Employer branding has traditionally been positioned and valued for supporting the attraction and retention of employees. However, conscious consumers are now looking to an organization’s treatment of its stakeholders – including suppliers, distributers and employees – as a demonstration of its ethical and socially responsible standing. Find out how companies today are making the most of branding itselves as the employer of choice.

1. EMPL YER BRANDING,
W RLD SCENARIO
AND Y U

2. The
Future
of Work
Where all this is going
and why it matters.

3. WHAT
An Employer, branding itself as the
Employer of Choice;
both internally to its current
employees, and externally to its
potential employees.

4. WHY
Increase employee
engagement and
trust across all
levels Significantly enhanced
talent pipeline
Greater employee
satisfaction and employee
expectation fulfilment
Competitive
advantage in hiring
and retentionGreater flexibility and
discretionary at times of
crisis
Stronger and positive
work culture
promoting
productivity

5. EMPLOYER BRANDING &
EXTERNAL MARKETING
We are same, yet different
We are different, yet same!

6. INNOVATIVE INITIATIVES THAT ARE
RESHAPING THE WORLD!
EMPLOYEES BECOME BRAND
ADVOCATES
•FLOOR WALKS
•NHO: LET’S GET CRACKING!
•FACE-OFFS, TALENT SHOWS
•REWARDS ‘n’ RECOGNITIONS
•FITNESS CLUBS – CHAIR YOGA ETC
•CLUBS FOR MUSIC, DANCE, DRAMA ETC.
•GIVE A BAG OF HOPE
•CONVERGYS BRAND CHAMPS
HACKATHONS – USED TO
RE-IMAGINE HR
GAMIFICATION OF HR
CHAT ATTRACTION TOOL
HR IS A TEAM SPORT: NO
MORE TO BE WORKED IN A
SILO
CONVERGYS

7. Millennials today are more likely to join an organisation promising
steeper learning curve and growth than the one promising a
higher salary.

8. QUALCOMM – EMPLOYER VALUE PROPOSITION

10. How do we make work
more meaningful &
enjoyable for self and
others – how to succeed
at employer branding?

11. The winning
professionals
in everymarket will
betheones who
f ind best answersto
this question.

12. Theones that
don’t just go for
work but also
engage for value
based outcomes
with fellow
colleagues &
empower them

13. The seeds
of theFuture of
Work are here.

14. EMPLOYER BRANDING VIA SOCIAL
An example of Convergys India’s Faceook success will help us understand
how organic Facebook Marketing can also yield great results with simple,
creative measures and a clear focus.
The following slides will walk you through different approaches to an
identical objective of hiring more people. And another slide talks about
how employee engagement can be built on social media with pull
marketing, instead of push marketing.
The end slides will pit Convergys India along side its competitors and talk
about the resounding success of its Facebook presence in Q2, 2018.

15. THINK OTB, BUT KEEP THE FOCUS
Once you have decided what impact you wish to bring, whether it is more engagement or more followership, or more conversations,
or business, stick to it. And whenever you are innovating, think of ways you could contribute to doing the same. Organic branding
takes time, but the results are beautiful.

16. THE RESULTS

17. THE RESULTS

18. THE RESULTS

19. FOLLOWER’S SENTIMENTS

23. THE VALUE OF EMPLOYER BRANDING: NOT JUST FOR EMPLOYEES
Employer branding has traditionally been positioned and valued for supporting the
attraction and retention of employees. However, conscious consumers are now
looking to an organization’s treatment of its stakeholders – including suppliers,
distributers and employees – as a demonstration of its ethical and socially responsible
standing.
For this reason, employer branding is increasingly recognized as part of the total value
proposition for consumers – and a key differential or ‘USP’ that can help organizations
stand out in a crowded marketplace. Those holding a bad reputation or subject to
scandals around working conditions, ill-treatment, unfair dismissal or inequality will
quickly find themselves shunned by would-be customers, at a potentially huge cost to
the company bottom line.
Employer branding, therefore, is not simply a HR initiative in the drive to attract
talent. It should be recognized as a business-wide strategy to support long-term
growth, improve employee retention and build upon the overall company brand –
and can offer tremendous returns for those who invest.

24. These aren’t
small changes to
our style
of work.
They’re making a profound impact
on everybusiness, every discipline,
every process
and every person.

25. That’s what
theFuture
it’s why we do
of Work is. And
what we do.