This webinar presentation looks at ways to build the case for employer branding. The third in our 30+3 webinar series, Creating Employer Brand Value delves into critical employer brand planning elements including employer brand value and ROI.
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
Employees Training Proposal Powerpoint Presentation SlidesSlideTeam
"You can download this product from SlideTeam.net"
Providing continuous training opportunities to the employees really helps the companies to function efficiently and effectively. Such a training program requires detailed planning and attention to detail. SlideTeam presents you with an employee training proposal PowerPoint Presentation. Use this PPT to present a professional employee training proposal with ease. With the help of this well written and comprehensive proposal, explain the training needs. Also, describe the related activities and analyze different ways to test the effectiveness of training. Use this employee training proposal PPT to mention different departments and positions that might be affected by the training. This proposal PowerPoint slideshow enables you to explain how the employee training process can benefit the company. Avail this professional proposal to initiate rapid improvement in your employees. We provide you slides where you can mention your training objectives such as team-building workshops, time management, and productivity. Achieve a clear understanding of the correct leadership and management with the help of this proposal PPT. Provide your employees with proper planning to handle time management issues, leadership, and moral issues and performance issues. Provide your audience with a detailed overview of the entire process which you undertake for the employee planning. Elaborate on your assessments, analysis and training curriculums. With the help of this well-formatted proposal, explain your onlookers about your core values, mission, and vision of the company. Therefore, download this employee training proposal now and take your organization to a greater height by providing appropriate training to your employees. https://bit.ly/3lcPpCE
Bob Johnson goes beyond the basics to look at how we can strengthen our employer brands. And, he unveils our new All-Way Brand Alignment model. He also looks at the impact of review sites on talent attraction
This is the first in our 30+3 Webinar Series: "The Employer brand. The what, why and how of employer branding." It is a high-level overview of employer branding - what it is, why it's important and how to get started. We also provide 3 action items designed to help you make your employer brand stronger.
The Recruiting Revolution: How Technology is Transforming Talent AcquisitionKip Michael Kelly
We are living through an exciting era in technology development—the emergence of interactive, social media and virtual technologies whose business applications are not yet fully realized. While marketing professionals have been quick to embrace the potential of these technologies for product placement, branding and sales, HR and talent management professionals have approached them with a little more caution as they explore how interactive, social media and virtual world technologies can be effectively applied to attract talent to their organizations. This white paper: Identifies some of the major players in social media and describes their main features;Examines the pros and cons of using social media, simulations and virtual world technologies to expand talent pools and to identify good job candidates;Explores how leading organizations are using these technologies in their HR practices, and;Provides HR and talent management professionals with information they can use to help them incorporate social media and virtual technologies into their organizations’ hiring practices.
It is a comprehensive view about the major Talent management practices inside Unilever and a very brief view about their CSR activities which is widely acclaimed worldwide.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
The eighth edition of the Creativity in PR study explores the sector's creative evolution as it emerges from the unique challenges of the past two years.
The 2022 Report, co-authored by PRovoke Media and Now Go Create, in partnership with FleishmanHillard, is based on a survey of more than 200 agency and in-house executives from across the world, which took place earlier this year.
Content Marketing event from the LinkedIn offices in Singapore.
1. Introduction to Content Marketing
2. How to Plan your Content Marketing
3. Best Practice Posting Updates on LinkedIn
Workshop for staffing leaders: Lead generation with social mediaLinkedIn Italia
Alex Charraudeau spiega ai leader nell'ambito dello staffing come far crescere il proprio business con LinkedIn, e in particolare come usare i social media per la lead generation.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
Employees Training Proposal Powerpoint Presentation SlidesSlideTeam
"You can download this product from SlideTeam.net"
Providing continuous training opportunities to the employees really helps the companies to function efficiently and effectively. Such a training program requires detailed planning and attention to detail. SlideTeam presents you with an employee training proposal PowerPoint Presentation. Use this PPT to present a professional employee training proposal with ease. With the help of this well written and comprehensive proposal, explain the training needs. Also, describe the related activities and analyze different ways to test the effectiveness of training. Use this employee training proposal PPT to mention different departments and positions that might be affected by the training. This proposal PowerPoint slideshow enables you to explain how the employee training process can benefit the company. Avail this professional proposal to initiate rapid improvement in your employees. We provide you slides where you can mention your training objectives such as team-building workshops, time management, and productivity. Achieve a clear understanding of the correct leadership and management with the help of this proposal PPT. Provide your employees with proper planning to handle time management issues, leadership, and moral issues and performance issues. Provide your audience with a detailed overview of the entire process which you undertake for the employee planning. Elaborate on your assessments, analysis and training curriculums. With the help of this well-formatted proposal, explain your onlookers about your core values, mission, and vision of the company. Therefore, download this employee training proposal now and take your organization to a greater height by providing appropriate training to your employees. https://bit.ly/3lcPpCE
Bob Johnson goes beyond the basics to look at how we can strengthen our employer brands. And, he unveils our new All-Way Brand Alignment model. He also looks at the impact of review sites on talent attraction
This is the first in our 30+3 Webinar Series: "The Employer brand. The what, why and how of employer branding." It is a high-level overview of employer branding - what it is, why it's important and how to get started. We also provide 3 action items designed to help you make your employer brand stronger.
The Recruiting Revolution: How Technology is Transforming Talent AcquisitionKip Michael Kelly
We are living through an exciting era in technology development—the emergence of interactive, social media and virtual technologies whose business applications are not yet fully realized. While marketing professionals have been quick to embrace the potential of these technologies for product placement, branding and sales, HR and talent management professionals have approached them with a little more caution as they explore how interactive, social media and virtual world technologies can be effectively applied to attract talent to their organizations. This white paper: Identifies some of the major players in social media and describes their main features;Examines the pros and cons of using social media, simulations and virtual world technologies to expand talent pools and to identify good job candidates;Explores how leading organizations are using these technologies in their HR practices, and;Provides HR and talent management professionals with information they can use to help them incorporate social media and virtual technologies into their organizations’ hiring practices.
It is a comprehensive view about the major Talent management practices inside Unilever and a very brief view about their CSR activities which is widely acclaimed worldwide.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
The eighth edition of the Creativity in PR study explores the sector's creative evolution as it emerges from the unique challenges of the past two years.
The 2022 Report, co-authored by PRovoke Media and Now Go Create, in partnership with FleishmanHillard, is based on a survey of more than 200 agency and in-house executives from across the world, which took place earlier this year.
Content Marketing event from the LinkedIn offices in Singapore.
1. Introduction to Content Marketing
2. How to Plan your Content Marketing
3. Best Practice Posting Updates on LinkedIn
Workshop for staffing leaders: Lead generation with social mediaLinkedIn Italia
Alex Charraudeau spiega ai leader nell'ambito dello staffing come far crescere il proprio business con LinkedIn, e in particolare come usare i social media per la lead generation.
In this 45 min webcast, suitable for any size Recruitment Agency, you will learn -
• How, with just 15 mins effort per week, you can increase job views on LinkedIn by 40%.
• Five tangible steps to content marketing success on LinkedIn for time poor recruiters without a big budget.
• Golden Rules – essential considerations for every post on LinkedIn
• What content works and what doesn't – packed with ideas to implement now!
Trasforma il tuo approccio alla Talent Acquisition in 3 semplici passi. Parte...LinkedIn Italia
I social network professionali stanno trasformando l'approccio delle aziende di successo alla Talent Acquisition.
In questo webcast, scopri come costruire la tua audience di candidati ideali interessati alla tua azienda grazie a una migliore conoscenza dei social media.
If Embarking on change there are few things to be taken care of
Supporting change project with strong Subject matter expert support
Alignment of Managers in shared vision,
STrong Training budgets
AND
Robust Communication
DIY Employer Brand: 4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy. (Global Recruiting Trends 2016, LinkedIn)
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this upcoming event at LinkedIn Hong Kong, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch.
You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
You will also get an overview of Next Generation LinkedIn Career Pages – a platform tailored to allow employees to voice their opinions on their respective organisations, better than ever.
Date: Tuesday, November 1, 2016 (English)
Time: 5:00pm - 6:00pm (check in starts at 4:30pm)
Address: 38/F, Hysan Place, 500 Hennessy Road, Causeway Bay, Hong Kong
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
Talent Brand ROI Webcast: Metrics To Measure Talent Brand SuccessLinkedIn
Join LinkedIn's Talent Brand experts for a live webcast: 'Talent Brand ROI: Metrics Speak Louder Than Words', and learn how to demonstrate the impact of your talent brand including four key metrics to measure ROI and talent brand success.
4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
Research on Current Trends in HR Marketing in the Czech republic 2015 - The 16-question on-line
research was conducted via a web platform between 9 February and 27 February 2015 and included 140 respondents, which was 40% more than last year. The research focused on two concepts: HR marketing and the employer’s brand. Let’s explain the concepts.
3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...Paige Pulaski
Change management is done through culture. Understanding the strengths of your human capital is imperative to fully implementing a plan and expecting successful execution. As you’re investing time, energy and budget into planning for 2018, you should be asking questions such as, “Do our current employees have the right skills? Do we have the right people in the right roles? If not, how do we remove these barriers?”
You’re checking the most important box – getting a plan in place that, when executed, will propel your organization to the next level. However, many organizations are failing to run the proper diagnostic before implementation to make sure all your assumptions are, in fact, true and in working order. Optimizing your plan is imperative, but execution in 2018 looks bleak without optimizing your workforce first.
In this webinar recording, Tanya Bakalov of BetterSkills, Inc. discusses how to achieve the most success with your plans for 2018 by giving three ways to fully assess the teams you’re trusting to execute.
You will learn how to:
>> Gauge the “do-ability” of your plan with your organization’s current skills
>> Delegate initiative assignments to use each employee in their best capacity
>> Motivate employees to be agents of change and dedicated to your organization’s success
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
Our mission is to unite people through purpose as purpose-driven employees do great things. They work harder, deliver more, and stay longer. Uniting people through purpose identifies and communicates an organization’s authentic employment story.
We are a boutique communications consulting practice grounded in the core beliefs that people are united by purpose, that HR needs
to infuse advertising and marketing practices to attract and engage talent, and that today’s digital world demands creative storytelling to stand out.
Are you ready to unite your people through purpose?
narratives, stories from story-tellers, is a collection of ideas, insights and impressions from the worlds of talent communications, employee engagement, and organizational design.
A global pandemic, civil unrest, historic business shuttering and unemployment levels, uncertain workplace status, and now wildfires and hurricanes. You may think that they are a little distracted. They are not. They are marking every promise, watching every action, and listening to every word.
What do your employees need the most? Connection. Start with purpose.
Pushed to the Limit, Managing Your Employer Brand in Troubled TimesN. Robert Johnson, APR
Foregoing employee experience in lieu of cost cutting and business survival actions represents a false choice. How employers answer the question of how they treated people during the pandemic will shape their talent landscape for years to come.
Going Retro: Applying Ogilvy's Classic Advertising Principles to Your Employe...N. Robert Johnson, APR
Originally published in 1963, David Ogilvy’s Confessions of an Advertising Man is required reading for anyone in the advertising business. Ogilvy takes the reader on a wide-ranging journey sharing his experiences in creating some of the world’s most iconic brands.
This essay focuses on David Ogilvy’s recipe for creating great advertising campaigns, interpreted here to help you improve your employer brand. For brevity, we picked the principles that we think apply best to employer brand campaigns.
Cue A Beautiful Mine, the Mad Men theme song, and let’s get started.
Changing The World: What Happens When the Belief-Driven Consumer Meets the Pu...N. Robert Johnson, APR
The Promise: Great things happen when belief-driven consumers connect with purpose-driven employees. (Hint: we can change the world.) The Challenge: Most employees are not fully connected to their company’s purpose.
N. Robert Johnson LLC is a specialized consulting practice focused on enabling organizations to better compete for talent in today’s consumer-driven communications world.
Purpose matters. When looking to attract, engage, hire, and retain critical talent, communicating your organization's purpose matters more than you think.
In today's consumer-driven communications world, HR needs to sell! Here are a couple examples of how we help organizations find their authentic employment voice to attract, engage, hire and retain talent.
High-performing talent recruitment functions balance the tension between role importance and talent availability to create targeted and customized recruitment marketing programs.
I recently had the opportunity to chat with Dan Stech about the connections between purpose and employer brand. Dan has over 20 years of creative writing experience including being an award-winning Copy Director and Associate Creative Director at two global recruitment marketing agencies.
Companies with strong employer brands tell the authentic story of their employment experience. They do so by understanding and communicating their own unique employee voice.
It's universal: people are searching for deeper meaning, for a closer sense of "fit" in all aspects of their lives. In this 30-minute webinar, we take a closer look at the power of purpose-driven messaging and how to connect it to our employer brand.
Our insight reveals that in the current marketplace, employer brands that connect emotionally, through meaning and purpose, are attracting candidates who will become the most productive, engaged and loyal employees, which in turn, allows companies to achieve greater business results.
Successful acquisitions occur more often when there is sharing, not taking, between two organizations. In this webinar, Bob Johnson takes a look at managing an employer brand in a time of transition and shows how a stronger employer brand is created by sharing culture, mission and values.
Thank you to The Windy City Summit for letting me facilitate a breakout session on increasing market value through talent. We know that banking institutions with an engaged workforce and a stronger employer brand outperform their peers. In this session, I take a closer look at increasing employee engagement and strengthening employer branding both aligned to increasing market value.
Need a stronger employer brand? But, not sure where to start? In this webinar, Bob Johnson takes a closer to at three stages of strengthening your employer brand: rebrand, refresh or tweak.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
3. Expectation setting.
Interested in a specific topic? Let us know.
• New ways of thinking about employer
brand, employee communication and
employee engagement
• Ideas that you can use
• All within 30 minutes
4. Recap of last webinar.
Deeper Dive on Discover. Infusing employee
engagement data into your employer brand.
• Authenticity is the new paradigm of communications
• The strategy is to shape your employer brand with
everyday experiences
• The tactic is to use every data point within reach
• Impact with a close look at employee engagement
6. Question: Which of the following creates
greater employer brand value?
• A new logo
• A new tag line
• An engaging career site
• Engaging videos
• An aggressive social media program
• Measurable outcomes
8. Our approach to creating the plan.
• Business impact – it’s about taking on an
issue that impacts the organization
(employee engagement, retention, etc.)
• It’s focused on gaining the trust, support
and participation of the CEO and senior
leadership
• We see several key components
9. Key components.
Mission
what are trying to
solve
Environment
state of talent, talent
needs, etc.
SWOT
strengths,
weaknesses
Metrics
what & how to
benchmark
Project MGMT
budgets, timelines,
milestones
The vision with equal parts
rationale and emotion;
connect to strategy
Support with proof points,
particularly those for your
company/industry
A realistic assessment of
what you’ll need to
accomplish the mission
How do we define program
success and prove the
program’s ROI?
A clear but concise project
plan builds trust
11. Illustration: environmental proof points.
• Of employed workers, 38% are dissatisfied
with their current job, 27% are neutral
• Most, 90%, plan to explore new
opportunities as the job market improves
• “Actively looking” and “browsing”
employees make up 77% of employed
workers
Monster Insights 2014
12. Illustration: environment proof points.
• Only a third are more committed to their
company than when they started
• Less than half feel that their efforts are
recognized and valued
• Primary drivers of job searches include better
match to skills and desires (38%); higher
compensation (38%); and opportunity for
career advancement (25%)
Monster Insights 2014
13. Illustration: environmental proof points.
Only 15 percent of the employed workforce claim
to be so happy that they won’t even consider
another position.
15%
LinkedIn Talent Trends 2014
15. The state of employer brand.
Who owns employer branding internally?
53% say
EBI Global Trends 2014
HR (US)
16. The state of employer brand.
A clear employer brand strategy.
14%
17%
32%
35%
Have not developed strategy
Yes have a clear strategy
No but working on it
Yes but needs futher development
EBI Global Trends 2014
(Global)
17. The state of employer brand.
1) Having a clearly defined strategy
2) Senior management engagement
3) CEO engagement
4) Communications planning
5) Defining EVP
6) Developing strategies for retaining talent
7) Collaboration with other departments
8) Conducting internal research
9) Producing communications material
10) Participating in social media
How important
are the following
to achieve
employer
branding
objectives?
(Global – in order of
importance)
EBI Global Trends 2014
18. The state of employer brand.
1) Obtaining an adequate budget
2) EB messaging across departments
3) Distinctive employment offering
4) Senior leadership engagement
5) Communicating EB to candidates
6) CEO engagement
7) Communicating EB to customers
8) Communicating EB to suppliers
9) Engaging external agency
What are the
challenges
faced in
managing your
employer
brand?
(Global – in order of
importance)
EBI Global Trends 2014
20. The impact of employer branding.
1) Employee engagement
2) Retention rate
3) Number of applicants
4) Quality-of-hire
5) Cost-per-hire
6) Ranking in best employer awards
7) Promotion of internal candidates
8) Employee referral rate of new hires
9) Candidate conversion ratio
10) Sourcing effectiveness
11) Profit-per-employee
What metrics do
you use to
measure ROI
on your
employer
brand?
(Global – in order of
importance)
EBI Global Trends 2014
21. The impact of employer branding.
The main benefits gained from employer branding.
10%
11%
11%
12%
13%
19%
19%
22%
28%
32%
35%
Increased customer engagement
Decrease in time-to-fill
Setting a standard/framework for HR
Increase in unsolicited resumes
Increase in internal hires
Decrease in turnover
Higher acceptance rates
Reduced recruitment costs
Reconigtion as EOC
Increase EE engagement
Ease in attracting candidates
EBI Global Trends 2014
(Global)
22. Goal example: Financial services and
turnover.
Average annual voluntary turnover rate in the financial services
industry is: 12.8% (CompData Surveys, 2013); Average cost-per-hire
is $1,949 (>10,000 ees) (Dise, 2012)
For a regional bank with 24,000 ees
Need to fill: 3,120 ees (24,000 x 13%)
CPH: $6,080,880 (3,120 x $1,949)
Stronger employer brand cuts turnover by 28% (LinkedIn)
Need to fill becomes: 2,246 (becomes target goal)
CPH becomes $4,377,454 (becomes target goal)
a savings of $1,703,426
23. Another Goal example: Financial
services and engagement.
Per AonHewitt, at any given time a third of employees are actively
disengaged. Gallup estimates that the cost of a disengaged employee
is approximately $2,500.
For a regional bank with 24,000 ees
7,920 actively disengaged employees (24,000 x .33)
Impact: $19,800,000 (7,920 x $2,500)
Reducing the disengaged population by just 20 percentage points
would reduce the impact of the disengaged by: $3,960,000.
This doesn’t include the upside of increased productivity which has a
value far greater than the $2,500 benchmark.
24. Summary.
Mission
what are trying to
solve
Environment
state of talent, talent
needs, etc.
SWOT
strengths,
weaknesses
Metrics
what & how to
benchmark
Project MGMT
budgets, timelines,
milestones
25. Action item 1: Elevate employer
branding – and HR – by taking it on.
A business case means solving something
for the good of the organization. Focus on
one to three “impacts” – e.g. increasing
employee engagement, decreasing turnover,
etc. – and align data and outcomes.
Be specific
Have
measurable
outcomes
Be-data driven
26. Action item 2: Target internal sponsors,
speak their language and have a goal.
CEO/senior leader engagement and
obtaining an adequate employer brand
budget are both top critical factors and top
challenges.
• Paint a picture (the why with
emotion)
• Frame a solution
• Outline the process (be realistic
about any heavy-lifting)
• Clearly state budget, outcomes
and milestones
27. Action item 3: Demonstrate through
great project management.
Taking on a solution is the plan to develop
employer brand value; achieving the
solution is the way to demonstrate its value.
• Assemble your team
• Clearly delineate roles and
responsibilities
• Update stakeholders frequently
and with style
• Don’t be shy: celebrate wins
28. Our approach to employer brand.
Discover
• Stakeholder interviews
• Focus groups
• Employee engagement data
• Communication audits
• External brand alignment
• Culture, mission and values alignment
Invent
• Employer brand promise
• Employer brand attributes
• Employee value proposition
• Creative design expression
• Strategic communications planning
Deliver
• Employer brand architecture
• Integrated communications
• Certified brand ambassadors
• Customer experience and employer branding
29. Employee Value Proposition.
How and why your EVP plays a critical role in employer
brand and employee communication.
Thursday, July 31, 2014
2:00-2:30 ET
Thank you!
Offline questions?
Contact me at 216.685.4486
or nrjohnson@davidgroup.com
Our next webinar.