Everyone seems to have a loyalty scheme these days, from local sandwich shops to global retailers. Just look in your wallet or your purse and count how many loyalty cards you have in there!

Research by Nielsen for their Global Retail Loyalty Sentiment report showed in the UK 89% of people say they have a loyalty card of some type, with an average of 3.6 cards per person.
This doesn’t even consider loyalty apps, which are on the rise as well.

As specialists in the field, this leads to us questioning what loyalty in this context really is and what it should be. If you look at the stats, you see more than half of those belonging to loyalty schemes state financial incentives, such as discounts, are most important to them. This makes you ask a difficult question, are they truly loyal or is their loyalty really being bought? If another store offered better discounts, would their allegiances change?

We are seeing more and more retailers using data to help drive more people-centric loyalty programs, creating more personalised discounts and offers. The days of being sent a generic discount coupon for nappies when your kids are in their teens are becoming a distant memory in many instances.

Where large amounts of data are not available, we see at least see more flexible approaches to loyalty schemes being implemented. Rather than having specific discounts target at a customer, they are given the choice of what they may like to spend their loyalty points on.
Other brands are taking this to new heights, offering apps that function more like games than a way to monitor your profile, inviting users to participate in competitions, quizzes and even treasure hunts to earn prizes.

At Motivait we view loyalty as a relationship between you and your potential customer. Like any relationship, it should not be taken for granted. It also needs to be worked at constantly, never accepting a one size fits all forever approach. Through the combination of traditional loyalty, good data and well thought out gamification, we aim to create deeper and more meaningful experiences for your customers.

Your loyalty scheme needs to stand out from an ever-increasing crowd. Can you, hand on heart, say yours does? Our platform has been built with this need in mind, including a range of potential features covering simple rewards through to complex gamification, all with the customer experience at the core. Not only that, it has been designed with full GDPR compliance in mind, something that every retailer needs to have by May 2018.

The next generation of loyalty is already upon us, don’t get left behind, start building those personal relationships with your customers now.

It’s open season in the world of applying for graduate schemes. In the background, Brexit negotiations and threats of a 2020 “brain drain” tinge the graduate recruitment market with nerves and uncertainty. Still, for now, the same huge demand remains for opportunities across the country. The same demand, the same competition, but also the same headaches persist for the recruiting teams. If anything, they’re showing signs of growing.

21st Century Graduates

800 graduate positions were left unfilled in 2016, with graduates turning down or reneging offers that left a quarter of the UK’s leading employers with less intake than planned. The generations now reaching the employment market are faced with more choice and information than ever before, and many fiercely value the ethics and culture behind a brand just as much as what their starting salary could look like.

Graduate recruiters need to find ways to create emotional engagement to carry candidates through the early stages of joining and beyond. There are 101 reasons that could put graduates off moving forward with an opportunity. Old fashioned selection processes, myths around the profiles being hired, London is the only place that offers a competitive future….

Organisations can set themselves apart from the competition, not just by offering flexible hours or appealing holiday cover, but through effectively connecting with and preparing their candidates.

Budgets, budgets, budgets

Constraints on resources and budgets within HR and recruiting departments overall dictate that teams need to get creative and stay relevant to their target audience, without simply buying their attention or forcing them to a one-off seminar. Most recruiters now rely on social media more than traditional advertising but are also developing more direct partnerships with universities. But what if you’re not one of the widely recognised brands? How can you successfully reach the graduate population, and stand out with your approach?

The average cost per hire for a graduate is estimated to be £3,383. This comprises of £1,722 on attraction & marketing and £1,661 on selection & assessment. Fewer companies are planning on increasing their budgets around recruitment for the foreseeable future, which means it’s going to become more important to reach and attract the right candidates who could even develop beyond graduate level within the company.

Honeymoon vs Hangover

The numbers of students who see their first role as a stepping stone towards other opportunities is on the rise. 60% of students say they would expect to be in their first job for less than 3 years. So how to make them stay?

A large proportion of graduates feel they are underemployed and underappreciated in their roles which could be a factor in the rising trend. Is there a way to set and manage their expectations accordingly from the start, and demonstrate what it is really like to work in your company with minimum surprises? 69% of employees are more likely to stay in their company for at least 3 years after a great onboarding experience. It is essential to remember that first impressions count, creating a memorable and innovative approach to onboarding could be the key to unlocking a long-lasting employee experience.

For best ongoing success, it’s crucial all employees- graduate or senior- have a clear understanding of their role and what is expected of them, feel confident in their ability to perform and contribute, as well as feel trusted, connected and valued within their organisation. There are ways to deliver these needs and objectives, without subjecting new joiners to PowerPoints or uninspiring email attachments. It’s true what they say, you get what you give, so why not offer an experience that fills your young and impressionable employees with enthusiasm about the environment they’ve just joined?