This template was contributed by Hootsuite's talent acquisition team for their HROS case study, "Inside #HootsuiteLife: How We Built Our Employer Brand Playbook"
We’ve always been an organization with strong values, but scaling our Employer Brand with such rapid growth takes more than a compelling Employer Value Proposition (EVP). We needed to find a way to iterate on our current frameworks. To articulate and capture what makes Hootsuite special, and make it easy for current and future employees to sing from the same sheet of music.
Our answer was to develop an Employer Brand playbook, “A Guide to #HootsuiteLife.” The playbook was developed to share the why, what, and how we approach Employer Brand; including examples of Employer Brand campaigns and how our peeps can bring them to life. Focused primarily on equipping our talent department, we also wanted to build something that our employees felt equally empowered by.
Use this playbook to inspire your own employer brand.
Intake Meeting or Requirement Gathering is a routine job for every corporate recruiter. What is does is basically to start with a coherent approach for any hiring. I have tried to abridge my view here.
We’ve always been an organization with strong values, but scaling our Employer Brand with such rapid growth takes more than a compelling Employer Value Proposition (EVP). We needed to find a way to iterate on our current frameworks. To articulate and capture what makes Hootsuite special, and make it easy for current and future employees to sing from the same sheet of music.
Our answer was to develop an Employer Brand playbook, “A Guide to #HootsuiteLife.” The playbook was developed to share the why, what, and how we approach Employer Brand; including examples of Employer Brand campaigns and how our peeps can bring them to life. Focused primarily on equipping our talent department, we also wanted to build something that our employees felt equally empowered by.
Use this playbook to inspire your own employer brand.
Intake Meeting or Requirement Gathering is a routine job for every corporate recruiter. What is does is basically to start with a coherent approach for any hiring. I have tried to abridge my view here.
Employer Brand Integrated Communication Plan (Thermo Fisher)HR Open Source
This template was contributed to by Charlotte Marshall and the Employer Brand team at Thermo Fisher as a resource for their HROS case study, "How Thermo Fisher Used Storytelling To Build Their Employer Brand"
A Talented, Results-driven Civil Engineering Professional with 10 years 07 month of Experience in Construction of Infrastructure, Roads, utilities, and Landscaping in the site inspections, supervision, quality control and construction management. Possess excellent analytical, problem solving, negotiation, client-contractor-consultant coordination, technical correspondence, management, communication, interpersonal and computer skills.
Pankaj Resume - Construction Project ManagerPankaj Singh
8+ years of Civil Engineering experience and 5.5 years of experience in Information Technology (Legacy Applications) with 5 years of onsite (USA) experience
SUMMARY OF SKILLS
Expertise in Estimation softwares like HIT Office etc.
MS Office Proficient
Excellent in Internet and email communication
Knowledge of AUTOCAD and Primavera - P6
Team Building & Leadership
Construction Planning & Scheduling
Quality Assurance (QA) & Quality Control (QC) eviews, using Root Cause Analysis
Communication management
Safety & Compliance Management
Vendor & Materials Management
HR management
Excellent Interpersonal skills
Media Planning Process / Workflow
Deliverables for Client
Media Buying Types
Digital Targeting Types
Digital Ad Types
Digital Creative Specifications
Staying Current / Industry Shifts
Employer Brand Message Guidelines (Thermo Fisher)HR Open Source
This template was contributed to by Charlotte Marshall and the Employer Brand team at Thermo Fisher as a resource for their HROS case study, "How Thermo Fisher Used Storytelling To Build Their Employer Brand"
JWT INSIDE Insights Webinar - Finding the Balance WebinarJWTINSIDE
Are you looking for a way to recruit top talent as efficiently and effectively as possible?
Join us for an informative discussion about paid, earned and owned media channels, and learn how to find the right mix of all three to optimize your recruitment marketing and employer branding efforts. This is your opportunity to gain insights that can positively impact the future of your company. Make the most of it.
Employer Brand Integrated Communication Plan (Thermo Fisher)HR Open Source
This template was contributed to by Charlotte Marshall and the Employer Brand team at Thermo Fisher as a resource for their HROS case study, "How Thermo Fisher Used Storytelling To Build Their Employer Brand"
A Talented, Results-driven Civil Engineering Professional with 10 years 07 month of Experience in Construction of Infrastructure, Roads, utilities, and Landscaping in the site inspections, supervision, quality control and construction management. Possess excellent analytical, problem solving, negotiation, client-contractor-consultant coordination, technical correspondence, management, communication, interpersonal and computer skills.
Pankaj Resume - Construction Project ManagerPankaj Singh
8+ years of Civil Engineering experience and 5.5 years of experience in Information Technology (Legacy Applications) with 5 years of onsite (USA) experience
SUMMARY OF SKILLS
Expertise in Estimation softwares like HIT Office etc.
MS Office Proficient
Excellent in Internet and email communication
Knowledge of AUTOCAD and Primavera - P6
Team Building & Leadership
Construction Planning & Scheduling
Quality Assurance (QA) & Quality Control (QC) eviews, using Root Cause Analysis
Communication management
Safety & Compliance Management
Vendor & Materials Management
HR management
Excellent Interpersonal skills
Media Planning Process / Workflow
Deliverables for Client
Media Buying Types
Digital Targeting Types
Digital Ad Types
Digital Creative Specifications
Staying Current / Industry Shifts
Employer Brand Message Guidelines (Thermo Fisher)HR Open Source
This template was contributed to by Charlotte Marshall and the Employer Brand team at Thermo Fisher as a resource for their HROS case study, "How Thermo Fisher Used Storytelling To Build Their Employer Brand"
JWT INSIDE Insights Webinar - Finding the Balance WebinarJWTINSIDE
Are you looking for a way to recruit top talent as efficiently and effectively as possible?
Join us for an informative discussion about paid, earned and owned media channels, and learn how to find the right mix of all three to optimize your recruitment marketing and employer branding efforts. This is your opportunity to gain insights that can positively impact the future of your company. Make the most of it.
How to build a content marketing and social media engineMarcel Santilli
What does it take to create a successful content marketing and social media engine that drives strong business results?
- Building a content and social media strategy that is tailored to your resources
What are your business objectives?
Who are you trying to impact?
Write down your vision.
How will your content create value for your target audience?
What resource constraints do you have?
What type of content could disrupt customers priorities?
Who do you need to get buy in from for your strategy to work?
What skills do you need to be successful?
Structuring your cross-functional team
Define roles and responsibilities
Building processes and workflows (Get work done and scale)
Use the right tools to enable collaboration
What type of tools does my team need to be successful?
Linkdex Operational SEO Think Tank - Small Thinking in a big organisationJose L. Truchado
In today's corporate world organisational structure can be a big hurdle when executing an effective SEO strategy. But using a start up approach can work as the perfect SEO strategy that circumvents the silos created by organisational culture.
Social media are becoming a force to be reckoned with, also in HR. But before you think of diving in head first, be warned: being social successfully isn’t just about getting a profile set up and sharing a few links. If you really want a return on your invested time and efforts, you need to know how you’ll fit social media into your employer branding and recruitment strategy. As luck might have it (or is it foresight), our amazing social media roadmap covers all of your information needs:
- a step-by-step plan to get your social media activities on track
- practical advice with every step that is sure to fit your organization
- and all in an accessible, visual infographic
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
On Friday, August 24th, Sam Hirbod presented at the 4th Annual Utah Digital Marketing Collective Conference:
Recap and video of this presentation will be located here, along with all of the other presenters. http://www.utahdmc.org/dmc-2018
Sam Hirbod, Principal Agency Strategist at HubSpot, is an expert in inbound marketing, business strategy, and account management. He’s coached 1 000+ organizations within the public and private sector, helping them grow better by translating business cases into sustainable action plans.
Session Description
The Future of Content - What does the future of content look like and how do you prepare for it? In this session, ongoing and future content trends are turned into easily actionable insights which prepare you and your organization for the future of content. You will learn how to make the most out of your content by: targeting your ideal customer, working with influencers, learning the latest and future content trends, how you can easily get started and more.
A strong brand is grounded by a clear purpose and a strategy that translates it to the intended audience, but strong brands also communicate from the inside out. Broadcasting a message relies on how your associates deliver it and why they should care... clear internal communications.
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.
Presentation for ASAE-American Society for Association Executives, Marketing and Membership Conference by Panelists: Chris Bailey, Matt Baehr and Missy Blankenship
Digital Strategy: Integrating Social Into Your CompanyJames Burnes
You’ve established your Facebook presence, you’ve mastered the Tweet on Twitter, you’re an emerging star on YouTube and you might even have checked in to Foursquare. Beyond the individual tools, how will your organization integrate the tools into the company – and why must these communication tools extend beyond the PR/Communications or marketing role within your firm? James Burnes presents a call to integrate the tools across the organization – and build a stronger unified message to your social media audiences.
“You can still dunk in the dark.” Those are Oreo’s now-famous words heard around the social media world, and the creative concept behind a great example of the new wave of real-time marketing. It’s is where Logic meets Magic!
You will learn:
Plan for real-time opportunities that transcend multiple channels
Get results that move campaigns beyond hype via social
Employ best practices for developing a program for real-time marketing
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
As a nonprofit, you have a unique challenge: finding qualified candidates who care about your mission. Job postings are an essential tool for finding those professionals at scale. Check out this deck to find out how you can easily get your jobs in front of the right candidates at the right time. It covers job posting basics, as well as tips and tricks on how to get the best results.
3 things that are covered:
LinkedIn’s mission-driven talent network
Optimize your job posts to get the best candidates
Save money with nonprofit discounts
Impact Lab offers companies a unique opportunity to integrate their employee professional development plan with their corporate citizenship agenda.
We offer an intellectual bridge between the established world of corporates and the innovative world of social startups.
HR Open Source Future of Work Report - 2018HR Open Source
It may be time to revisit the legacy notions of what it means to be in HR. Today's modern practitioners are often strategic, tech-savvy, and driven by data.
We set out to better understand the DNA of modern practitioners in our first global HROS community survey. What we found was a variety of indicators that the field has come a long way since the stereotypes of HR's past.
The majority of the 520+ survey respondents from 36 countries worked in HR organizations that report directly to the CEO and feel their roles are strategic. Two-thirds of them have come to HR from other areas of the business, bringing their experience and departmental rigor with them and infusing their HR teams with new skillsets (and mindsets). Their views and interests on macro/market trends from AI to design thinking mirror what you might find in the latest business press. The respondents felt their ability to influence and drive decisions that directly impact that business is increasing significantly.
There are two ways to consume the data:
View the report: Download the free report (below). This report distills the data into key themes and insights based on the survey.
View the data visualization. Want to view and interact with all of the data? Scroll down for an interactive visualization that includes responses to all of the questions and allows you to manipulate several demographic fields to extract more targeted insights. Mouse over the charts to view figures. To manipulate the tableau reports, select the criteria on the right side of the chart to adjust. [Note: as we aimed for interactivity with tableau embeds, the interactive report is best viewed on desktop]
HR Open Source Sponsorship Prospectus 2018HR Open Source
HR Open Source is a not-for-profit initiative poised to accelerate innovation and education in HR and recruiting by democratizing access to resources. This means high value, no cost, resources to help practitioners prepare themselves, and their businesses, for the future of work. Are you're interested in sponsoring HROS, send us an email to info@hros.co.
2. This document is a resource for Hootsuite’s Talent team.
In four years, we’ve grown from 20 to close to 1,000 peeps with offices in 10 countries!
Our amazing employees and the unique culture we’ve created is vital to our success as we
continue to hyper grow.
This guide aims to share why people choose to work with us and how we can continue to
attract the best people on the planet.
3. Guide Overview
1. Why
2. What
3. How
4. First Stop Social
5. Positioning
6. Our Tools
7. Recent Campaigns
8. What’s next?
5. Level Set: Employer Brand
“...the challenges and opportunities faced by chief human resources
officers increasingly parallel those facing chief marketing officers.”
The Economist
Future of HR Report
Why • Level Set: Employer Brand
6. Our Employee Value Prop
At Hootsuite, we’re revolutionizing communications via social and
transforming messages into meaningful relationships.
Our team is comprised of passionate, egoless peeps having fun building something
bigger than themselves.
Each day, you will bring our core values to life through your actions and
collaboration with our team, our customers, and our community.
Why • Our Employer Value Prop
7. Why • Our Values
Our Values
It all starts here. This is who we are and defines how we get things done.
Values alignment, aka “fit”, is a non-negotiable.
Passion in all we do
Lead with humility
Respect the individual
Build a better way
8. Why • Bringing Our Values To Life
Bringing Our Values To Life
This section has competitive intel.
But to give you an idea of what to put here, ideas
include:
Vetting for values - how you interview and potentially
quantify your specific values during the interview process
Living your values - provide examples to candidates of
how you walk the walk
Aspirations - share what you are still working on or need
to focus on currently. No one is perfect, be honest about
This section has competitive intel.
9. We’re a B
Corporation
Being a certified B Corp is another way we
show our values in action and how we hold
ourselves accountable.
We’ve included some positioning here for you
that shares how we incorporate all
stakeholders from shareholders, employees,
to community into our organizational purpose.
10. Why • Why are we doing this?
Why are we doing this?
1. Attract and retain the top fucking talent on the planet!
2. Ensure our team is singing the same song when speaking to candidates.
3. Inform prospect decisions by sharing an open view of our employee experience.
4. Provide an inclusive global representation of Hootsuite through storytelling.
5. Lead the way in Social HR and share our work openly, both internally and externally.
11. Why • Our Manifesto
But we already
have a manifesto?
Fact. These guides work together to support
one another as an internal and external content
partnership. They don’t compete.
Simply put - the manifesto you’d share with a
candidate, this one is intend to support you!
You might even see some of the same slides in
here...it is intended to reinforce connectedness.
13. What • Our Foundation
Our Foundation
1. Social is part of everything we do
2. Content that shows our values in action
3. Compelling storytelling that shares the authentic employee experience
4. Empowering employees to share their unfiltered voice
5. Lead by example, inside and outside of the organization
14. What • What we’re trying to achieve
What we’re trying to achieve
This section has competitive intel.
But to give you an idea of what to put here, ideas
include:
‹‹ Annual Organizational Goals
‹‹ Annual Department Goals
‹‹ Strategic Initiatives
‹‹ Talent Brand Objectives
This section has competitive intel.
15. What • What does success look like?
What does success look like?
Include qualitative and quantitative measurements
and targets for your team. We share these in our
monthly meetings to our team, our leaders, and our
employees.
This section has competitive intel.
17. Together.
Success is completely dependant upon one another. Not just on the team, in the whole organization.
This can’t be one person whose “job” this is.
Of course, that is hard when there is so much going on to #bsu internally to compete with.
So we will focus our efforts on collaboration over competition to:
‹‹ Build such cool shit, we elicit a “share without asking” response from our audience
‹‹ Beat early adopters to the punch to move first
‹‹ Take a help before asking approach to our customers, employees, and community
‹‹ Be the best use case department example internally of innovation in brand and social
How • Together.
18. YES! How and where do I start?
There are two places we currently focus your efforts for impact:
1. The daily grind: we believe our EB to be a living, breathing thing. As this frontier evolves frequently,
we will be hosting training of us all to keep up with the early edge. Know you’re encouraged and free to
share your learnings (#HROS), #HootsuiteLife, feelings, #HootDogs, and whatever else you feel you’d like
to put out there.
2. The activation push: we are consistently driving activations to pump up the jam. When these arise
you will be educated on our social internal communications tool, Facebook at Work, or in team huddles.
#noowlleftbehind
How • YES! How and where do I start?
19. How • Start Guide for Newbies
Start Guide for Newbies
1. Update your LinkedIn, Twitter, and all desired social profiles
2. Engage and share on social channels using Hootsuite
3. Keep an eye on our hashtag communities (#HROS #HootsuiteLife #HootJobs) and RT
4. Join our monthly #HootJobs recruiting Twitter chats
5. Use the content asset library for popular posts
6. Share ideas and suggestions on new ways to bring #HootsuiteLife to life
7. Continue being your awesome self!
20. Where do I go for everything?
Right!?!
We are currently working on centralizing ALL resources, tools, and learnings in an LMS (learning
management software) or something similar for next year.
Until we iterate bear with us by using this document and the two provided.
#buildingabetterway #staytuned
How • Where do I go for everything?
22. We are a social organization
Social is in our DNA and the passion for the space connects us all.
Our team is at the forefront of building a best in class example of a social organization so as you are
about to see...it is at the forefront of everything we do!
We educate before we empower you on each social imperative but here is a run down of our strategy
and a few key things to help you focus your day to day actions...
First Stop: Social • We are a social organization
23. Positioning: Social Strategy
First Stop: Social • Social Strategy
This section has competitive intel.
This is competitive intel but your social strategy
should include key goals, vehicles, KPI’s, and success
measures you’ll use to track and refine your social
activities. #AlwaysBeMeasuring #AlwaysBeAdjusting
24. Key amplification communities
#HootsuiteLife
#HootsuiteLife is our primary Employer Brand vehicle. It allows all employees to share their work experience across social
networks. We use this campaign view to share with prospects and embed in recruiting materials to present a branded collection
of #HootsuiteLife content.
#HootJobs
#HootJobs is a newly launched monthly chat with our recruiting team held the first Wednesday of each month from 12-1pm PST.
This chat allows prospects and candidates to engage directly with members of the recruiting and hiring teams.
#HROS
Open Source HR is an effort to “work out loud” and share how we work in HR. HR members are encouraged to share what they’re
working on and learning via Twitter using #HROS. We’ll also be releasing case studies providing a detailed breakdown of HR
projects.
First Stop: Social • Key amplification communities
25. First Stop: Social • Key Social Channels
Key Social Channels
1. Twitter: A, R, B, D
2. @Hootsuite Facebook: A, R, B, D
3. LinkedIn Careers Page: P, R, B, M
4. Tumblr: P, B
5. Flickr: P, B
6. Soundcloud: A, B, M
7. @Hootsuite Instagram: A, B, M
8. Periscope @hootsuitelife: A, B, M
Legend:
A: Active channels
P: Passive channels
R: Recruiting channel
B: Branding channel
D: Daily activity
M: Monthly activity
*Note: this slide will continue to evolve as new platforms emerge and our EB strategy shifts.
27. Global Market
Positioning • Global Market
This is competitive intel but ultimately, we aim to
answer one simple question to arm our recruiters...
What Makes Us Unique?
This section has competitive intel.
29. Execute Locally
This is competitive intel but include some ideas of
what to put into your recruiters hands to help
prepare them on the global market.
We look at things like:
1. Local EVP
2. Local Talent Landscape
3. Local Social Landscape
4. Our customers
5. Market Positioning
6. Differentiators
7. Competitors
8. Hootsuite Brand Resource links
Positioning • Execute Locally
This section has competitive intel.
30. Department Assets
Engineering
Guilds
Guru Track
Lightning Talks
Code Blog
Code With Us
Marketing & Community
Blog
Social Game of Thrones
Mean Tweets
Ambassador Program
Sales
Customer Stories
Resource Library
Positioning • Department Assets
31. Communication
All of our communication should sound like people talking to people.
Regardless of the scenario, our communication should always be reflective of at least one, if not more, of
the following:
Positioning • Communication
We’re clear; but not dry
We’re welcoming; but not intrusive
We’re fresh; but still accessible
We’re confident; but not boastful
We’re witty; but not silly or sarcastic
33. Our Tools : Repping Hootsuite
Repping Hootsuite
LinkedIn:
1. Summary
a. Include details about the types of positions you recruit for in your Summary to make it easier for prospects to
find and get to know you.
2. Hootsuite Experience
a. Embed the Hootsuite Manifesto in your Hootsuite experience
b. Include #HootsuiteLife (with this link) in your Hootsuite experience
c. Include a link to the career site
3. Example
Twitter:
1. Include @Hootsuite and #HootsuiteLife in your bio
2. Follow and regularly share the Hootsuite Recruiter List
3. Promote and participate in the #HootJobs Recruiter chat
4. Promote and participate in #HootHROS open source HR sharing
34. Internal Tools
We “eat our own dogfood” by utilizing our tools in
partnership with others we can integrate.
But we also look at giving facelifts to long existing re-
sources in HR.
Our Tools • Internal Tools
This section has competitive intel.
35. Job Descriptions
Format: JD Template
Tone: The job should be written as if speaking to a
candidate (“You”, not “We”). It should be light, fun,
honest, and informative.
Length: Prioritize mobile view experience. Target
3-6 bullets on responsibilities and qualifications.
Our Tools • Job Descriptions
36. Email
Job search can be nerve-racking. Keep this in mind in your email communications with prospects. Things to strive for: warm, timely,
direct, empathetic, open, honest, clear. Reinforce our Employer Brandchannels, as illustrated in our iCIMS email templates below,
wherever possible.
Ways You Can Learn More About #HootsuiteLife:
While you’re waiting to hear back about your application, we encourage you to get to know us better through some of the following
channels.
‹‹ Hootsuite Culture Manifesto
‹‹ #HootsuiteLife
‹‹ Twitter: @HootsuiteLife
‹‹ LinkedIn: Hootsuite
Our Tools • Email
‹‹ SoundCloud: HootsuiteLife Story-Telling Lab
‹‹ Flickr: #HootsuiteLife
‹‹ Hootsuite Recruiter List on Twitter
37. Branded Visual Assets
Photos of our peeps with embedded
#HootsuiteLife and hootsuite.com/careers
to reinforce our anchor recruiting assets.
Use these branded images with social
shares for more impact.
Our Tools • Branded Visual Assets
39. #HootsuiteLife Campaigns
The Campaigns url aggregates all
#HootsuiteLife content in a branded
platform.
This url should be used to share with
prospects.
Our Tools • #HootsuiteLife Campaigns
40. Employer Branding Asset Library
Launched to make it easy for you to
amplify our programs, initiatives, and
resources across your social
channels.
Allows you to search and share
media-rich updates on any network
with a few clicks, and is updated
regularly.
Our Tools • Employer Branding Asset Library
41. Event Activations
Our Tools • Event Activations
This is competitive intel but your event activation
strategy should include how your recruiters and
employees should represent your company at events,
including what tools and resources they should be
prepared to share and before/during/after engagement
opportunities. This section has competitive intel.
43. Campaign Examples • #FollowTheSun
#FollowTheSun
Operation #FollowTheSun was a global employer branding
campaign on Periscope used to highlight our peeps and global
offices.
Channels
1. Blog Post
a. Pre-launch Blog Post
b. Post-launch Blog Post
2. Social: @Hootsuite, @Hootsuitelife, @HootsuiteLife Periscope
3. #HootHROS Case Study
Steps To Develop & Launch Campaign
4. Create a marketing brief (who, why, what, how)
5. Follow the Marketing Requests procedure
44. Campaign Examples • #HootJobs Recruiter Chat
#HootJobs Recruiter Chat
The #HootJobs Recruiter Chat is a monthly twitter chat where the Hootsuite recruiters answer questions and
engage prospects.
1. Channels
a. Launch Blogpost
b. Social: @HootsuiteLife and #HootJobs hashtag, participant handles
c. Storify recap of our first chat for reference
2. Steps
a. Promote to your networks ahead of the chat date
b. Configure your Hootsuite dashboard ahead of the chat (guide)
c. During chat - answer Q’s, engage participants, have fun
b. After the chat - check your @ mentions for Q’s you may have missed
45. Campaign Examples • #BCorp Initaitve: #BofService
#BCorp Initiative: #BofService
The B Corp community offers opportunities for B Corps to engage every month. June was volunteer month for
all #BCorps and here’s how we took part.
1. Channels
a. Invite offices to participate after5@hootsuite.com
b. Share in #BtheChange Fb@Work Group
c. Promote to #BCorp community on B Hive
b. Blogpost: 2000+ organic social shares
2. Assets
a. B Corp ad, B Corp logo
46. Campaign Examples • #HROS
Open-Source HR (#HROS)
Open-Source HR (#HROS, formerly #HootHROS) was launched as a way to “work out loud” and share our
work to give back and inspire the HR community as we’ve been inspired. It was originally launched under
our Employer Brand umbrella, but has not grown into a movement beyond Hootsuite. Open-source HR is
comprised of two primary components:
1. Channels
a. Social Media Shares - share links to articles, hacks, white papers, etc that are educating or inspiring you
b. Case Studies - Case studies are the “meat” of HROS. A HROS case study break down the key elements
of a successful HR campaign or initiative. Each case study consists of the following components: what the
campaign is, the problem you’re trying to solve, how we executed, results and metrics, what we got
wrong, and key takeaways for HR.
2. Assets
a. HROS Case studies
b. Hootsuite.com/HROS
c. HROS.co
48. What’s Next?
Employer Branding is dynamic, as will be our approach. We’ll iterate and explore.
Here are a few of the things we’re thinking about...
‹‹ More audio/storytelling
‹‹ Stronger video strategy
‹‹ More Periscope / live streaming integrations
‹‹ Expanding #HROS with more contributing companies
What’s Next • Together
49. What’s Next • What should we be exploring?
What should we be exploring?
We’re all shepherds here, so if you have an idea on how we can share the
employee experience let us know!