Connect employees to company branding

Connecting employees to the company vision and branding

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Does your company have or striving to create a strong branding strategy? Have you got a clear company vision you follow? This needs to be saturated across all aspects of your company, including your employees. The employees of a company are generally the first point of contact between business and consumers. Brand ambassadors. They are the ones that demonstrate the true definition of what the company stands for. If they are not aligned with the company branding, they are damaging to your marketing strategy. Follow these tips to get your employees connect to your brand, therefore strengthening your strategy.


Tips for connecting employees to company branding:


  1. People Marketing

When studying services marketing, a major aspect was the 7P’s. These are factors that a business needs to consider, making up a marketing strategy. Product, price, place, promotion, process, physical evidence and people. Research shows that in most services, front-line employees drive success. That is why “people” is a vital factor. Creating a happy and healthy work environment is the first step to this. But where does branding come into this? While having high employee satisfaction is vital, this can further lead to success by creating strong brand ambassadors. Employees that demonstrate attitudes and behaviours that reflect what your business stands for. There are a number of ways this can be achieved but it is all dependant on your business and what you are communicating. Start your employees off on the right foot by integrating branding and communicating the company vision from day one.


  1. Engagement

Leading on from this, submerse your employees in the culture of your workplace. Whether you are looking for corporate professionalism or new-age thinking. Make it clear what you want you want your brand to represent and engage your employee accordingly. There are many arguments around finding employees that are a cultural fit for the office versus more diversity in personalities and behaviours. But whichever option suits your company and direction, integrating and engaging employees with all aspects of branding is recommended. Communicating visions, sharing stories on how the company started, small touches such as logo on their email footer. Show interest in employees and how they help the business. Show employees how they can grow at the business.


  1. Demonstration

This one is simple. Demonstrate the branding across all employee touchpoints. From day one make it clear what your brand involves (try digital onboarding to maximise this). After that continue to demonstrate this through management teams and communication. Showing your employees what the brand means is the first step of a people marketing campaign.


Integrate branding and what your company stands for into your onboarding process.

corporate social responsibility banner

CSR: going paperless

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Corporate social responsibility (CSR) is a widely argued aspect in the business landscape. Socially responsible and sustainable businesses are making waves in the modern world, often becoming the industry leaders. When companies have big budgets, becoming socially responsible is often just a small dint in their spending. For small to medium businesses, it can be tricky to help change the world when you don’t always have the money to splurge. Answer: go paperless.

Going Paperless – hows and whys for a new CSR initiative:

While your business may not have the money to host million dollar charity gala’s, start small by making the conscious effort to save the environment in any way possible.


Sustainability is broken down into 3 pillars. Environmental, social and economic.  So it’s no secret that going paperless is good for the environment. But, it is also economically beneficial to your firm to operate digitally. It’s easy to see how reducing waste and increasing efficiency positively impacts your employees (social). Employees can easily access information from anywhere.

Going paperless also creates a positive image to consumers. With a rising trend of conscious consumers this small CSR initiative can result in increase revenue.


You can easily digitalise your work/office environment. So how can your office do it?

  • Calendars – there is ample amounts of applications and software available today. Checklists, calendars, planners etc. are readily available with amazing collaborative features. There’s something out there for every budget; free, subscription based or one-off payments.
  • Storage – its no secret that cloud based services can make your life easier. Once set-up, storage becomes easy to use and hard to lose.
  • Onboarding and contracts – Employee files can often be one of the biggest contributors to paper usage in an office. Firms fall trap to the notion that contracts, employee forms, policies etc. need to be manually signed and filed. This is false. Using a HR software to eliminate stacks of employee filing can make a massive difference. This helps the firm save paper while also saving themselves money and time.

The following images show the cost and savings of digitalising onboarding.

cost csr paperlesssavings csr going paperless


So what are you waiting for. While it may be hard to adapt change initially, going paperless will do wonders for your business. The set-up time varies depending on size of the business, current processes etc. but is definitely worth it long-term.

Sign up for a free 30-min consultation today to hear from our HR experts on how they can help your business go paperless. Digital employee onboarding will positively impact your business. Try a free demonstration today.

Improving employee satisfaction through these simple tips

Improving Employee Satisfaction

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Improving Employee Satisfaction


Positive contact between a business and consumers comes down to it’s employees. Most importantly, success in business comes from employee satisfaction. Firstly, improving employee experiences generates greater results. Read these tips on ways to enhance satisfaction.


Improving Employee Satisfaction Tips:

Boost Morale:

Research discovers that boosting morale around the workplace can improve results and employee performance. Therefore, investing money into employees is vital. This comes down to:

  • treating employees with respect
  • employee recognition
  • benefits and perks
  • outings and activities.

Four simple and cost effective methods. Integrate these into management and HR processes. As a result, morale becomes higher. In addition, boosting morale should focus on high performance and effort. Therefore, money is not wasted on employees that underperform.

Provide Proper Resources:

Creating a happy work environment goes further than boosting morale. Supply your employees with the proper resources and tools to do their job. As a result, this will increase employee satisfaction. For the changing digital business landscape, try the following things to enhance worker resources:

  • Fast internet
  • Digital software to enhance their tasks
  • Up to date computers and laptops
  • IT support.

Positive Management:

Be consistent across all levels of employment. Employee satisfaction within management is just as important. Include access to the previously mentioned. Therefore a domino effect will be generated. This will factor down to lower level employees. This will boost satisfaction across the entire company. There are mountains of articles and research out there on the benefits of reward and recognition. Find something that works for your company and industry. Get creative. Integrate a “people” campaign as part of your company strategy.

Day One Experience:

Communicating visions and attitudes of the company from day one generates a positive perception towards the company. As a result, employees start off on the right foot. Communicating before/during day one will lead to higher employee satisfaction. This is due to the employee feeling more welcome and understanding the culture and environment better. Here are some creative ways large and small companies are creating positive day one experiences:

  • Welcome party for new employees
  • Digital onboarding
  • Meet the CEO
  • Connecting on LinkedIn before starting
  • eLearning and video modules.


myjoboffer allows small to medium sized businesses to utilise digital onboarding. Start your employees off on the right foot with custom welcome messages and branding. Create a simple to use employee centre. Communicate with employees before day one. Integrate software to demonstrate good use of resources.

man frustrated with head on desk and help sticker on his forehead

Frustrated with manual onboarding?

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Frustrated with your manual onboarding processes?

Getting the employee onboarding process right can mean the difference between securing great talent or losing them to a competitor. In fact, coordinating all the people who play a vital role in new employee onboarding can be an administrative nightmare.

Is your HR and recruitment team spending all their time on administrative tasks?

Typing up manual employment offers, tracking candidates throughout the onboarding process and triggering other workflows often over shadow a great candidate experience.  Ensuring a new employee is setup for their first day doesn’t need to be a manual process. For example, with the right onboarding tool you can easily automate notifications to IT to setup a new employee’s systems or a reminder to a manager that a new employee is starting. A digital onboarding solution should provide the tools to automate all the manual processes including contract generation.

Is your new employee’s first day an onboarding cyclone ?

Nothing creates uncertainty more than disorganisation! If your hiring managers are rushing around preparing for an employees first day after they have already walked through the door you can guarantee your new employee will be a little concerned.  Worse still, if your hiring managers don’t even know the new employee is starting alarm bells really start to ring! Don’t let the finer details slip through the cracks.

Is your employee onboarding processes generic?

Failing to tailor the onboarding experience can be just as bad as having no onboarding process at all.  Of course, you should always included the things that are core to your onboarding program. However, ensure that your onboarding program is also tailored based on an employees location, their role or level in the organisation so new hires don’t feel like another number in a hiring production line?

Digital onboarding solutions are expensive and complicated to implement right?

Well actually, it doesn’t have to be.  myjoboffer can take your existing manual processes and quickly turn them into a digital masterpiece.  Meanwhile you can continue to build automation and enhancements along the way.  Going from zero to hero doesn’t need to happen overnight and we can support you build an amazing onboarding experience.

A digital onboarding solution that isn’t priced per offer gives you assurance that costs won’t increase the more you hire.  Finally, doing the math will quickly show that a digital onboarding solution easily pays for itself by removing the manual processes that don’t add value.

Find out how myjoboffer can solve your employee onboarding challenges.

EoFY reporting: tips for HR

EoFY reporting: top tips to reduce stress

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The end of financial year is almost upon us. For employees this often means that sweet extra deposit into their bank accounts. Behind the scenes this means extra reporting and stress. For a small to medium sized business there is often only a handful of people handling the EoFY reporting. HR can often take on a lot of extra stress during this time of year.

EoFY reporting: tips for HR

Reduce EoFY stress with these HR tips:

Understand your budget – First of all, know how much the HR department has to spend on recruiting, retaining and firing is important. How much has actually been spent? Therefore, this will create a better understanding at EoFY if you are putting enough money into the right things. Make note of budget discrepancies and use this next financial year.

Develop strengths and weaknesses – This will create an idea of what to continue and what to work on. Reporting is not just numbers. It does create more work – but most of all it demonstrates a deeper understanding of the numbers. This is a useful step in the process.

Start Early – As the year progresses, it is helpful to report and document things as you go. Document budgets, employee details etc. from the start. Therefore, at the end of the financial year everything can be generated and exported. This makes the process much easier and reporting is consequently more accurate. Avoid unhappy employees nagging you for payment details. It is also important to note this will be the last year of PAYG summaries. This means preparing your systems and staying in the loop for 2019 is vital.

Prepare – following up is harder than being prepared. Have TFN, employee details etc. set up from day one. Set this up with payroll and store this digitally. This will ensure when EoFY rolls around, everything you need is right there in the system.

Integrate a smooth HR system that generates reports for you. To do the previously mentioned – having an automated system is key to generating reports. API will assist in exporting reports between different systems easily. Going digital with your HR department will save hours and hours of time (and money). EoFY HR reporting

Does your system have API?

myjoboffer will set up API for your employee centre to easily export employee details for any HR and payroll software. Retrieve all employee details and export reports for payroll before the employee even begins.

man looking over edge of building

Onboarding checklist | Tip one

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You’ve just hired someone who you think can make a real difference to the team and the organisation – so don’t stay quiet about it. Announce it to the world (or at least the team) that someone is about to join you. Give the team some insight. Who the person is, what they’ll be doing, when they’re joining and how you can connect with them. Get your team to help create the new employee’s onboarding experience

Don’t leave it all to your new employee to build relationships at work – so you need to start with a little nudge.

Throw a morning tea or get everyone together for lunch. As a result, this helps break the ice and allows for your new hire and the team to share more about themselves.

onboarding checklist - shout it from the roof tops

Onboarding New Employees:

It’ssurprising the number of times new employees join a team with little or no fanfare. Hiring managers don’t spend their entire time onboarding new employees, and so often get caught up in the day to day and forget about the little things that make new employees feel welcome. Try some of these things and as a result, create a consistent, engaging and memorable welcome to the team and organisation

  • Automate processes and notifications to trigger reminders to hiring managers to make a call and introduce themselves before their new employee starts
  • Have checklists on everything that needs to be done to prepare for a new employee including technology setup, security clearances and initial meetings to set expectations
  • Frequently schedule corporate induction sessions to provide more information about the organisation, its customers, culture and goals and automate invitations to new employees who have recently joined.
  • Ensure that your new employee fully understands their training plan, who to go to for support and how they can access information around organisational processes and policies.


Getting onboarding right is so important to a new employee’s time to competency. Therefore, it’s important that they feel comfortable from the outset.

Here are FIVE things every new employee wants to know

Company Culture – values, attitudes and goals

What kind of culture does the organisation embrace? What is the vision and mission statement? Does your organisation value competitiveness and/or creativity? Is the organisation people-oriented or result-oriented?


People – Boss & Colleagues

A supportive network of colleagues and an understanding boss would be a welcomed environment.  Knowing who your manager is and who’ll be a part of your team. Who is their tenure with the organisation, their strengths and passions, as well as


Workload & Expectations

Does the organisation have a policy on flexible working arrangements to help employees achieve a work-life balance?  Are there flexible rostering options, flexible working locations and job-sharing opportunities available?


Progression vs Stability

Does the organisation encourage promotion from within? What is the frequency of promotions for employees in similar positions?  What is the attrition or turnover rate of your future department?  Or alternatively, is stability more important to you than prospects.  What matters most is that your employee can make an informed choice based on what the organisation has to offer.


Employee Benefits

What fringe benefits or perks does the organisation offer?  Do they offer salary sacrificing? Purchasing additional leave? Discounted shopping, child care benefits, transportation benefits, reward and recognition programs? Training programmes and retirement benefits to name just a few?


Furthermore, digital onboarding with does all this and more at the touch of a button. 

Apprentice chef learning

Before day one | Tip two

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Before day one processes are vital to create a smooth transition for new employees. One of the biggest mistakes we often see employers make is doing such a great job of engaging new employees throughout the hiring process, often driven by recruitment professionals, only to have all communication stop until their first day.

It is so important to stay in regular contact with your new employee before they join.

If you have any formalities (such as paperwork) you need to have them complete; have as much of it as possible completed before their first day…. so “day one” is about them and not completing mountains of paperwork.


before day one for new employees

Here are some things you can do to ensure regular contact with new employees before day one.


One: Include your new employee in company or team communication. Allow them to become familiar with what’s going in the workplace.


Two: Send them a quick email or text the day before. Let them know that you’re looking forward to seeing them tomorrow and confirm the logistics for arriving at work.


Three: Depending on the time of year they are starting, if you have planned any team events or outings invite them along!


Four: Do you have a strategy or team planning day coming up? What a great way to become familiar with the team and your goals.


Five:  If your organisation has access to online information, consider providing access before day one to cover some of the basics such as Workplace Health & Safety.


Six:  Social networking in the workplace helps new employees identify who’s who and what they do (no we didn’t say zoo!). If you don’t have digital social networking send your new employee so bio’s of your team.

day one statistics can create a personalised and customisable “before day one” message. Concise and cohesive communication with new employees. 

Globe of linked people

Meet the stakeholders | Tip three

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Some of the best onboarding experience we have seen have included when a manager sent a new employee the LinkedIn profiles of some of their new stakeholders and colleagues.


The new employee is able to understand a little more about what each person does or has done and in some cases, is able to build something in common with their stakeholder or colleague by knowing they studied at the same university or once worked for the same organisation (albeit at different times).


It is really important that you spend some time explaining the “informal network” – you know the one that’s not on the organisation chart. This includes the go-to people, the gatekeepers, the people who know what’s happening before it happens. And, don’t forget the supporters and potentially the rivals/adversaries who may need a little extra convincing to get something across the line.


It is all about setting up your new employee for success and ensuring they can navigate your organisation.

meet the stakeholders

Helping new employee establish networks, build connections and meet their stakeholders doesn’t have to involve a calendar full of meetings. These are just a few easy ways you can start things off.



  • Make sure your organisation chart is up to date and easily accessible. If you have a corporate directory make sure that role information is maintained. As well as maintiaing contact information and even alternate contact information. There is nothing worse than starting in a new organisation and knowing who you need to contact, but not knowing how to contact them or who to contact in their absence.


  • LinkedIn, Twitter, Yammer or any other networking tool is a great place for new employees to gain insight. Who subject matter experts are, who is quite vocal about different topics and who has a similar question. Introduce new employees to your organisations networking tools early on. It’s also a great idea to link new employees who start around the same time via workplace networking tools – especially if they are not located in the same office or work location.


  • Rather than setup lots of meetings with their stakeholders, invite the stakeholders along to a single meeting to collaborate together. This is even more beneficial when you have a number of new employees starting at the same time. It’s a great way to demonstrate team work and open communication.


  • New employees work with external stakeholders. Don’t forget opportunities to invite them along to industry networking events, or to join you out on the road. It’s always a good idea to join them for their first couple of external meetings. Remember to brief them on the types of external stakeholders they will be dealing with. Give insight into the current relationship and also the organisations policy on external meeting protocols.


small stones

The small stuff for new employees | Tip four

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All too often the small stuff gets forgotten. As a result, this can have a big impact on new employees.

new employees

Anyone who has ever started a new job can no doubt remember the nervous feeling of trying to find your feet in your new surroundings.  Knowing a bit about your new working environment can make all the difference. Some of the simplest information can mean the difference between feeling confident and in control or nervous and anxious on your first day.

Consider providing a “preparing for day one” kit for your new employees that includes:

  • Where to go on the first day, what time to arrive and who to ask for. Include a map to the office or a link to your location in Google map
  • Information on local coffee shops for a caffeine hit – first days can be tiring 
  • Local amenities including food outlets & banking facilities (ATMs)
  • Information on local gyms, parking and childcare facilities
  • Will lunch be catered on the first day?
  • Public transport options – particularly important if you aren’t centrally located
  • If your organisation has a number of locations include some office maps that show where all the main facilities are located and where each department is located. It’s also handy to know if vending machines are available and where they are located
  • Anything else specific to your organisation that you think might arm a new employee so they can be their very best on day one


This is also a really great time to start to introduce a new employee to a high-level plan for their first few weeks so they know what to expect.

Some of the simplest information can mean the difference between feeling confident and in control or nervous and anxious on your first day.

Orientate new employees with before day one. Create a welcome message. Communicate in one digital platform. As a result, employees are at ease.

Have some fun | Tip five

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Onboarding and training is serious stuff, but that doesn’t mean it can’t be fun! The first few weeks for a new employee shouldn’t be all about endless training sessions. Find the balance between learning the information necessary to start working and the information the employee will learn along the way and remember learning should be fun!  There are many ways to make the initial induction training interesting and engaging.

new employee fun

Here some top dos and don’ts to make new employee onboarding more fun:



  • Break up training topics so new employees have an opportunity to practice what you are teaching them. Include practical sessions like buddying to put the new knowledge to the test.


  • Draw on the strength of individual team members to support inducting your new employee. This is great for your existing employee’s development and allows them to share real experiences.


  • Vary the delivery method of training. A full day of eLearning is not everyone’s cup of tea! Likewise, full days in the classroom may have a new employee starting to doze off.


  • Remember games aren’t just for kids and can really help to tell a story or demonstrate a learning objective.




  • Leave your new employee on their own to complete a full catalogue of compliance training just because it’s the easy option.


  • Expect too much from them in their first few days. We’ve all heard of “hit the ground running” but its only reasonable to expect a learning curve.


  • Treat new employees like children. It’s reasonable to set expectations and this should be done in a respectful way.


  • Overload new employees! Some gaps in the day will allow new employees to reflect on learning outcomes and consolidate their knowledge. can help simplify new employee onboarding experience. So what are you waiting for? Schedule a demo today.