Employer Branding to Developers

1. Employer Branding
to Developers
Proposal

2. How do developers assess potential jobs
From https://sproutsocial.com/about/
D

3. Developers think employers should focus on during interviews
From https://sproutsocial.com/about/
D

4. Tips for attracting developer candidates

5. Tips for attracting developer candidates
#1: Define and promote a great EVP
Important factors:
● healthy work-life balance.
● sense of autonomy
● personal achievement
● recognition
#2: Differentiate your job ads
#3: Attend and organize tech events
#4: Rethink your career site
#5: Build relationships for successful
employee referral program

6. Sample of Employee Value Proposition survey questions
Compensation
1. I am satisfied with my pay
2. I am paid similarly to other people I
know on similar positions
3. I am happy about how promotions and
raises are conducted
4. I like [company name]’s bonus and
rewards programs
5. I am happy with [company name]’s
evaluation system
Benefits
1. Overall, I am happy with [company name]’s
benefits system
2. I am satisfied with the medical insurance options
given
3. I am happy with dental insurance options
4. I am satisfied with vision insurance options
5. Hours are flexible
6. Flexible hours are important to me
7. Ability to work from home is a big benefit
8. Ability to cover my family's medical insurance is
valuable
9. I like [company name]’s holiday policy
10. I like [company name]’s retirement plan
11. It means a lot that [company name] invests in
further education
12. Education reimbursement means a lot to me

7. Sample of Employee Value Proposition survey questions
Career
1. I know where I am going with my career at [company
name]
2. It is important to me that I can advance in my career
at [company name]
3. It is important to me that I can get to a higher
position at [company name]
4. I am planning on staying here at least for another
year
5. I always get valuable feedback from my supervisors
6. Continuous education is very important to me
Work environment
1. I feel like we always work as a team
2. Working in a good team is very important to me
3. I always work with the team to achieve goals
4. I rarely think only about my personal achievement
5. I know exactly what my tasks and duties are
6. Work environment is very important to me
7. I feel comfortable at my workplace
1. Work atmosphere is very important to me
2. I like the work atmosphere at [company name]
Culture
1. I know how my work aligns with company’s goals
2. My work is always recognized
3. I get rewarded for good work
4. Leaders and managers are supportive
5. Leaders and managers listen to my ideas
6. I get the chance to contribute to important decision
making
7. Being involved in decision making is important to
me
8. Being able to express myself is important to me
9. Being able to give suggestions for innovative
solutions is important to me
10. [company name] is socially responsible
11. Social responsibility is important to me
12. I trust my coworkers
13. I trust my leaders

8. Sample of Employee satisfaction survey questions
1. I always strive to find better ways of doing things
2. When I do something successfully, it feels like a
personal accomplishment
3. I have all the resources I need to do my job
successfully
4. My goals are clearly defined
5. My supervisors does a great job informing us
about things that affect our work
6. At my job, I am able to use my skills and abilities
7. Management always demonstrates a
commitment to quality
8. Management always encourages other to a
commitment to quality
9. I am involved in decision making that affects my
work
10. I would like to be more involved in decision
making that affects my work
11. I have opportunities to express myself
12. I have opportunities to recommend new ideas
and solutions
1. I have a clear understanding about my career path
and promotion plan
2. I am happy with my career path and promotion
plan
3. I feel like my work is always recognized
4. I feel like I get rewarded for good work
5. Considering everything, I am satisfied with my job
6. I am satisfied with the opportunity I have to grow
within the company
7. I feel like my work is valued
Open employee satisfaction survey questions
1. What changes in [company name] would make you
more satisfied with your job?
2. What are the top 3 things you value the most about
[company name]?
3. Are there any other issues not mentioned in this
survey you would like us to address?
4. Have you ever recommended [company name] to
someone? Why?

9. Sample of Company culture survey questions
Please rate the following items on the list based on
how satisfied are you with the following (1 being
strongly disagree and 5 being strongly agree)
1. Opportunity to grow
2. Opportunity to learn new things
3. Opportunity to communicate openly
4. Trust towards management
5. Ability to generate new ideas
6. Level of responsibility
7. Workplace and the atmosphere
8. Participation in decision making
9. Relationship with supervisors
10. Relationship with coworkers
11. Teamwork
12. Work-life balance
13. Flexible working hours
14. Work from home
Open company culture survey questions
1. Do you feel like your work is respected?
Why?
2. What would make [company] a better
workplace?
3. Are you a happy employee of [company
name]? Why?
4. Do you like the atmosphere at the
[company name]? Why?
5. Do you feel stressed and overwhelmed?
6. Do you feel like you can trust management?
7. Do you feel like you have all the support
that you need to do your job properly?
8. How important feedback is to you?
9. Do you get timely and useful feedback
about your work?
10. I feel like I am being listened to?

10. Sample of Recruitment satisfaction survey questions
From 1 to 5, to what extent do you agree with these statements (1 - strongly
disagree and 5 - strongly agree)
1. It was easy to find all the information regarding the position
2. Recruiter told me how to prepare for the interview
3. Recruiter was friendly
4. Recruiter was professional
5. I got all the responses from recruiter I needed
6. All my questions were answered in a timely manner
7. It was easy to apply for the position
8. It was easy to find the company for the interview
9. It was clear how did I need to compare for the interview
10. I felt I was very welcomed when I came for the interview
11. I was happy with the time between the application and the response
12. I was happy with the time between the interview and feedback

11. Sample of Candidate engagement survey questions
1. I often see [company name] online posts and ads about employees and careers
2. I like to engage (like, comment) with posted content about [company name]’s careers
3. I talk to others about my thoughts about [company name] as an employer
4. I talk to others about my experience with [company name]
5. I would recommend [company name] to others
Open candidate engagement survey questions
1. Do you engage with [company name]’s online content about careers?
2. Do you see [company name] as a attractive place to work? Why?
3. What is important to you when looking for a new job opportunity?
4. What do you think is the best platform to let candidates know about new job opportunities? Why?
5. Do you talk to others about career at [company name]? If so, in what way?
6. Based on what you know about [company name], would you recommend is as an Employer?
Open candidate experience survey questions
1. Overall, how did you like the recruiting process at [company name]? Why?
2. What are the top 3 things we need to do to improve our recruiting process?
3. Would you refer others to apply for an open position at [company name]. Why?
4. How likely are you to apply to [company name]’s open position again? Why?

12. Sample of Employee satisfaction survey questions
Here are some of the most popular 5-scale employee satisfaction survey questions:
1. I always strive to find better ways of doing things
2. When I do something successfully, it feels like a personal accomplishment
3. I have all the resources I need to do my job successfully
4. My goals are clearly defined
5. My supervisors does a great job informing us about things that affect our work
6. At my job, I am able to use my skills and abilities
7. Management always demonstrates a commitment to quality
8. Management always encourages other to a commitment to quality
9. I am involved in decision making that affects my work
10. I would like to be more involved in decision making that affects my work
11. I have opportunities to express myself
12. I have opportunities to recommend new ideas and solutions
13. I have a clear understanding about my career path and promotion plan
14. I am happy with my career path and promotion plan
15. I feel like my work is always recognized
16. I feel like I get rewarded for good work
17. Considering everything, I am satisfied with my job
18. I am satisfied with the opportunity I have to grow within the company
19. I feel like my work is valued
Open employee satisfaction survey questions
1. What changes in [company name] would make you more satisfied with your job?
2. What are the top 3 things you value the most about [company name]?
3. Are there any other issues not mentioned in this survey you would like us to address?
4. Have you ever recommended [company name] to someone? Why?

13. Sample of Employee attitude survey questions
From scale 1-5 (5= strongly agree, 1=strongly disagree), to what extent do you agree with
these statements?
1. I have asked for an education or training that would help me do my job better
2. Every time when I ask for training, I get it
3. I have all the tools that I need to do my job successfully
4. I always get constructive feedback about my work
5. I always know when changes, that affect my job, are conducted
6. I think my work is appreciated
7. I think I get the right amount of money and benefits for the work I do
8. I think [company name], cares about me as an employee
Open survey questions for employee attitude
1. What are the best 3 things about being [company name]'s employee
2. What are the 3 things you would like to change about [company name]
3. Are you a happy employee? Why?

14. Sample of Employee retention survey questions
From scale 1-5 (5= strongly agree, 1=strongly disagree), to what extent do you agree with these statements?
1. I feel like I am able to to reach my full potential at [company name]
2. I feel comfortable working with my teammates
3. I feel like I always get feedback
4. I have a clear understanding about my career path and promotion plan
5. I am happy with my career path and promotion plan
6. I would apply for this job again
7. I like going to work
8. I feel like my feedback is valued
9. I feel like my work is valued
10. I can see myself working here in a year
Open employee retention survey questions
1. If you had to do it all over again, would you apply to this position? Why?
2. Do you have a clear understanding about your career path and promotion plan at [company name]? If so, are you happy about it?
3. Do you see yourself working at [company name] in a year? Why?
4. What changes would made you sure about staying with [company name]?
5. Do you feel like you are reaching your full potential with this position? If not, what would make you feel that way?
1 to 10 scale employee retention survey questions
1. From 1 to 10, how likely are you to stay with [company name] for another year?
2. From 1 to 10, how well do you understand your career path and promotion plan at [company name]?
3. From 1 to 10, how likely would you be to apply to this position again?
4. From 1 to 10, how happy are you about your teammates?
5. From 1 to 10, how happy are you about your supervisors?
6. From 1 to 10, do you feel like you are reaching your full potential with this position?

15. Sample of Employee exit survey questions
Open employee exit survey questions
1. What were the reasons why you started looking for a different job?
2. Did you talk about your concerns before you decided to leave?
3. Who have you talked to about your concerns?
4. What was their response to your concern?
5. What did the new company offer that made you accept the offer and leave?
6. What would we have to change for you to decide to stay?
7. What did you like the most about your job?
8. What didn't you like about your job?
9. Did you have a clear idea about what was expected from you at this job?
10. Did you feel like you had all the tools and resources to perform your job
successfully?

16. Sample of Senior Management Evaluation survey questions
From scale 1-5 (5= strongly agree, 1=strongly disagree), to what extent do you agree with
these statements?
1. Senior Management gives me a clear picture of where the company is heading
2. I am happy with the directions that I get from Senior Management
3. Senior Management has clearly explained company's mission and vision
4. Senior Management is always ready to invest in my continuous education
5. I feel like I can be open with Senior Management
6. Senior Management gives me constructive feedback
7. Senior Management is understanding about my needs
8. Senior Management gives their best to provide what I need to perform successfully
9. Senior Management treats me with respect
10. Open survey questions for senior management evaluation
11. What are the 3 things you like about our Senior Management team?
12. What is the main thing you would change about our Senior Management team?
13. Describe our Senior Management with 3 words?

17. Adobe conducted a series of anonymous surveys
Adobe conducted a series of anonymous surveys to get an accurate reading on how their
employees felt about their work and the company.
They asked if employees felt they could be themselves at work,
whether they were encouraged to think creatively,
and if they had recently had a meaningful conversation about career development?
They also asked if employees thought their work contributed to the broader goals of the company
and if they would recommend a job with Adobe to their friends and family.
Of course surveying is only one part of the equation, Adobe combed through the results and
comments and quickly made improvements where needed. And they continue to survey and make
improvements because they know you can't rest on your laurels.

18. It's committed and caring leaders like you that make the difference in terms of engagement.
People work for people, not for companies. Employee engagement is about relationships.
Employees want leadership from their managers in three areas.
The first is career growth. People want to know, what's next for me? Where do I go from here? And
most importantly, how do I get from here to there? And as a manager, you need to help them
answer those questions. Take the time to understand what your employees want in terms of their
careers. Create a formal career plan. The plan will include different jobs along the way, timelines,
and training for the skills that will be needed.
The second thing employees want from their managers is transparency.
Employees want to be respected by their managers.

19. Let's start with transparency, since you need this to establish a culture of trust, and without trust
you'll have no foundation in which to build a magnetic culture. The key to transparent workplace is
openness between supervisors and employees.
Support for employee development is another way for leaders to contribute to the company's
magnetism. After all, who wouldn't be attracted to a company or a manger with a reputation of
developing great people?
Organizations that have some sense of work-life balance are much more attractive these days
than those who don't.

20. Use purpose to drive employee engagement
Everyone wants to find meaning in their work. I mean, yeah, a nice paycheck is great but at the end of the day, when you're working another late night, your mind
begins to wander and it's at that point you realize you're not happy. You have no idea why you're doing the work you do, you're really not feeling self-fulfilled in your
job and you start dreaming of a way out.
crisis. If people don't know what their company stands for, there's a pretty good chance they don't know why the work they do is important. That's where you come
in. As their manager, you need to know and buy into your company's purpose beyond making money. Your employees want to be part of something more. They want
to contribute to a greater purpose and they want you to lead them to that understanding. Let me give you four tips on how to connect your employees to the
company's purpose and you'll be on your way to better engaging your employees. First, you need to be able to make sure your team knows what the company stands
for. If you don't know, ask. If the person you ask doesn't know, keep going up the chain until you find an answer and then make sure you have regular conversations
with your team about what your company stands for and why their work matters. Next, you need to believe in the company purpose. If you don't feel a genuine
connection to this, your employees will sense that and they won't buy into it either. The third tip is about helping people understand how their work, their individual
effort contributes to that greater purpose and this is what I call bringing purpose to life. Here's a powerful example. A pharmaceutical company invited patients into
their corporate office so the employees could meet the people they were helping. Every employee was able to see firsthand how their work was impacting the lives of
others. Talk about purpose. My fourth tip is about keeping purpose in the forefront. Connecting employees to the company's purpose is not a one time task but a
long-term commitment to boost engagement and inspiration. You certainly don't need to talk purpose in every meeting but it's important to refresh and reactivate
these connections regularly. A great way to do this is through storytelling. Keep your ears open for stories about delighted customers and remember to share these
with your employees. Purpose-driven leadership can help you and your employees reach the next level of employee engagement where they're inspired to do their
best work. Remember, inspired employees are not only the most productive, they're also the best representatives for your company and your brand.

21. Give employees control
Selecting transcript lines in this section will navigate to timestamp in the video
- Ever had an incredible employee and thought, I can't believe I finally found the one. They were smart, driven and seemed to really love the job. You thought, we're going to be together forever. You could really see
yourself promoting this person, mentoring them, helping them climb the ranks in your company for years to come. And then one day, they quit. They may have said, it's not you, it's them. But really, it's you. Maybe
you're not micromanaging but you're not allowing them to think for themselves to make a few mistakes and to grow. They feel smothered and they decide to leave. Here's what you can do to avoid a similar
situation. First, tell people what you need them to do, not how to do it. I'm going to go out on a limb here and say, that you've hired competent people. So if that's the case, you should be able to tell them what you
need done and they should be able to figure out how to do it. Make sure they understand the request, and that they have the time, tools, and training to get it done. Then, leave them alone to do it and I'll bet you'll
be pleasantly surprised by the results. Next, measure performance based on outcomes, not face time. Too often, managers evaluate performance by how much effort they think an employee puts in rather than the
results they achieve. This gives employees the feeling that they're being watched closely which is exactly what you don't want to do when you're trying to allow them more control over their work. Give people the
opportunity to exercise choice. Let them decide which choice to take. This will give them the feeling of having more control over their work. Then seek success, not perfection. Calling attention to minor mistakes
that don't impact the results will make your employee feel like they're being watched. And when they need flexibility, give employees latitude in terms of scheduling their work. Just last week, I had to stay home to
meet the appliance repairman. Stuff happens, things break. Resist the temptation to give your employees the third degree when they ask, hey, can I work from home today? I have something I need to take care of.
Give them the autonomy to figure out how they'll get their work done while tending to personal matters. And finally, encourage people to make decisions, no matter how minor they may seem. For example, if
you're planning a lunch and learn session, give one of your employees a budget and ask him to plan the menu. Look, there are lots of things in life we can't control. But being empowered to do your job is a
welcome change in a world that sometimes feels completely out of control.