In this webinar, LinkedIn's Dina Medeiros discusses the value of employer branding and how that can help you secure top talent.
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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?
In this webinar, LinkedIn's Dina Medeiros discusses the value of employer branding and how that can help you secure top talent.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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?
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
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.
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
Employee Value Propositions & Employer BrandingEngage Me
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
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.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
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.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Talent Will See You Now, But Are You Ready for a Conversation?
Webinar presentation on the importance of using employee-centric data in your employer brand.
Talent Talk Webinar Retention Key To Successful RecruitingDavid Freeman
GenX/GenY workers place a much lower value on company loyalty, resulting in lower employment tenure on average than their baby boomer counterparts. Studies predict a massive change in the workforce as boomers retire and younger workers become the largest portion of the workforce. How will you retain the key skills and knowledge that resides with this younger, more mobile workforce? Talent management expert David Freeman walks you through simple steps and strategies for increasing the success of your hiring efforts by focusing on retention.
You’ll learn:
• What motivates the GenX/GenY workers and the most common reasons they leave
• What the industry leaders are doing to retain their people assets
• What you can do to build a solid retention plan
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
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.
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
Employee Value Propositions & Employer BrandingEngage Me
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
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.
Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
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.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Talent Will See You Now, But Are You Ready for a Conversation?
Webinar presentation on the importance of using employee-centric data in your employer brand.
Talent Talk Webinar Retention Key To Successful RecruitingDavid Freeman
GenX/GenY workers place a much lower value on company loyalty, resulting in lower employment tenure on average than their baby boomer counterparts. Studies predict a massive change in the workforce as boomers retire and younger workers become the largest portion of the workforce. How will you retain the key skills and knowledge that resides with this younger, more mobile workforce? Talent management expert David Freeman walks you through simple steps and strategies for increasing the success of your hiring efforts by focusing on retention.
You’ll learn:
• What motivates the GenX/GenY workers and the most common reasons they leave
• What the industry leaders are doing to retain their people assets
• What you can do to build a solid retention plan
A short presentation for business leaders who want practical ways to stop losing talented people. From Omnicor - Evidence Based Organisational Development Solutions
The 5 most powerful retention strategies for your business - SME recruitment ...Michael Page Australia
Watch the webinar here: http://expertise.michaelpage.com.au/sme-recruitment/retention-webinar/
The training covers:
- The five most powerful retention strategies that will make your best employees stay
- Clear guidelines on how to leverage your business size as your competitive advantage
- Practical tips from our most successful SME clients that will have a big impact at a low cost
- Specific recruitment questions from SMEs answered by our SME recruitment expert, Clare Johnson
**Download for slide notes.** Presentation given at the Women in Manufacturing Summit in Milwaukee, WI on October 29, 2012 by Marni Hockenberg of Hockenberg Search and Mary Scheibel of Trefoil Group. (Note the large file size)
This is a presentation I did for the South African Institute for Professional Accountants recently about their Talent Retention challenges.
The stats are really powerful, it is mind-boggling that not all companies, big or small are implementing incentive programmes for motivation, sales performance, talent retention and skills upliftment.
VI Regional EACD Lisbon Debate held 16th november 2010 over the theme "Reputation Management: from Internal Communication to Change Management", sponsored by Galp Energia. Attended by 47 top communication professionals. Presentation by José Bancaleiro, Managing Partner at Stanton Chase International
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
To understand the drivers of engagement and retention and how to develop and implement a retention strategy
• Aligning retention with an integrated TM framework
• Understanding motivation, engagement, commitment and retention
• customising retention drivers and initiatives
• Diagnostics to test actual drivers and impact of current and future initiatives – interviews, focus groups, surveys, best practice research
• Talent segmentation
• Prioritising initiatives and building a road-map for retention
• Successes and Lessons learnt
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
This presentation details the linkage and behavioral impact of employee commitment to the enteprise, to the company\'s product and service value proposition, and to customers. It also points out key differences between employee ambassadorship (advocacy) and employee engagement, which has less customer focus.
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.
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.
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
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Love Success - Building Extraordinary Partnershipsosamuels1
Love Success are a leading specialist recruitment consultancy who provide a comprehensive suite of Candidate and Client services through our luxurious London Offices.
We have the finest selection of temporary staffing, permanent placement and outsourcing professionals in a number of specialist recruitment divisions.
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
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Our dedicated Medical Devices business is Strong and set up for an excellent year. Please see our brochure for our Market Presence and Current Coverage, if you are keen to hear how we can help then please get in touch. Or, please share if ou know someone who you think could benefit from getting in touch.
Finally, Happy New Year !!
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
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.
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.
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.
Presented by N. Robert Johnson, Practice Leader, Workforce Communications at The David Group.
A strong employer brand is a competitive advantage to attract, engage and retain talent. This presentation looks at what an employer brand is; why it's critical for enterprise-wide success; the ingredients in creating one; and key KPIs.
To meet a surge hiring need, we executed an employer branding campaign that included employer branding PR, recruitment advertising, digital optimization and a hiring event. Here's the case study.
Your employer brand is critical to finding, engaging, hiring and retaining the talent you need. This employer brand readiness checklist will help you to start, manage or finish your employer brand project.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
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.
1. Employer Branding for Talent Retention
A David Group Webinar, March 22, 2016
HR’s ad agency.
2. Today’s Webinar
Employer Branding for
Talent Retention
Facilitated by
N. Robert Johnson
Practice Leader
Workforce Communications
2HR’s ad agency.
3. HR’s ad agency.
We apply advertising and marketing
practices to help organizations attract
and retain talent.
The focus of The David Group’s
Workforce Communications Practice is
to strengthen employer brands,
engage people and cut the cost of
talent.
3HR’s ad agency.
4. Agenda
1. Connect the dots between
employer brand and mission,
culture and values
2. Talk about the emotional
connection to work
3. Look at the drivers of retention
4HR’s ad agency.
5. Lifecycle
5HR’s ad agency.
Our Talent Communications Model
Employer brand for attraction Employer brand and employee communications for retention
• Social Media
• PR/Publicity
• Employees
• Customers
• Careers site
• Talent
community
• Special
events
• Corp. site
• Mobile site
• EE Stories
• ATS
• Mobile site
• Recruiters
• Hiring Mgr
• Process and
updates
• Offer
• Alignment
experience
• Collateral
• Initial
engagement
• EE comm
• Leadership
comm
• Rewards
• Engagement
drivers
• Exit interview
• Social media
• Special events
7. Why Retention?
Voluntary turnover erodes culture and is
extraordinarily expensive. In addition to
pressures of job knowledge transfer,
turnover …
• Increases recruitment spending and
• Decreases productivity and
engagement (both within individual
role and throughout the unit/group).
7HR’s ad agency.
Connecting the Dots
8. Why Retention?
The average cost of turnover is between 90% and
200% of exiting employee’s base salary and
represents 12% of a company’s operating budget.
8HR’s ad agency.
Connecting the Dots
2016 Fortune 100 Best Companies to Work For®
9. Why Retention?
The number of Americans who voluntarily quit their
jobs, per month.
9HR’s ad agency.
Connecting the Dots
2013 2015
2 million
3 million
An unfriendly trend
2016 Fortune 100 Best Companies to Work For®
10. Why Retention?
But, here’s the good news: On average, the Fortune
100 Best Companies see ½ of the voluntary turnover
of their industry peers.
(Now, that’s a true competitive advantage.)
10HR’s ad agency.
Connecting the Dots
2016 Fortune 100 Best Companies to Work For®
11. Enter Trust and
Purpose There is a direct connection between trust,
purpose and retention. Research shows
that employees feel a great workplace is
one where …
• There is trust between employees and
employer,
• Employees take pride in their work, and
• Employees enjoy the people they work
with.
11HR’s ad agency.
Connecting the Dots
2016 Fortune 100 Best Companies to Work For®
12. Enter Trust and
Purpose Employees who want to stay for a long
time report:
• My work has special meaning, it’s not
just a job,
• When I look at what we accomplish, I
have a sense of pride, and
• I feel I make a difference here.
12HR’s ad agency.
Connecting the Dots
2016 Fortune 100 Best Companies to Work For®
13. Enter Trust and
Purpose Why executives love their jobs:
47% Workplace Relationships
21% Company Culture/Values
18% Growth Opportunities
4% Pay/Compensation
13HR’s ad agency.
Connecting the Dots
Korn Ferry Hay Group, 2016
Nearly 70% say that
working for a company that
is aligned to my values
would dramatically improve
their feelings about their
job.
14. Section Take Aways
1. People are looking to connect in a
deeper, more meaningful way with their
employers.
2. They will connect when there is alignment
between mission, culture and values.
3. This puts pressure to define and
articulate culture, mission and values.
4. Reducing turnover and improving retention
pays off.
14HR’s ad agency.
Connecting the Dots
15. The Imperative
High-performers will use validated employer branding messages and
practices at the “front-end” to better align culture and values to identify
better fitting candidates and then …
15HR’s ad agency.
Connecting the Dots
continue to use and reinforce those messages throughout an
employee’s employment lifecycle to keep alignment and
engagement strong.
16. Section Action Steps
1. Use employer branding to define and
communicate your mission, culture and
values throughout the employee lifecycle.
2. Focus on the stories of employees/peers as
that builds stronger institutional trust.
3. Pay particular attention to on-boarding
messages and reinforcements.
4. Become active listeners and accept the
principles of “all-way” communication.
16HR’s ad agency.
Connecting the Dots
Levels of Trust
A technical expert 67%
A person like me 63%
Another employee 52%
CEO 49%
Eldeman Trust Barometer, 2016
18. Facts vs Emotions
As HR communicators, we have to
disseminate a lot of information.
• Total rewards
• Retirement
• Health care
• Safety
• Talent management compliance
18HR’s ad agency.
The Emotional Connection to Work
Transactional
Outcome Focused
Communication
19. Facts vs Emotions
But, we’ve just discussed how people
are looking for alignment to words, and
thoughts, like …
• Mission
• “Special meaning”
• Pride and purpose
• Trust
19HR’s ad agency.
The Emotional Connection to Work
20. The Thought
Appeal to customers’ reason and they’re yours
for a day.
20HR’s ad agency.
The Emotional Connection to Work
Appeal to customers’ emotions and they’re
yours for a lifetime.
Lippincott, The Happiness Halo, 2015
21. Attraction = Retention
Retention communications – having them
for life – can be found in the promise and
attributes of employer branding.
• Mission, culture and values
• “A day in the life” storytelling
• Employee value proposition
• A vision of a new adventure and new
lifelong career path
21HR’s ad agency.
The Emotional Connection to Work
22. Emotion-based
Communications Where do we place emotion-based
communications after recruitment?
• On-boarding communications
• Mentoring and team-building
programs
• Leadership communications
• Learning and development initiatives
22HR’s ad agency.
The Emotional Connection to Work
23. Section Take Aways
1. Transaction-focused HR
communications play a critical role
but …
2. People are connected, engaged and
will stay longer through the
emotional themes and imagery often
found in recruitment communications.
23HR’s ad agency.
The Emotional Connection to Work
24. The Imperative
Don’t “silo” the emotional elements of your recruitment
communications to just the candidate attraction phase of the
employee lifecycle. Use these elements in every lifecycle
phase or talent communications touchpoint.
24HR’s ad agency.
The Emotional Connection to Work
25. Section Action Steps
1. Review “emotions” communications to infuse
keep-them-for-life messaging found in your
attraction/recruitment communications.
2. Think like a brand manager: use advertising
principles and practice – including employer
branded copy writing and creative imagery –
to create an engaging narrative, but …
3. Remember that themes and messages need
to be validated with everyday employee
experiences as authenticity counts.
25HR’s ad agency.
The Emotional Connection to Work
27. Top Retention
Drivers – Why? Understanding the drivers of retention is an
important step in internal and in employer
brand communications.
• Internal Communications: allows for
segmentation/tailoring of messages to
what’s important to each audience.
• Employer Brand Communications: helps
the alignment to employment promises and
unique selling points.
27HR’s ad agency.
Drivers of Retention
28. Top Retention
Drivers – How? Ways to get drivers of retention might include
such actions as:
• Annual employee engagement surveys
• Regular pulse/stay surveys
• Focus groups and employee representatives
feedback
• Active listening programs
• Exit interviews (what competitors are
offering)
28HR’s ad agency.
Drivers of Retention
29. Top Drivers
29HR’s ad agency.
Drivers of Retention
Employee View
1. Base pay/salary
2. Career advancement
3. Trust and confidence in leadership
4. Job security
5. Length of commute
6. Relationship with supervisor/manager
7. Work-related stress
Employer View
1. Base pay/salary
2. Career advancement
3. Relationship with supervisor/manager
4. Work-related stress
5. Learning and development
6. Short-term incentives
7. Challenging work
Towers Watson, 2014
30. Top Drivers
30HR’s ad agency.
Drivers of Retention
Towers Watson, 2014
Rank <30 30-39 40-49 50+
1 Base pay/salary Base pay/salary Base pay/salary Base pay/salary
2 Career advancement Career advancement Career advancement Trust/confidence in
leadership
3 Length of commute Trust/confidence in
leadership
Trust/confidence in
leadership
Career advancement
4 Work-related stress Relationship w/supervisor Job security Job security
5 Trust/confidence in
leadership
Length of commute Relationship
w/supervisor
Relationship w/supervisor
31. Section Take Aways
1. Every organization is different and unique
but there are universal drivers of retention
that can be used to customize segmented
communications.
2. There are a variety of tools available to
determine the drivers of retention in your
organization.
31HR’s ad agency.
Drivers of Retention
32. Resources Employer Brand Dimensions, Talent Solutions, The
David Group
Employer Brand Readiness Checklist, Talent
Solutions, The David Group
Our Approach to Employer Branding, 2015 White
Paper, The David Group
All of these items can be found at:
www.davidgroup.com/what-we-think/downloads/
32HR’s ad agency.
Contact
N. Robert Johnson
The David Group
216.685.4486
216.410.5258 (cell)
nrjohnson@davidgroup.com
33. Employer Branding for Talent Attraction
April 19, 2016 - 2:00 pm to 2:30 pm ET
HR’s ad agency.
Part 2 of this series