CFW Careers Is A True Talent Partner

Employer brand, a key (and often, overlooked) issue in today's corporate hiring landscape, it is an organization’s reputation as an employer and its value proposition to employees (rather than to customers). The term covers everything from how you attract and retain talent, to how you consistently communicate company culture and values throughout the organization. We offer consulting around employer brand and it's role in talent attraction, acquisition, and development.

 

Attract.


Identify, develop, and amplify your employer brand so that the "right" talent finds you.
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Hire.


Streamline your hiring efforts. Make it easy for you and your candidates to navigate the process.
 

Retain.


Promote employee growth and satisfaction. Keep your team engaged with your brand.

 

Attracting Talent

Attracting top talent has become an art over the past decade. Companies like Google and Facebook have developed rich employer brands, with universally identifiable work-life reputations. Their company names are now synonymous with their unusual perks—onsite massage! Farm-to-table cuisine! State-of-the-art gyms! However, Employer Brand extends beyond extravagant corporate perks. No matter the size or budget of the organization, we help clients assess the current company culture, realize their desired company culture, and ultimately, make sure that culture is communicated effectively and through the right channels.


How We Do It

1. Assess and Define

Have a strong company culture but it’s not well marketed? Or are you lacking a clear company culture and want to further define who you are as an employer? We can help with both.

2. IMPLEMENT

We identify key selling points and work with your internal marketing team to convey those selling points across platforms and in your organic marketing materials that are most likely to attract talent.

3. MEASURE

We conduct pre- and post-audits to determine growth and change in -perception of company culture among the team.

 
 

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Hiring Talent

The hiring process is the bridge between attracting the right candidates and ultimately, bringing them into your organization. It's also a critical step in generating positive word of mouth about your company. Candidates are typically interviewing at several companies, weighing each opportunity to determine which is the best one for them. We can help make your interview process run more smoothly both by providing recruiting services and by developing an interview process that results in more offer acceptances and an overall positive employer reputation.

How We Do It

1. Recruit

We help network your positions, identify top notch candidates, and screen them through multiple rounds of interviews before we even put them in front of you, ensuring that you are only spending your valuable time meeting with the select few.

2. Interview

We are expert in the interview process, and we know what makes it both efficient and effective. We can help you ensure candidates leave feeling like their time was respected and well-spent, regardless of whether or not they get the job.

3. Benchmark

We host small group sessions and roundtables throughout the year where managers (at any level) can benchmark with one another on topics ranging from hiring practices, to managing difficult or challenging employees, to managing up.

 
 

Retaining Talent

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Retaining talent includes everything from the moment of hire to years into an employee’s tenure. How you retain your talent informs how you’re attracting new talent, so this becomes key in your long-term employer brand strategy. We help clients develop comprehensive, turn-key onboarding programs, company culture strategies, and employee retention strategy, all designed to minimize the high cost of employee turnover.

How We Do It

1. Assess

Our process begins with a thorough audit of your current onboarding practices. We identify key elements of your current process and opportunities for improvement.

2. Implement

We develop an easy-to-implement and maintain, company specific program. We work together with both the manager and new hires to ensure adoption and a successful outcome.

3. Measure

We conduct pre- and post-audits to determine growth and change in -perception of company culture among the team.

 
 
I couldn’t have been more pleased with the CFW Careers Onboarding Program, an effort that has and will continue to bring a huge return on investment for Critical Mention. More than just process, the CFW team took the time to learn our company culture and values and worked them into a solid turnkey onboarding program that really improved our bringing new sales reps on board.
— Steve Shannon, VP of Sales, Critical Mention