The Papirfly Blog

It’s easy to make a strategy look great on paper. But once you start to put it into practice, things can quickly go awry.

All too often, production teams can find themselves overextended - trying to do too much with too little support.

Lack of synergy is another common problem. On the one hand, you want your employer brand to have as strong a presence as possible across multiple channels (and for lots of people to have an input in the production process). It’s just that once you attempt all this, your central message becomes garbled - and no-one seems to be on the same page.

Nov 1, 2018 4:36:21 PM by Phil Owers |0 Comments Add Comment

Your all-new employer branding initiative has just gone live. So what happens next?

Read on for our essential tips on measuring early stage performance - and for ensuring that any campaign-related “teething troubles” are spotted and dealt with.

Sep 27, 2018 9:00:00 AM by Phil Owers |0 Comments Add Comment

Your organisation has posts to fill – and you have been charged with the task of raising interest and triggering a flurry of applications. So why are your efforts falling flat? Here’s a quick look at how basic marketing failures can very easily hinder the recruitment process and at what you can do to improve matters…

Sep 20, 2018 9:00:00 AM by Phil Owers |0 Comments Add Comment

If there’s a problem, you’ve got a much better chance of solving it if you can spot it early. This applies to all manner of workplace-related issues - and it’s especially true of employee onboarding.

Early employee feedback helps you on two fronts. For the individual employees concerned, it gives you a chance to identify and address any teething troubles they may be having - which could be anything from IT niggles, through to understanding what your company culture is all about.

Jul 5, 2018 10:04:00 AM by Phil Owers |0 Comments Add Comment

These are the people who give their best each day. They ‘get’ what your business is trying to achieve - and they’re committed to help you reach it. And chances are, these are the people who are with you for the long haul...

Jun 25, 2018 8:46:00 AM by Phil Owers |0 Comments Add Comment

“What can you contribute to our company?”. This question has been a mainstay of job interviews forever.

But just remember that you’re not the only one who has contribution-focused questions that need to be answered. From the other side of the desk, try these for size...

Jun 12, 2018 10:11:00 AM by Phil Owers |0 Comments Add Comment

A greater focus on staff development can result in a ‘win-win’ scenario for your organisation and for your people. From increased staff loyalty and engagement through to boosting your ability to bring on home-grown talent, opening up development opportunities can bring multiple benefits for everyone involved.

May 31, 2018 10:01:00 AM by Phil Owers |0 Comments Add Comment

Employees who are “coasting”, who aren’t being challenged - and who aren’t developing and progressing represent a significant retention risk. In fact, in one study, 70% of people who wanted to leave their organisation were ready to move on because of progression/development reasons.

May 21, 2018 8:38:00 AM by Phil Owers |0 Comments Add Comment

When they’re mulling over whether or not to stay with a particular company, the training and development opportunities on offer are a major consideration for employees. This is especially the case for Millenials - with one study showing that 87% of employees in this group regard development and growth as very important to their decisions to stay or go.

May 8, 2018 10:07:00 AM by Phil Owers |0 Comments Add Comment

Career progression is a top priority for your employees. That feeling of going nowhere, of being bored and unchallenged is one of the biggest triggers to quit an existing job (far above salary). And as Facebook found, the people who are with you for the long haul are very likely to feel they are picking up the skills and experiences they need to develop their careers.

Apr 24, 2018 8:51:00 AM by Phil Owers |0 Comments Add Comment

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