The document discusses key findings from a 2011 global study on employer branding and social media. Some of the main findings include: 84% of companies believe a clearly defined employer branding strategy is key; 71% of employees say obtaining an adequate budget is the number one challenge in managing an employer brand; and 59% of companies leverage their career website to communicate their employer brand. The document also discusses the importance of defining an employer value proposition, using a hybrid team approach to managing employer branding, and ensuring consistency between internal and external marketing communications.
This document provides an agenda for the "HR Winners East Africa Conference" on November 11-12, 2015 in Nairobi, Kenya. The conference will focus on current challenges in human resource management and how to transform HR into a strategic business partner. It will feature keynote speeches from CEOs and HR directors of major companies on the evolving role of HR and increasing importance of talent management. Panel discussions will address topics like managing a diverse workforce, engaging younger employees, and improving gender equality in leadership. The event aims to help HR professionals network, benchmark strategies, and gain new ideas and skills to attract and retain top talent in East Africa.
For women, the lack of strong female role models and women in leadership positions makes it much harder for them to get the guidance, coaching and mentorship they need. This report features a number of mentorship programmes for women entrepreneurs in India.
1) The document discusses challenges facing education and employment in the 21st century, focusing on unlocking the wealth of universities through human capital development, entrepreneurship, and public-private partnerships.
2) It emphasizes nurturing human intellect and potential, and addressing underutilization of talents through creativity, governance, and enabling environments. Entrepreneurship and transforming innovations into economic viability are also highlighted.
3) Public-private partnerships are presented as a way to bridge resource gaps and fund university projects through alternative financing models. Workforce composition and developing appropriate mindsets, abilities, and skills are also addressed.
Se arrestó a un hombre de 59 años por nuevas acusaciones de delitos sexuales relacionadas con el escándalo de abusos sexuales de Jimmy Savile. La policía anunció el arresto de un hombre por nuevas acusaciones de delitos sexuales vinculadas al escándalo de abusos sexuales de Jimmy Savile.
El documento analiza las oportunidades que ofrece la crisis para las empresas a través de una mayor empatía con los clientes. Sugiere que las empresas se enfoquen en cuidar a los clientes, anticiparse a sus necesidades y sorprenderlos. También propone varias ideas como ofrecer versiones gratuitas de productos, facilitar la comparación de precios y opciones asequibles para que los consumidores gasten menos o se diviertan en casa.
Este documento describe la evolución de las tecnologías de la información y la comunicación (TIC) a través de la historia. Comienza con las primeras manifestaciones del pensamiento humano en la Edad de Piedra y sigue hasta la actualidad, donde las TIC conforman un conjunto de recursos necesarios para manipular la información. También compara la imprenta con Internet, señalando que ambas revolucionaron el acceso al conocimiento. Finalmente, analiza el impacto de las TIC en la educación y cómo esto ha dado paso a un cambio del modelo educativo tra
El documento presenta 25 fotografías de vestimentas de fiestas de épocas pasadas donde no se usaban obligatoriamente los colores blanco y rojo, que actualmente son símbolos de celebración en muchas culturas.
Call Las Vegas Reltor Jeff Mix at 702-510-9625.
Here is a CMA I prepared for 2124 Lipari Ct Las Vegas NV 89123 that is currently listed at 168,800 and 88 per sq ft.
Sales over the last 90 days have been between 105,000 to 188,000 for similar sized homes and between 55 to 87 per ft.
Rents for similar sized homes over last 6 months are between 1350 to 1650 per month.
This document provides an agenda for the "HR Winners East Africa Conference" on November 11-12, 2015 in Nairobi, Kenya. The conference will focus on current challenges in human resource management and how to transform HR into a strategic business partner. It will feature keynote speeches from CEOs and HR directors of major companies on the evolving role of HR and increasing importance of talent management. Panel discussions will address topics like managing a diverse workforce, engaging younger employees, and improving gender equality in leadership. The event aims to help HR professionals network, benchmark strategies, and gain new ideas and skills to attract and retain top talent in East Africa.
For women, the lack of strong female role models and women in leadership positions makes it much harder for them to get the guidance, coaching and mentorship they need. This report features a number of mentorship programmes for women entrepreneurs in India.
1) The document discusses challenges facing education and employment in the 21st century, focusing on unlocking the wealth of universities through human capital development, entrepreneurship, and public-private partnerships.
2) It emphasizes nurturing human intellect and potential, and addressing underutilization of talents through creativity, governance, and enabling environments. Entrepreneurship and transforming innovations into economic viability are also highlighted.
3) Public-private partnerships are presented as a way to bridge resource gaps and fund university projects through alternative financing models. Workforce composition and developing appropriate mindsets, abilities, and skills are also addressed.
Se arrestó a un hombre de 59 años por nuevas acusaciones de delitos sexuales relacionadas con el escándalo de abusos sexuales de Jimmy Savile. La policía anunció el arresto de un hombre por nuevas acusaciones de delitos sexuales vinculadas al escándalo de abusos sexuales de Jimmy Savile.
El documento analiza las oportunidades que ofrece la crisis para las empresas a través de una mayor empatía con los clientes. Sugiere que las empresas se enfoquen en cuidar a los clientes, anticiparse a sus necesidades y sorprenderlos. También propone varias ideas como ofrecer versiones gratuitas de productos, facilitar la comparación de precios y opciones asequibles para que los consumidores gasten menos o se diviertan en casa.
Este documento describe la evolución de las tecnologías de la información y la comunicación (TIC) a través de la historia. Comienza con las primeras manifestaciones del pensamiento humano en la Edad de Piedra y sigue hasta la actualidad, donde las TIC conforman un conjunto de recursos necesarios para manipular la información. También compara la imprenta con Internet, señalando que ambas revolucionaron el acceso al conocimiento. Finalmente, analiza el impacto de las TIC en la educación y cómo esto ha dado paso a un cambio del modelo educativo tra
El documento presenta 25 fotografías de vestimentas de fiestas de épocas pasadas donde no se usaban obligatoriamente los colores blanco y rojo, que actualmente son símbolos de celebración en muchas culturas.
Call Las Vegas Reltor Jeff Mix at 702-510-9625.
Here is a CMA I prepared for 2124 Lipari Ct Las Vegas NV 89123 that is currently listed at 168,800 and 88 per sq ft.
Sales over the last 90 days have been between 105,000 to 188,000 for similar sized homes and between 55 to 87 per ft.
Rents for similar sized homes over last 6 months are between 1350 to 1650 per month.
Penn State Cooperative Extension conducted a survey of 940 school districts to elicit feedback on how Marcellus shale gas drilling is affecting their students and their schools.
Portfolio Profesional Oihane Santiuste Mayo 2010Oihane Car
El documento presenta la experiencia profesional del autor en varios estudios de arquitectura entre 2006 y 2009. Incluye proyectos de diseño, desarrollo y gestión de oficinas, centros deportivos, aeropuertos y viviendas protegidas oficiales en España, Reino Unido y Portugal.
El documento presenta siete motivos para recordar el municipio de Malambo en Colombia. Cada motivo se representa por una flor de color diferente e incluye: la ubicación del municipio junto al Río Grande de la Magdalena (flor azul); la tradición de los indígenas que llegaron antes del año 1120 a.C. (flor dorada); la contribución de personas de Malambo a la independencia de Cartagena (flor roja); la diversidad cultural de la gente del municipio (flor amarilla); la participación en el Carna
El documento presenta oportunidades comerciales en el mercado canadiense. Canadá tiene una población concentrada cerca de la frontera con EEUU, con inglés y francés como idiomas oficiales. El PBI per cápita canadiense es 7-8 veces mayor que el peruano. Se destacan oportunidades en sectores agropecuario, pesquero y textil, con productos como vinos, café, frutas y prendas de vestir. También hay posibilidades en software educativo y servicios de franquicias.
Arma virumque cano (nidicaciones sobre c+¦mo y por qu+® leer la e neida)Deletrea .
La Eneida fue encargada por el emperador Augusto a Virgilio como un poema nacional romano para ensalzar los valores del Imperio y otorgar un origen divino a la familia imperial. Virgilio dedicó los últimos 11 años de su vida a escribir la Eneida, divida en 12 libros que siguen la estructura de la Odisea y la Ilíada de Homero. Narra las aventuras de Eneas tras la caída de Troya y su llegada a Italia, donde funda una nueva Troya y da origen al pueblo
Aquí una presentación en la que hablo sobre el mundo del gofre, su historia, sus tipos, lugares recomendados y una receta para aprender a prepararlos de una forma muy rápida y sencilla.
This document discusses agile development practices and how communities can grow through sharing stories. It provides an overview of agile practices like iterations, standups, retrospectives, and continuous integration. The document suggests forming communities through chartering and using tools like personas and story maps. It asks the reader to reflect on their journey and practice beginner's mind to avoid expertise traps. The overall message is that agile methods are tools to deliver value iteratively while connecting as a community in discovery and growth.
El documento proporciona información sobre el diseño centrado en el usuario y la usabilidad de sitios web. Explica que es importante entender las necesidades, objetivos y comportamientos de los usuarios para crear una interfaz simple, eficiente y satisfactoria. También describe los pasos clave para el diseño como organizar el contenido, estructurar la navegación, optimizar la presentación visual y asegurar la accesibilidad.
This document summarizes lessons learned from holiday email marketing strategies in 2012. It discusses performance of Black Friday and Cyber Monday emails, the success of a sweepstakes campaign in acquiring new subscribers, and ideas for additional holiday email types. Key takeaways include the importance of re-engaging past customers, testing multiple subject lines, and capitalizing on post-holiday sales. Data from 2012 showed benefits of re-mailing on key days and planning extensions when deals are expiring.
La bilis es una secreción acuosa producida por el hígado que ayuda a digerir las grasas y absorber vitaminas. Contiene agua, sales biliares, bilirrubina, colesterol y ácidos grasos. Sus funciones incluyen emulsificar las grasas en el intestino, eliminar desechos y regular el colesterol. Se almacena en la vesícula biliar y se libera al duodeno cuando se ingiere comida.
Lucas g. santiago g. juan g. ramiro z. isaac r.beronyk
Keawe, un hombre valiente y educado, encuentra una casa de sus sueños. Un hombre misterioso le ofrece una botella de cristal que contiene un demonio. Más tarde, Keawe contrae la lepra y decide viajar para recuperar la botella y curarse, pero sufre varios contratiempos que le impiden recuperar la botella y su salud.
La Batalla de Trafalgar resultó en una victoria británica. La flota franco-española estaba mal dirigida y sus tripulaciones eran
inexpertas, mientras que la flota británica, bajo el mando del almirante Nelson, estaba experimentada y mejor equipada. Los
británicos cortaron por el centro la formación enemiga en arco, envolviéndolos. A pesar de la valentía española, la falta de liderazgo
y experiencia de la flota combinada llevó a su derrota.
Working with Cortana is fun. This presentation is for people who are seasoned developer and want to learn more on integrating Cortana with Windows Phone Apps.
Este documento describe diferentes formas abreviadas y alternativas de escribir, incluyendo lenguaje de chat, emoticonos y leet speak. Explica que estas formas facilitan la comunicación al ahorrar tiempo y dinero. También identifica algunas ventajas como la rapidez y creatividad, pero señala posibles desventajas como la pérdida de la ortografía correcta y la formalidad del lenguaje.
El documento resume las celebraciones del 250 aniversario de la inauguración del Real Colegio de Artillería en Segovia. El Rey Juan Carlos I presidió el acto central en el Alcázar de Segovia, donde se entregó una medalla de oro al director de la Academia de Artillería. La academia es considerada el centro de enseñanza militar más antiguo del mundo y ha tenido un papel importante en la modernización del ejército español y el desarrollo científico y tecnológico.
El documento presenta a Alvaro Hervas, un piloto de karting de 11 años de edad. En la temporada 2009 competirá con el equipo Geruco Motorsport en varios campeonatos a nivel nacional e internacional. El documento también describe las oportunidades de patrocinio disponibles para las empresas que deseen apoyar la carrera de Alvaro.
The document describes a five-day bootcamp on quantitative, algorithmic trading and high frequency trading to be held in Milan from May 11-15, 2015. The bootcamp will cover various trading strategies including dispersion trading, trend following, statistical arbitrage, artificial intelligence based strategies, portfolio optimization, market making strategies, and high frequency trading. Topics will include modeling, backtesting, risk management, and coding. Speakers include professors and professionals from hedge funds and trading firms. Attendees will include quantitative analysts, traders, researchers and others interested in breaking into quantitative trading.
An introduction to the API for OnTime for IBMontimesuite
Presentation from the OnTime for IBM API workshop in Shinjuku, Tokyo, Japan on Thursday 19 November 2015. Please contact OnTime support either in Denmark or Japan for more information.
Un'introduzione ai Social Media per aziende B2b:
- 4 miti da sfatare
- 5 buoni motivi per le aziende B2B
- le ragioni del No: quando non conviene approcciare i Social media
Knowledge Management and Intellectual CapitalOla Odejayi
This document provides information about a Knowledge Management and Intellectual Capital Masterclass to be held in Johannesburg, South Africa on April 11-12, 2012. The event will help businesses leverage knowledge management and intellectual capital for economic growth and competitive advantage. Participants will learn strategies for knowledge management, quantifying intellectual capital value, and enhancing market value. The facilitators will provide expertise in areas like knowledge enabled performance, communication, branding, and performance improvement.
The document summarizes a conference on maximizing social media and content strategies for recruitment. The conference aims to equip attendees with skills and strategies for using social media platforms like LinkedIn, Facebook, Twitter, and others to attract, engage, and hire candidates. It will provide best practices for building an employer brand and social recruiting model. Speakers will discuss how to determine the right social channels, create engaging content, and leverage data to identify candidates more cost-effectively. Breakout sessions will cover topics like optimizing multiple social platforms, managing hiring risks through background checks, and using innovative technologies like mobile, video and gamification in recruitment.
Penn State Cooperative Extension conducted a survey of 940 school districts to elicit feedback on how Marcellus shale gas drilling is affecting their students and their schools.
Portfolio Profesional Oihane Santiuste Mayo 2010Oihane Car
El documento presenta la experiencia profesional del autor en varios estudios de arquitectura entre 2006 y 2009. Incluye proyectos de diseño, desarrollo y gestión de oficinas, centros deportivos, aeropuertos y viviendas protegidas oficiales en España, Reino Unido y Portugal.
El documento presenta siete motivos para recordar el municipio de Malambo en Colombia. Cada motivo se representa por una flor de color diferente e incluye: la ubicación del municipio junto al Río Grande de la Magdalena (flor azul); la tradición de los indígenas que llegaron antes del año 1120 a.C. (flor dorada); la contribución de personas de Malambo a la independencia de Cartagena (flor roja); la diversidad cultural de la gente del municipio (flor amarilla); la participación en el Carna
El documento presenta oportunidades comerciales en el mercado canadiense. Canadá tiene una población concentrada cerca de la frontera con EEUU, con inglés y francés como idiomas oficiales. El PBI per cápita canadiense es 7-8 veces mayor que el peruano. Se destacan oportunidades en sectores agropecuario, pesquero y textil, con productos como vinos, café, frutas y prendas de vestir. También hay posibilidades en software educativo y servicios de franquicias.
Arma virumque cano (nidicaciones sobre c+¦mo y por qu+® leer la e neida)Deletrea .
La Eneida fue encargada por el emperador Augusto a Virgilio como un poema nacional romano para ensalzar los valores del Imperio y otorgar un origen divino a la familia imperial. Virgilio dedicó los últimos 11 años de su vida a escribir la Eneida, divida en 12 libros que siguen la estructura de la Odisea y la Ilíada de Homero. Narra las aventuras de Eneas tras la caída de Troya y su llegada a Italia, donde funda una nueva Troya y da origen al pueblo
Aquí una presentación en la que hablo sobre el mundo del gofre, su historia, sus tipos, lugares recomendados y una receta para aprender a prepararlos de una forma muy rápida y sencilla.
This document discusses agile development practices and how communities can grow through sharing stories. It provides an overview of agile practices like iterations, standups, retrospectives, and continuous integration. The document suggests forming communities through chartering and using tools like personas and story maps. It asks the reader to reflect on their journey and practice beginner's mind to avoid expertise traps. The overall message is that agile methods are tools to deliver value iteratively while connecting as a community in discovery and growth.
El documento proporciona información sobre el diseño centrado en el usuario y la usabilidad de sitios web. Explica que es importante entender las necesidades, objetivos y comportamientos de los usuarios para crear una interfaz simple, eficiente y satisfactoria. También describe los pasos clave para el diseño como organizar el contenido, estructurar la navegación, optimizar la presentación visual y asegurar la accesibilidad.
This document summarizes lessons learned from holiday email marketing strategies in 2012. It discusses performance of Black Friday and Cyber Monday emails, the success of a sweepstakes campaign in acquiring new subscribers, and ideas for additional holiday email types. Key takeaways include the importance of re-engaging past customers, testing multiple subject lines, and capitalizing on post-holiday sales. Data from 2012 showed benefits of re-mailing on key days and planning extensions when deals are expiring.
La bilis es una secreción acuosa producida por el hígado que ayuda a digerir las grasas y absorber vitaminas. Contiene agua, sales biliares, bilirrubina, colesterol y ácidos grasos. Sus funciones incluyen emulsificar las grasas en el intestino, eliminar desechos y regular el colesterol. Se almacena en la vesícula biliar y se libera al duodeno cuando se ingiere comida.
Lucas g. santiago g. juan g. ramiro z. isaac r.beronyk
Keawe, un hombre valiente y educado, encuentra una casa de sus sueños. Un hombre misterioso le ofrece una botella de cristal que contiene un demonio. Más tarde, Keawe contrae la lepra y decide viajar para recuperar la botella y curarse, pero sufre varios contratiempos que le impiden recuperar la botella y su salud.
La Batalla de Trafalgar resultó en una victoria británica. La flota franco-española estaba mal dirigida y sus tripulaciones eran
inexpertas, mientras que la flota británica, bajo el mando del almirante Nelson, estaba experimentada y mejor equipada. Los
británicos cortaron por el centro la formación enemiga en arco, envolviéndolos. A pesar de la valentía española, la falta de liderazgo
y experiencia de la flota combinada llevó a su derrota.
Working with Cortana is fun. This presentation is for people who are seasoned developer and want to learn more on integrating Cortana with Windows Phone Apps.
Este documento describe diferentes formas abreviadas y alternativas de escribir, incluyendo lenguaje de chat, emoticonos y leet speak. Explica que estas formas facilitan la comunicación al ahorrar tiempo y dinero. También identifica algunas ventajas como la rapidez y creatividad, pero señala posibles desventajas como la pérdida de la ortografía correcta y la formalidad del lenguaje.
El documento resume las celebraciones del 250 aniversario de la inauguración del Real Colegio de Artillería en Segovia. El Rey Juan Carlos I presidió el acto central en el Alcázar de Segovia, donde se entregó una medalla de oro al director de la Academia de Artillería. La academia es considerada el centro de enseñanza militar más antiguo del mundo y ha tenido un papel importante en la modernización del ejército español y el desarrollo científico y tecnológico.
El documento presenta a Alvaro Hervas, un piloto de karting de 11 años de edad. En la temporada 2009 competirá con el equipo Geruco Motorsport en varios campeonatos a nivel nacional e internacional. El documento también describe las oportunidades de patrocinio disponibles para las empresas que deseen apoyar la carrera de Alvaro.
The document describes a five-day bootcamp on quantitative, algorithmic trading and high frequency trading to be held in Milan from May 11-15, 2015. The bootcamp will cover various trading strategies including dispersion trading, trend following, statistical arbitrage, artificial intelligence based strategies, portfolio optimization, market making strategies, and high frequency trading. Topics will include modeling, backtesting, risk management, and coding. Speakers include professors and professionals from hedge funds and trading firms. Attendees will include quantitative analysts, traders, researchers and others interested in breaking into quantitative trading.
An introduction to the API for OnTime for IBMontimesuite
Presentation from the OnTime for IBM API workshop in Shinjuku, Tokyo, Japan on Thursday 19 November 2015. Please contact OnTime support either in Denmark or Japan for more information.
Un'introduzione ai Social Media per aziende B2b:
- 4 miti da sfatare
- 5 buoni motivi per le aziende B2B
- le ragioni del No: quando non conviene approcciare i Social media
Knowledge Management and Intellectual CapitalOla Odejayi
This document provides information about a Knowledge Management and Intellectual Capital Masterclass to be held in Johannesburg, South Africa on April 11-12, 2012. The event will help businesses leverage knowledge management and intellectual capital for economic growth and competitive advantage. Participants will learn strategies for knowledge management, quantifying intellectual capital value, and enhancing market value. The facilitators will provide expertise in areas like knowledge enabled performance, communication, branding, and performance improvement.
The document summarizes a conference on maximizing social media and content strategies for recruitment. The conference aims to equip attendees with skills and strategies for using social media platforms like LinkedIn, Facebook, Twitter, and others to attract, engage, and hire candidates. It will provide best practices for building an employer brand and social recruiting model. Speakers will discuss how to determine the right social channels, create engaging content, and leverage data to identify candidates more cost-effectively. Breakout sessions will cover topics like optimizing multiple social platforms, managing hiring risks through background checks, and using innovative technologies like mobile, video and gamification in recruitment.
Creating an Unmistakable Talent Brand and World Class Recruitment TeamMary Pratt
A deep dive into creating an unmistakable Talent Brand and Rock Star Talent Acquisition Department working on focus points including Brand Awareness, Self Awareness, Steps to Creating Talent Brand Strategies, Steps to Rock Start Talent Acquisition Departments with a focus on companies who are doing it such as LV= in the UK and Menlo Innovations in the USA. Hope you enjoy! :)
The document provides an overview of HR policies and practices at Aditya Birla Group, a large Indian conglomerate. It discusses the group's recruitment process which includes job descriptions, competency mapping, interviews and assessments. It also summarizes the 360 degree appraisal process and talent management initiatives like development centers, individual development plans, and talent reviews. Continuous learning is emphasized through the Gyanodaya institute and programs like PRATIBIMB and ANUBHAV.
Pre-Employment Engagement: Becoming a Talent Magnet and Developing World Clas...The HR Observer
• Why talent branding is here to stay and where you should start with your talent brand strategy
• Reviewing the “faux paus” of talent brand and how to avoid them
• Why some talent acquisition departments fail and how to get your ship in order with world class talent acquisition
• Engaging with your candidate: discussing brand and candidate experience from attraction onboarding with engagement in mind
Mary Pratt, Recruiting & Talent Brand Coach
Graduate Leadership and Management Professional Online Training (Picture)Richard Abidemi
A professional certification programme on Graduate Leadership and Management Professional (GLMP) on Employability Skills, Job Readiness and Enterprise Development.
EVPs - Beyond the Theory: the challenges of EVP implementationHavas People
More and more organisations are viewing a clearly articulated employer brand as a powerful tool to help recruit – and retain – the right talent.
However, in our experience, the process can falter when we move beyond the theoretical research and creative development stages and actually implement and activate an Employee Value Proposition (EVP) within an organisation.
Graeme Wright, Strategy Director at Havas People; Sarah Cheyne, Global Head of Talent Acquisition Brand and Attraction at Zurich Insurance Group; Nick Francis, Creative Director at Casual Films and Danni Brace, Head of Global Client Development at Havas People explore the issues around EVP implementation – and what you can do to address them.
Case studies on the challenges from a marketing/branding perspective as well as the role of video in bringing the employer branding alive are presented. And we look at a successful example of brand creation and activation from a well-known consumer brand.
This document advertises a conference on maximizing social media and content strategies for talent acquisition. The conference aims to provide recruitment professionals with skills and strategies for leveraging various social media platforms like LinkedIn, Facebook, and YouTube to attract and engage candidates. Speakers from companies like Google, Bank of America, and Dell will share best practices on topics like building an employer brand on social media, evaluating different social channels, and using metrics to measure the impact of social recruiting. The event also includes workshops on mobile recruiting, video recruiting, and content marketing strategies.
BarCamp WebLinksWorld - 16.50 Social media and Networking governance (Joris)Westtoer apb
The document discusses social media and networking, outlining concerns around productivity loss, reputation damage, and lack of control or experience with social media. It then addresses embracing social media for benefits like customer acquisition, marketing, and sales. Finally, it provides recommendations around building awareness, creating social media policies and guidelines, training, and monitoring social media presence.
Frontline management profiling study potentials and pitfalls in leading mil...Salt & Light Ventures
Presented by Liza Manalo-Mapagu at the 6th Happy at Work Conference on June 14, 2016.
This study was initiated using a competency framework to look into the critical dimensions impacting performance at the frontline management level. Participants will be able to gauge the readiness and competency levels of team leaders and the possible interventions to address the developmental areas both on company and industry levels.
As an HR-OD practitioner, she specialized in test development, competency-based assessment, training and consulting on HR capability building programs from talent acquisition on to talent management. She now oversees HR Avatar US’ assessment program implementation in SEA, Middle East and China.
Panel: Putting Together a Global Talent Acquisition Strategy | Talent Connect...LinkedIn Talent Solutions
Talent acquisition leaders in the U.S. and from around the world share what works, what doesn’t, and their core lessons learned when building out or scaling a global talent strategy.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
This document provides 10 tips for startup branding. It discusses establishing a brand identity aligned with company goals, developing clear messaging and positioning, focusing on customers, implementing a Net Promoter Score system, managing the brand like a flagship product with ongoing development, ensuring a good user experience, allocating a brand budget, taking a team approach to branding, treating the brand as a living entity that needs ongoing nurturing, and provided resources for further information.
Marius Meyer - SABPP IPM NAMIBIA 12 AUGUST 2014SABPP
The document discusses the development of national HR standards in South Africa and Namibia. It provides an overview of an event held by SABPP, which included discussions on HR trends, the state of the HR profession, and the development of an HR competency model and national HR standards. Key topics included the need to professionalize HR and ensure consistent, high quality HR practices through the establishment of standards. The event highlighted South Africa and Namibia's leadership in developing national HR standards to raise the bar for the HR profession.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
The document summarizes a web seminar on developing global leaders for success. It discusses the urgent need for global leaders, examines the characteristics of successful global leaders, and provides a checklist for developing a global leadership program. The seminar aims to explore what makes a good global leader, how top companies cultivate global leaders, and how attendees can grow into global leaders themselves.
Ogilvy and Mather is a large global advertising agency founded in 1948 that operates 497 offices in 125 countries. It helps build recognizable brands and is led by CEO Miles Young and other top executives. The agency focuses on 360-degree brand stewardship through discovery, strategy, and execution. It has diversified into areas like public relations, digital and interactive marketing, and Islamic branding. Ogilvy aims to transition to producing content and collaborating more closely with consumers through co-creation, thought leadership, and digital marketing.
The document summarizes the results of a survey of 347 business and HR leaders from 15 African countries on the key human capital trends in Africa. It finds that the top 5 trends in order of importance are: 1) Leadership, 2) Retention and engagement, 3) Workforce capability, 4) Reskilling the HR function, and 5) Talent acquisition and access. However, readiness to address these trends is low, with the largest gaps being 35% for leadership and 27% for retention and engagement, showing that while these issues are seen as urgent, many organizations are unprepared for them.
The document discusses the development of national HR standards in South Africa by the South African Board for People Practices (SABPP), including an overview of the standards development process, support received from various organizations, and the benefits of establishing consistent HR standards for improving people management practices.
This document summarizes a presentation given by Rre Elijah Litheko, CEO of IPM, to discuss emerging trends in the HR field. Litheko discusses how the world is changing with increased connectivity, technology advances, and less ability to predict the future. HR professionals must innovate to stay competitive and collaborate to remain ahead of changes. Litheko promotes the benefits of professional recognition and membership with IPM, including credentials, career support, learning opportunities, and contributing to the profession through mentoring.
Similar to Astd social media employer branding workshop copy copy 2 (20)
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Astd social media employer branding workshop copy copy 2
1. Employer Branding &
Social Media
Presented by
Leonie Pentz Nino Haasbroek
AIMS International Leonino Consulting
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
2. global study results
• 84% companies believe a clearly defined
strategy is key to achieving employer branding
objectives
• 71% employees say obtaining an adequate
budget is number 1 challenge in managing an
employer brand
• 59% companies leverage career website for
communicating the employer brand
* Used with permission - 2011 Employer Brand International (EBI) Employer Branding Global Study
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
3. global study results
• 55% employees believe it’s important other
people want to work for their employer
• 44% of companies use social media to
enhance their employer brand
• 18% of marketing departments are
responsible for the employer brand strategy
* Used with permission - 2011 Employer Brand International (EBI) Employer Branding Global Study
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
4. global study results
• Defining the employer value proposition (EVP) is most
the effective initiative (9% of respondents)
• the emerging practice of talent pool development is
ranked number 16 at 2%
* Used with permission - 2011 Employer Brand International (EBI) Employer Branding Global Study
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
5. “The most successful strategies are reported by
companies that are using a hybrid approach
with teams of HR, marketing or communications
with strong links to external partners completing
the team. The 10% growth in employer brand
manager listings in the past two years also
suggests many companies are now creating
specific functions to manage their strategy. The
future looks bright for employer branding
professionals.”
* Used with permission - 2011 Employer Brand International (EBI) Employer Branding Global Study
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
6. How to ensure your
Employer Brand is tops
• consumer-style approach to recruitment
• consistency between internal & external marketing
communications
• employees who ‘live the brand’
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
7. How to ensure your
Employer Brand is tops
• This approach requires a new breed of managers who
by profession are marketers, but are employed in
human resources
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
8. How to ensure your
Employer Brand is tops
• Find tribes inside and outside of your organisation
• TRIBES = groups of people sharing the same lifestyle,
passion or need
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
9. Every organisation has
an Employer Brand
• Are you actively managing yours?
• Find out what it means and what it stands for
• Speak to your recruiter - does your brand help
them recruit for you?
• Listening to Social Media chatter is risk free –
It is also ‘look before you leap’
• Define your organisation’s attitude to Social
Media risk
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
10. Employer vs Consumer
Brand
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
11. Employer vs Consumer
Brand
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
12. Employer Brand Consumer Brand
(EVP) (CVP)
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
13. Employer Brand Consumer Brand
(EVP) (CVP)
Committed Employees Products & Services
Reward Reputati Product Reputati
Leaders Culture Service Service
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
14. Where do I start?? -
find your tribe
• find out who you
should be talking to?
• where and how do
they spend their
time?
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
15. Generations Y’s view
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
16. Generations Y’s view
Baby Boomers Generation X Generation Y
1946 - ’65 1966 - ’77 1978 - ‘98
Confident ✔ ✔ ✔
Techno-savvy ✔ ✔
Team-oriented ✔ ✔
Personal Growth ✔
Pragmatic ✔
Globally Conscious ✔
Diverse ✔ ✔
Optimistic ✔ ✔
Entrepreneurial ✔ ✔ ✔
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
17. Social Media
Demographics
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
18. Social Media
Demographics
Baby Boomers Generation X Generation Y
1946 - ’65 1966 - ’77 1978 - ‘98
facebook 34% 20% 45%
twitter 26% 27% 47%
linkedin 41% 25% 34%
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
22. Employer brand
Employer brand
Corporate brand
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
23. In the beginning - all business was social
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
24. What has changed?
• business started scaling
• social could not scale so it stared disappearing from
business
• corporates started developing some really bad habits -
segmenting customers??targeting people?? guerilla
marketing??
• are we at war with our customers??
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
25. What is social
media?
• to understand social media, you do not
need to understand technology - you
need to understand human social
behaviour
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
26. Understanding human
social behaviour
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
27. Understanding human
social behaviour
• people have an innate desire to be helpful
• people need a sense of purpose
• people value fairness
• people love to do what others do
• people love recognition and status
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
28. Rules of engagement
• be active (lead, connect, upset somebody!)
• be humble
• be interesting - do you have a story?
• be unprofessional
• be honest
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
29. Rules of engagement
• Accept that consumers are now empowered to
act as social beings
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
30. Rules of engagement
• transform your business
processes into social
processes
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
31. Rules of engagement-
a social process is not:
• traditional business
processes using
social platforms
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
32. Rules of engagement -
a social process is:
• engaging human passion, reciprocity and
sense of fairness to get others whose ‘job’ it is
not to do so, to help you do your job
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
34. Create YOUR social
recruiting strategy
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
35. Create YOUR social
recruiting strategy
Connect Attract Recruit
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
36. Recruiting and Social
Media
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
37. Recruiting and Social
Media
Make Offer/
Attract Source Engage Screen
Onboard
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
38. Four C’s of Social Media
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
39. Four C’s of Social Media
Connection
Content Collaboration
Conversation
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
40. Social Media for
Recruiting
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
41. Social Media for
Recruiting
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
42. SOCIAL NETWORKS
One size does not fit all. Which social network is relevant for recruiting, for my
brand, my message and my target audience?
?
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
43. SOCIAL NETWORKS
One size does not fit all. Which social network is relevant for recruiting, for my
brand, my message and my target audience?
?
big
small
professional fun
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
44. SOCIAL MEDIA
LEARNINGS
Social Media is a process not an event
Event-driven VS Process-driven
• Employer Branding Campaign • (Ongoing) conversation
• Career Fair • Dialogue (includes listening)*
• Company Brochure
* 17% of students / graduates have actively contributed to or contacted a company via social
networks
Source: Survey by OSCAR, talential, squeaker.net, respondends: Students
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
45. SOCIAL MEDIA
LEARNINGS
Social Media is a process not an event
Event-driven VS Process-driven
• Employer Branding Campaign • (Ongoing) conversation
• Career Fair • Dialogue (includes listening)*
• Company Brochure
Social Media
* 17% of students / graduates have actively contributed to or contacted a company via social
networks
Source: Survey by OSCAR, talential, squeaker.net, respondends: Students
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
46. SOCIAL MEDIA PITFALLS
Friending your manager on Facebook and then complaining
about your job could get you fired
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
49. Be SMART!
• Ownership of Social Media is irrelevant
• Perfect = Social media instills a collaborative approach
and breaks down silos.
• understand your social media goals and objectives and
how they tie into your overall company goals.
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
60. The old communication
model was a monologue
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
61. Only 14% of people trust
advertisements
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
62. 78%
Of people trust the
recommendations
of other consumers.
NIELSEN “TRUST IN ADVERTISING” REPORT, OCTOBER 2007
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
63. 14% vs 78%
HMM....
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
64. The new communication
The new communication model
a dialogue.
model isisdialogue
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
65. which means it’s....
TRANSPARENT
INCLUSIVE
AUTHENTIC
VIBRANT
CONSUMER-DRIVEN
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
67. And it’s NOT...
CONTROLLED
ORGANIZED
EXCLUSIVE
PRODUCT-DRIVEN
“ON MESSAGE”
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
68. “Content is the new democracy and we
the people, are ensuring that our voices
are heard.”
Brian Solis, “The Social Media Manifesto”
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
69. “Content is the new democracy and we
the people, are ensuring that our voices
are heard.”
Brian Solis, “The Social Media Manifesto”
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
70. PEOPLE ARE TALKING
ABOUT YOUR BRAND.
RIGHT NOW.
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
71. 34% Post
opinions
about
products &
brands on
their blog
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
72. 34% Post
opinions
about
products &
brands on
their blog
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
73. 36%
Think more positively about
companies that have blogs
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
74. 32%
trust bloggers’ opinions
on products & services
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
75. Tomorrow’s consumers are
Tomorrow’s consumers are today’s
“digital natives.” “digital natives.”
today’s
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
76. AND THEY DON’T CARE
ABOUT YOUR AD.
THEY CARE WHAT THEIR
FRIENDS THINK.
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
77. Translation:
THE TRAIN IS LEAVING
THE
STATION.
WITH OR WITHOUT
YOU.
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
78. HOW DO I
GET ON
THE TRAIN?
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
79. EASY.
JUST GET ON!
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
80.
81. “It’s about conversations,
and the best communicators
start as the best listeners.”
Brian Solis, Social Media Manifesto
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
86. IT IS A DIALOGUE, NOT
A MONOLOGUE.
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
87. IT IS A DIALOGUE, NOT
A MONOLOGUE.
I absolutely adore
the food at the Me too!
restaurant And isn’t the
bartender just
dreamy
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
91. A word of caution...
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
92. Don’t mess with
people!
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
93. “Any blog that
spins the truth will
be found out. In a
world of social OPEN
media honesty is HONEST
the only policy.”
AUTHENTIC
DIALOGUE
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
94. I love them this much!
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
114. Data Credits
• FACEBOOK: MORE POPULAR THAN PORN
Time, October 13, 2007
http://www.time.com/time/business/ar ticle/0,8599,1678586,00.html?xid=newsletter-weekly
• IAB PLATFORM STATUS REPORT: USER GENERATED CONTENT, SOCIAL MEDIA, AND ADVERTISING - AN OVERVIEW,
APRIL 2008
http://www.iab.net/media/file/2008_ugc_platform.pdf
• BRANDING 2.0 & SOCIAL MEDIA, SAMPAD SWAIN
http://managementchords.blogspot.com
• NIELSEN “TRUST IN ADVERTISING” REPORT, OCTOBER 2007
http://www2.acnielsen.com/reports/documents/TrustinAdvertisingOct07.pdf
• SOCIAL MEDIA MANIFESTO, BRIAN SOLIS
http://www.briansolis.com/2007/06/future-of-communications-manifesto-for.html
http://www.scribd.com/doc/258055/Social-Media-Manifesto-by-Brian-Solis
• CONSUMER 2.0 FIVE RULES TO ENGAGING A NEW BREED OF CONSUMER BY MR.YOUTH AND REPNATION MEDIA,
APRIL 2008
http://www.scribd.com/doc/2898474/Consumer-20
• UNIVERSAL MCCANN COMPARATIVE STUDY ON SOCIAL MEDIA TRENDS APRIL 2008
http://www.universalmccann.com/Assets/2413%20-%20Wave%203%20complete%20document%20AW
%203_20080418124523.pdf
• EXECUTIVES NOW CHALLENGING HR AND MARKETING FOR RESPONSIBILITY OF THE EMPLOYER BRAND STRATEGY
OCTOBER 2011 http://www.employerbrandingonline.com/news/research/346-new-research-findings-ebis-2011-employer-
branding-global-research-study.html
AIMS International South Africa Talent Acquisition & Talent Management Worldwide
http://www.globalrecruitingroundtable.com/2011/10/17/2011-global-employer-branding-study-results-incl-infographic/#.T1XrUmWuhZM \n2011 Global Employer Branding Study Results\nExecutives now challenging HR and Marketing for responsibility of the Employer Brand strategy\nIn an era of social media dominance where employer branding continues to develop around the world, HR and Marketing are now being challenged by Executives for control of the Employer Brand strategy in new survey findings from Employer Brand International. The global research study surveyed more than 1700 organizations worldwide.\nThe study found Executives are taking more responsibility for the employer brand strategy with a 13% increase over the past two years at the same time HR departments solely responsible for the strategy has declined by 12%. Interestingly, in Russia more Executives are responsible for the strategy than the HR department highlighting that leaders in emerging markets are taking a more strategic approach and aligning employer branding to organizational strategy compared to companies who were early adopters in the USA and UK.\nCompanies who invest in developing their employer brand can expect an increase in employee engagement and ease in attracting candidates with 38% of companies rating them as the main benefits of their employer brand strategy, according to a wide-ranging global survey from Employer Brand International. The study released today also found the rush by companies to shift expenditure into social media to build online communities they can recruit from and engage with, has resulted in a 209% increase since 2009 in social media usage by companies to communicate their employer brand.Employer Brand International Chairman and CEO Brett Minchington said, “The research shows how far employer branding has evolved over the past three years, especially in emerging markets such as Russia and Poland. The findings underscores how important it was for companies to take a strategic approach to managing the employer brand, clearly define their strategy, develop relevant metrics and allocate sufficient resources to the most effective initiatives.”\nWhilst job growth has slowed in many markets around the world since the global financial crisis in 2008, companies continue to invest in their employer brand with 33% of companies planning to increase their investment in 2011/2012.\nWhilst the survey found employer branding continues to climb higher on the leadership agenda many organizations lack the capability to leverage their employer brand due to the absence of a clearly defined strategy. The survey found only 14% of companies has developed a clear strategy for their employer brand. Understandably, respondents also said having a clearly defined strategy is the key to achieving their employer brand strategy.\n\n
Similar to EBI’s first global benchmark study in 2009, the importance of strong leadership and engaging leadership is a key ingredient to the success of the employer brand strategy. If you can’t engage leaders in South Africa in employer branding it’s game over with 87% of companies reporting CEO engagement is critical to achieving employer branding objectives.\nCareer development (86%), corporate reputation and culture (84%) and work environment (84%) are the most important attributes a company can promote when trying to attract talent to their organization. The research supports the populist view that intangibles are now responsible for the majority of contribution to shareholder value.\nCompanies are relying on a range of metrics to measure the success of their employer branding investments, with 38% tracking retention rates.  Some 33% of respondents are tracking employee engagement, 29% record the quality of hire and 27% measure the cost per hire. A company’s ranking in a ‘best place to work’ survey or similar awards programs was number eleventh on the list with only 15% of companies using it as a metric to measure their return on investment.\n
Companies are relying on a range of metrics to measure the success of their employer branding investments, with 38% tracking retention rates.  Some 33% of respondents are tracking employee engagement, 29% record the quality of hire and 27% measure the cost per hire. A company’s ranking in a ‘best place to work’ survey or similar awards programs was number eleventh on the list with only 15% of companies using it as a metric to measure their return on investment.\n
Employer Brand International Chairman and CEO Brett Minchington\nSurvey conducted in 2010 within UK, Turkey, SA, NZ,Poland, Russia, South America, Ukraine, USA/ Canada UAE 1789 respondents \n68% female 32% male\n23% Manager, 18% SNR Manger 11% Officer\n62% >1000 employees , 22% 5000+ Employees, 17% 1001 - 5000 Employees\n
Look at Hermawan Kertajaya - top Marketing Guru and how he has defined marketing in his - “the world is still round but marketing is already flat “- theory and apply this to Employer Marketing Principles.\n
You might ask yourself: is this MY JOB???\nShort answer is YES IT IS!!\n\n
\n
Who has done a search on twitter for your company name to see what people are saying about you? \nThis is the quickest way to find out what people are saying about you..whether you monitor or not - the are talking about you ANYWAY!\n
The same principles apply: Caltex example \n\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
The principles are the same - you want consumers to become brand ambassadors - something that the Tobacco companies needed to understand years ago due to their advertising freedom being regulated. They quickly built a network of individuals who would act as walking advertisements for their brands! In the same way - you want all Employees to ‘live your brand’ and be brand ambassadors. From the CEO to the tea lady.\n
What is the demographic of YOUR ideal employee?? This might have to be done per JOB TYPE per Department, etc. Where do you do most recruitment? Which areas are most challenging to source, attract and RETAIN your talent??\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
For example: \nThe stuyvesant ad “international passport to smoking pleasure “\nlifestyle shared was ‘the world at play’. Who does not remember the CAMEL MAN ADS?? \nWhen they took cigarette ads off-line, tobacco companies started building ‘brand’ communities around lifestyle leaders - people who would be community leaders and lived or aspired to living the lifestyle the brand promoted. ENTER - Rock Concerts, Yacht races, etc.\n\n
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Work life balance as become redefined. \nThe modern employee demands a flexible day in order to take care of family, private business and work objectives where lines have become fuzzy.\n
Work life balance as become redefined. \nThe modern employee demands a flexible day in order to take care of family, private business and work objectives where lines have become fuzzy.\n
Work life balance as become redefined. \nThe modern employee demands a flexible day in order to take care of family, private business and work objectives where lines have become fuzzy.\n
Thrust of this talk from Becky Folb, global talent acquisition manager (digital marketing)at NOKIA is: personalise the business so that you can talk to potential candidates. You do not own the conversation\n - a big culture shift for employers.\n
Thrust of this talk from Becky Folb, global talent acquisition manager (digital marketing)at NOKIA is: personalise the business so that you can talk to potential candidates. You do not own the conversation\n - a big culture shift for employers.\n
Thrust of this talk from Becky Folb, global talent acquisition manager (digital marketing)at NOKIA is: personalise the business so that you can talk to potential candidates. You do not own the conversation\n - a big culture shift for employers.\n
Thrust of this talk from Becky Folb, global talent acquisition manager (digital marketing)at NOKIA is: personalise the business so that you can talk to potential candidates. You do not own the conversation\n - a big culture shift for employers.\n
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Andreas M. Kaplan *, Michael Haenlein\n# 2009 Kelley School of Business, Indiana University.\n
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Be curious, ask questions, make people feel important.\nCommit to the tribe.\nChallenge the status quo.\nBeing a leader gives you charisma, not the other way round!\n
If you are not sincere, human and committed your tribe will not grow. You will fail. People - your employers and consumers have access to information!! They are going to call your bluff!!\n
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Question for the audience: Would you befriend your boss? What about your colleagues?\n
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Set your goals!\nDetermine who owns social media.  Whether it’s marketing, PR, or communications is irrelevant.  In a perfect social media world for businesses, social media instills a collaborative approach and breaks down silos.\nWhat’s important is to understand your social media goals and objectives and how they tie into your overall company goals.\nKeep it Specific, Measurable, Attainable, Realistic/Relevant, and Timely (aka be SMART!).\n
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Pleasure meets business. A timeline of events, integrates business and pleasure. Potential employees search facebook for other employees to research the culture\n
Fluent conversations take place here. Excellent brand monitoring tools and analytics data. \nDell computers can trace their tweets to generating $3 million in sales. \n
One of the newer social networks to make a splash. Communicate in mood boards. \n
Professional. \n
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Now that you have opened up our accounts, what to do next?\n
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In traditional media, i.e TV, newspapers etc. \n
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In 2010, Millenials/Gen Y-ers outnumbered Baby Boomers.\n\nThey already wield $350 BILLION/ year in direct spending power.\n\nMILLENIALS SPEND >16 HOURS/WEEK ONLINE.\n\n96% OF THEM HAVE JOINED A SOCIAL NETWORK.\n\n\n
They have an average of 53 online friends. (Actual friends)\n
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It is really not that difficult, you already more than likely have the tools to make it happen. \n
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Just putting out random content all the time is not a conversation. Search for where people are talking about you. \n
{hint: share some stuff}\n
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“THE GOAL IS NOT TO CONTROL THE CONVERSATION.”\n\n
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CREATE OPPORTUNITIES FOR PEOPLE TO FEEL OWNERSHIP OF THE BRAND.\n\nGive THEM SOMETHING TO TALK ABOUT.\n\nMake them love you (or hate you).\nJust don’t let them leave indifferent.\n\n
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Make everyone a brand ambassador!\n
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Truly living your vision and mission. “How can we help you?”\n
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A SME bandwidth resale and web hosting company. Afrihost shares new office space online. \n