Talent Will See You Now


Published on

Talent Will See You Now, But Are You Ready for a Conversation?

Webinar presentation on the importance of using employee-centric data in your employer brand.

Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Talent Will See You Now

  1. 1. Talent Will See You Now, But are you ready for a conversation?
  2. 2. Talent will see you now, but are you ready for a conversation? Key Takeaways • We believe that talent is receptive to engagement and recruitment messages • But, we also believe that talent is discerning • Therefore, employers need to be relevant, inspiring and actionable – particularly in their employer brand communication
  3. 3. Today’s learning objectives Areas we’ll cover include … 1. State of today’s employer-employee relationship 2. Changing communication model 3. Employer brand: what, why and how it delivers 4. Importance of an employee-centric employer brand 5. Combining workforce intelligence with employee and employer brand communication
  4. 4. 74% of workers are either actively searching for a new job or are open to a new position. – careerbuilder Candidate Behavior 2012
  5. 5. State of today’s employer – employee relationship It’s strained. • While trust in the US is up in 2013 from 2012, it’s still at only 59% (Eldeman trustbarometer 2013) • One-third of employees hope to work elsewhere in the next 12 months (Metlife Study of Employee Benefits Trends 2013) • 74% of workers are either actively searching or are open to new job opportunities (86% for IT/engineering and 81% for healthcare) (careerbuilder Candidate Behavior 2012)
  6. 6. State of today’s employer – employee relationship A little bit of contemp. “Growth opportunities are lost because it takes too long for decisions to be made in our company.” 58% of American workers feel this way. (Employer Brand International Study 2013)
  7. 7. State of today’s employer – employee relationship Impact. • Potential increases in turnover (2.5 x salary to replace) • Loss of continuity; financial/emotional effect of always starting over • Employees are more distracted and less engaged (lost productivity) • Spreading malaise, increased interventions • Decreasing employee referrals, lost talent acquisition opportunities
  8. 8. State of today’s employer – employee relationship Ideas. • Repair/enhance your relationship with your employees – put “human” back into human resources • Understand how each of your employee populations accepts trust communication • Communicate regularly and often
  9. 9. 69% of workers say searching for new opportunities is a part of their “regular routine”. – careerbuilder Candidate Behavior 2012
  10. 10. It no longer makes economic sense to send an advertising message to the many in hopes of persuading the few. M. Lawrence Light Former Chief Marketing Officer/McDonalds
  11. 11. Changing communication model 24/7. All access. On-demand. The new communication model … • Drives a consumer behavior in every interest, idea or search • Shapes our communication and brand experience expectations • Illustration: the never ending job search
  12. 12. Changing communication model Signs of consumer behavior in our world. • 69% of workers say searching for a new opportunity is a part of their “regular routine” (careerbuilder Candidate Behavior 2012) • 35% say they begin preparing for their next job within weeks of starting a new one (careerbuilder Candidate Behavior 2012) • 92% of Millennial workers discuss job search experiences, in-person and online (careerbuilder Candidate Behavior 2012) • 44% of candidates would be more likely to leave a company that failed to engage them in an innovative way (Korn/Ferry/FutureStep The Innovation Imperative 2013)
  13. 13. Changing communication model Co-workers, friends, fans and followers: it’s a group thing now. A Job seeker will, on average, consult 15 sources per each job search. That includes your career site, Facebook, Glassdoor, LinkedIn, mobile site, colleagues, co-workers …. (careerbuilder Candidate Behavior 2012)
  14. 14. Changing communication model Impact. • Heightened “what’s in it for me” Response Need to be relevant on a personal level • Experience expectation is high Response Need to be easy and compelling at the same time • Brand impressions are formed in seconds Response Need to be clear, concise and actionable
  15. 15. Changing communication model Ideas. Consumer behavior … market to them • Audience research • Compelling messaging and imagery • Integrated campaigns (repetition matters – at least 5 times to establish trust) (Eldeman trustbarometer 2013)
  16. 16. Consumers are moving far faster than any of us can imagine; that represents a huge opportunity for all of us. Andrew Fisher CEO/Shazam
  17. 17. A stronger employer brand will reduce turnover by 28%. – LinkedIn Employer Brand Study 2011
  18. 18. Employer brand: what, why and how it delivers An employer brand is the brand promise expressed in what talent experiences, thinks, feels and shares about your company as a place to work. It’s delivered through your people.
  19. 19. Employer brand: what, why and how it delivers A few ways it delivers. • Lowers cost-per-hire by as much as 50% (LinkedIn Employer Brand Study 2011) • Reduces employee turnover by up to 28% (LinkedIn Employer Brand Study 2011) • Increases employee engagement • Improves financial performance – 36% stronger financial results due to strength of consumer and talent brand alignment (Lippincott 2013)
  20. 20. Employer brand: what, why and how it delivers Where to begin. 50% of recruiters don’t understand their own employer brands. (Corporate Leadership Council 2011)
  21. 21. Employer brand: why, what and how it delivers 1 Use research (authentic and fact-based) 2 Craft messages (inspire and engage) 3 Focus on culture (the stories of your people) 4 Be visual (color, images and motion) 5 Empower employees (their voice) 6 Target messages (relevancy and delivery) 7 Measure results (communication and HR metrics) 8 Act incrementally (think big, start small and scale up)
  22. 22. “I love my job. My teammates are great to work with. I hope that I can retire from here.” (actual engagement feedback)
  23. 23. People don’t trust businesses the way they used to … the most trusted sources are ‘a person such as yourself or a peer’. Steve Rubel Chief Content Strategist/Eldeman
  24. 24. Importance of an employee-centric employer brand It’s got to be real. • People believe in what’s real • People connect with shared experiences, culture and beliefs • Disconnects impact trust: “experience is believing”
  25. 25. Importance of an employee-centric employer brand Impact. • Increased engagement (= increased productivity)  Greater sense of purpose  Empowered (better customer experience)  Less likely to be swayed by competitors’ recruitment • Improved communication practices  Clarity in messaging  Less of a struggle
  26. 26. Your culture is your brand. Tony Hsieh CEO/Zappos.com
  27. 27. Combining workforce intelligence with employer brand communication Three Key Focus Areas Identity Promise Delivery
  28. 28. Combining workforce intelligence with employer brand communication Identity Use your workforce data as a foundation for your employer brand communication, helping to define your identity. Think as a brand manager and explore the employer brand attributes that tell the story of who you are. engagement • stay/leave • focus groups • value/delivery perceptions
  29. 29. Combining workforce intelligence with employer brand communication Promise Create the employer brand promise that articulates your identity; showcases how you are unique; and inspires action. Combine your identity with core values, culture and purpose. evp • employment deal • key messages • empowerment statements
  30. 30. Combining workforce intelligence with employer brand communication Delivery Design a communication plan that delivers your identity and employer brand promise to targeted audiences. Make it relevant and use communication channels that work for each audience. communication audit • channel strategy • ROI • effectiveness strategy
  31. 31. Q&As Contact Danny Nelms, Managing Director The Work Institute 615.777.6400 dannynelms@workinstitute.com Bob Johnson, Practice Leader The David Group 216.685.4486 nrobertjohnson@davidgroup.com