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Blue can help your organization develop a Workforce Strategy that attracts the right talent, inspires existing talent and sets you up for long-term success. 

Employee Culture
Employee Culture

Employee Culture

Is your current culture attracting and retaining the talent you need today and tomorrow? If not, Blue can help you assess where you are, where you need to be and how to get there, including developing your employee value proposition (EVP) and getting stakeholders engaged in the evolution.  

Employee Value Proposition (EVP) and Branding
Employee Value Proposition (EVP) and Branding

Employee Value Proposition (EVP) and Branding

What is the value you deliver to your people that goes beyond their paycheck? And what do you expect them to bring to the table in return for that value? Blue can help you identify your unique EVP, and help you develop creative ways to articulate that value to your current and prospective employees through your employee brand. A strong employee brand speaks volumes to current employees and potential candidates. The right brand sends the right message and can attract and retain the right candidates. And, make sure your current employees are the best brand ambassadors you can get — especially when it comes to social media such as LinkedIn and Glassdoor.  

Recruiting and Onboarding
Recruiting and Onboarding

Recruiting and Onboarding

Communication plays a key role in attracting talent to your organization. Let potential recruits know about your company’s mission, why what they’ll be doing matters and how they can find a career path that’s suited to them. Make sure you’re reaching out to Millennials and Generation Z recruits using their preferred channels. And when they join, onboarding is a prime opportunity to begin employee engagement efforts. Start your new hires off right by communicating essential information about your organization and total rewards.  

Career Framework, Job Leveling and Performance Management
Career Framework, Job Leveling and Performance Management

Career Framework, Job Leveling and Performance Management

Both managers and employees need to know where jobs fit in an organization in order to properly understand how to manage careers, performance and compensation. Good ongoing communications around performance management and compensation can establish realistic expectations, emphasize a link between performance and rewards, and clarify opportunities for compensation growth.