Employer Brand Building - Career Site 2.0

Loading...

Flash Player 9 (or above) is needed to view presentations.
We have detected that you do not have it on your computer. To install it, go here.

0 comments

Post a comment

    Post a comment
    Embed Video
    Edit your comment Cancel

    11 Favorites

    Employer Brand Building - Career Site 2.0 - Presentation Transcript

    1. Dan Stuart [email_address] April 24, 2008 Employer Brand Building 2.0 From Linear Communication to Dialogue ...and Beyond
    2. Bayt Credentials - The Middle East’s #1 Job Site Credentials
        • 2+ jobs in last 5 years: 71 % of people
        • Average time at one job: 2.25 years
        • Will consider changing company in next year: 32 %
        • Will consider changing industry in next year: 44 %
      Employee Engagement - Key Data The Data
        • Highly mobile workforce
        • Internal movement is creating salary pressures
        • Engagement is about more than pay
        • With differences between Nationalities, there is no one-size-fits-all approach to retention and engagement…
        • … a strong Employer Brand – built from honest dialogue – is an important ingredient in the ability to attract , engage and retain top talent
      Conclusions As Beginnings The Data
    3. EB Building Cycle EB 1.0
    4. EB Building Cycle EB 1.0
      • ask
      • Survey current employees
      • EB/image research
      • What are the perceptions of potential employees?
      • Why are people proud to say “I work here”?
      • Why do highly specialized employees choose you?
      • What is unique about you?
    5. EB Building Cycle EB 1.0
      • listen
      • Listen to every word that people say
      • Be open and welcome the information
      • Resist the urge to consider your “uniqueness” before you have finished listening
      • Silence your collective internal Voice of Judgment (VOJ)
    6. EB Building Cycle EB 1.0
      • agree
      • Current state EB done by top management
      • Align the EB and the product brand: share the same core message but with different areas of emphasis
      • Separate misconceptions from issues
      • Assert: “we’re this kind of company, and we’ll appeal to people like you – but not everyone will fit in here”
      • What are your 10 reasons?
    7. EB Building Cycle EB 1.0
      • plan
      • Create a media plan
      • Consistency is key
      • Consider your target audience
      • Craft message and consider media
      • Truthful, believable, attractive, honest
      • Create a feel-good factor
      • Create and spread an internal buzz that grows outward
    8. EB Building Cycle EB 1.0
      • communicate
      • Advertising
      • Office environment
      • Recruitment fairs
      • Internal communications
      • Hirings and firings
      • Websites
      • Brochures
      • Posters
      • … but test it in-house first for “buzz” and consistency
    9. EB Disruptor EB 2.0 dialogue
    10. EB Disruptor EB 2.0 dialogue
      • dialogue
      • How do we create this dialogue?
        • Powerful Career Site  personalization
        • Career site EB = technology + current staff
        • Technology
          • RSS
          • FAQs sections where candidates can ask questions, and get real answers
          • Blogs
          • Podcasts
          • Vodcasts /video
          • Articles
      Dialogue and Social Strategy - corporate career site EB 2.0
        • Current Staff
          • make them evangelists
          • employee-generated content that shows the real soul of the company
          • Include “day-in-the-life” stories and profile pages
          • Use photo, video, audio sharing sites to help those stories come to life.
      • … provide a window into the “employee-experience”
      Dialogue and Social Strategy - messengers EB 2.0
    11. EB 2.0
        • Job postings
        • Employer Brand must be spread to the widest audience through the most visible jobseeker channels
          • Banner advertisements
          • With modern targeting technology, you can spread your message:
            • Broadly to an audience for maximum WOM
            • Discerningly to a targeted audience
      Dialogue and Social Strategy - messengers
        • Web 2.0 Technologies  dialogue and observed interaction
        • People have more persuasive avenues to experience your brand message and culture (+career website)
          • Blogs
          • Video / photo share sites
          • Opinions websites
          • Forums
          • Chat rooms
          • Social networking sites
          • wikis
      Dialogue and Social Strategy - Social Media EB 2.0
        • Web 2.0 Technologies  communicating, not advertising
        • Social Media: window into what it is like to work for your organization
          • Validation against marketing messages:
            • a feeling of trust and genuine interest
            • credibility
            • and ultimately, loyalty
        • … candidates EXPECT to be able to find out what it is really like to work for a company, and they respect the companies that enable that process.
      Dialogue and Social Strategy - Social Media EB 2.0
    12. EB 2.0 Dialogue and Social Strategy – speak their language
        • Recruiting and Retention
          • Deloitte hosted an employee film festival , in which employees submitted creative videos articulating the company’s values and culture
      EB 2.0 Dialogue and Social Strategy - staff-generated content
    13. Dialogue and Social Strategy – virtual job fairs EB 2.0
    14. EB 2.0 Dialogue and Social Strategy – virtual job fairs
    15. Dialogue and Social Strategy - participation EB 2.0
    16. Dialogue and Social Strategy - staff-generated content EB 2.0
        • Web 2.0 Technologies  authenticity, collaboration, participation
        • incorporate real “first-hand” stories into your career website and social networking groups
        • Encourage all employees to seek out potential hires and build relationships within online communities
        • employee engagement in social media will produce far greater benefit than risk , particularly when it is managed strategically .
      Dialogue and Social Strategy - Social Media Conclusion
        • Removing the faults in a stage-coach may produce a prefect stage-coach, but it is unlikely to produce the first motor car.
        • - Edward de Bono
      Shifting Paradigm Conclusion
      • Dan Stuart
      • [email_address]

    + Dan StuartDan Stuart, 2 years ago

    custom

    2890 views, 11 favs, 3 embeds more stats

    Employer brand building in the so-called Web 2.0 er more

    More info about this document

    CC Attribution License

    Go to text version

    • Total Views 2890
      • 2767 on SlideShare
      • 123 from embeds
    • Comments 0
    • Favorites 11
    • Downloads 1
    Most viewed embeds
    • 104 views on http://standoutjobs.com
    • 16 views on http://www.mrstuart.ca
    • 3 views on http://mrstuart.ca

    more

    All embeds
    • 104 views on http://standoutjobs.com
    • 16 views on http://www.mrstuart.ca
    • 3 views on http://mrstuart.ca

    less

    Flagged as inappropriate Flag as inappropriate
    Flag as inappropriate

    Select your reason for flagging this presentation as inappropriate. If needed, use the feedback form to let us know more details.

    Cancel
    File a copyright complaint
    Having problems? Go to our helpdesk?

    Categories