an overall trend of people accepting a counter-offer and still ending up leaving their employer within 18 months, some as early as within 6 months.

If this opportunity presents itself to you, it is important that you take a step back and think about the content of this counter-offer and your reasons for leaving. Moreover, take the timing into account: would your employer have offered you all these new benefits if you had not received a job offer elsewhere?

Change is often a way to improve your professional career and a great opportunity doesn’t always come around twice.