HR Open Source is a non-profit organization that aims to democratize access to progressive HR practices by sharing case studies, resources, and facilitating community discussions among global HR practitioners. It currently has over 300 volunteer members from 50+ countries who contribute content to the organization's online library and forums. HR Open Source is seeking sponsorship to expand its global reach to 5,000 members, produce more case studies and reports, host events, and scale its local meetup program in order to further its mission of transforming the HR field through open sharing of knowledge. Sponsorship levels ranging from $5,000 to $35,000 provide various benefits including brand exposure, content promotion, and strategy sessions.
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.
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.
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"
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"
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
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.
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.
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"
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"
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
Candidate is king - your employer brand mattersRohan Shah
In a time where there is a shortage of talent, organisations must invest in their employer brand in order to attract and retain the best candidates to grow their business. This document is co-produced with Creed Comms, an employer brand specialist, and will run through what an employer brand is made up of and who is doing it well.
The role of Social Media is becoming more and more relevant when it comes to employer branding. Most of the Employer branding focusses on recruitment but there is much more where social media can play a role. Hence some examples and cases.
Branding Beyond Borders: A Quick Guide for International Employer BrandingNexxt
The globalization of many companies has created a brave new world of employer branding. Embark on this journey with a reliable guide to creating an employer brand that transcends borders. Visit us at www.beyond.com/employers for more resources.
Presentation for leading employer brand expert, Brett Minchington, London November '14. Contains my belief that humans join, stay or leave a company for 1 of 4 reasons: Love, Money, Power or Hate, This is the basis for all my executed activation and strategy.
Intelligence Group has researched ‘the attractiveness of Nestlé within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
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.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
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.
Are Your Sales People an Asset or Liability?Peak Focus
If 2012 taught us anything, it’s that traditional business and revenue models have permanently shifted. Transactional sales approaches are quickly being replaced by solution-focused, consultative business relationships. Has your sales team made the shift? Are they all capable of shifting?
Social media levels the branding playing field. By leveraging LinkedIn strategically, even small nonprofits can compete with the hottest companies for talent.
Learn how to:
• Brand your organization as a great place to work
• Engage individuals with exactly the skills you need
• Get your opportunities in front of mission driven candidates
Finalists of the 2016 APAC Conscious Business Leadership Awards share insights and examples of how they are bringing a higher level of consciousness to talent engagement and recruitment across their respective organisations. Nominations for the 2017 awards will open up soon.
Amplify Your Employer Brand Through Employee AdvocacyPostBeyond
The best employer branding content comes from within your organization. Whether it’s showcasing your workplace culture, job posts or company events – compelling content can help attract and recruit top talent.
By leveraging your employees to amplify your employer branding, you tap into their potential to reach and influence thousands through their social networks
Global Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
10 Keys to Pipelining and Proactive Recruitment Success | Talent Connect Vega...LinkedIn Talent Solutions
Amp up your recruiting success with this presentation from Talent Connect 2013, where Express Scripts' Allison Dietz and LinkedIn's Donna MacDonald and Tim Deegan discuss how to integrate pipelining into your daily routine.
Shift from reactive to proactive recruiting in this 3-step makeover: http://slidesha.re/GO4XXn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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
SPS Honolulu 2018 | Humans in Tech - How to Build Diversity Programs with Col...Heather Newman
Join Microsoft MVP and Content Panda CMO, Heather Newman as she walks through real-world examples of community and collaboration based solutions for building diversity in the workplace, humans in tech. She will walk through a Yammer example, Microsoft Teams example and Microsoft planner example. This session will also give tips and tricks for building male & female allies as well as resources for humanizing the workplace.
Candidate is king - your employer brand mattersRohan Shah
In a time where there is a shortage of talent, organisations must invest in their employer brand in order to attract and retain the best candidates to grow their business. This document is co-produced with Creed Comms, an employer brand specialist, and will run through what an employer brand is made up of and who is doing it well.
The role of Social Media is becoming more and more relevant when it comes to employer branding. Most of the Employer branding focusses on recruitment but there is much more where social media can play a role. Hence some examples and cases.
Branding Beyond Borders: A Quick Guide for International Employer BrandingNexxt
The globalization of many companies has created a brave new world of employer branding. Embark on this journey with a reliable guide to creating an employer brand that transcends borders. Visit us at www.beyond.com/employers for more resources.
Presentation for leading employer brand expert, Brett Minchington, London November '14. Contains my belief that humans join, stay or leave a company for 1 of 4 reasons: Love, Money, Power or Hate, This is the basis for all my executed activation and strategy.
Intelligence Group has researched ‘the attractiveness of Nestlé within the European labour market’ based on the results of our Global Talent Acquisition Monitor (GTAM).
Intelligence Group is an international Data & Tech company and the European market leader in the field of labour market and recruitment data. Founded in 2003, Intelligence Group is proud of its hundreds of clients, including Adecco, Manpower, KLM, McDonalds and IBM, who are able to recruit better and faster through our innovative solutions and services.
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.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
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.
Are Your Sales People an Asset or Liability?Peak Focus
If 2012 taught us anything, it’s that traditional business and revenue models have permanently shifted. Transactional sales approaches are quickly being replaced by solution-focused, consultative business relationships. Has your sales team made the shift? Are they all capable of shifting?
Social media levels the branding playing field. By leveraging LinkedIn strategically, even small nonprofits can compete with the hottest companies for talent.
Learn how to:
• Brand your organization as a great place to work
• Engage individuals with exactly the skills you need
• Get your opportunities in front of mission driven candidates
Finalists of the 2016 APAC Conscious Business Leadership Awards share insights and examples of how they are bringing a higher level of consciousness to talent engagement and recruitment across their respective organisations. Nominations for the 2017 awards will open up soon.
Amplify Your Employer Brand Through Employee AdvocacyPostBeyond
The best employer branding content comes from within your organization. Whether it’s showcasing your workplace culture, job posts or company events – compelling content can help attract and recruit top talent.
By leveraging your employees to amplify your employer branding, you tap into their potential to reach and influence thousands through their social networks
Global Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
10 Keys to Pipelining and Proactive Recruitment Success | Talent Connect Vega...LinkedIn Talent Solutions
Amp up your recruiting success with this presentation from Talent Connect 2013, where Express Scripts' Allison Dietz and LinkedIn's Donna MacDonald and Tim Deegan discuss how to integrate pipelining into your daily routine.
Shift from reactive to proactive recruiting in this 3-step makeover: http://slidesha.re/GO4XXn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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
SPS Honolulu 2018 | Humans in Tech - How to Build Diversity Programs with Col...Heather Newman
Join Microsoft MVP and Content Panda CMO, Heather Newman as she walks through real-world examples of community and collaboration based solutions for building diversity in the workplace, humans in tech. She will walk through a Yammer example, Microsoft Teams example and Microsoft planner example. This session will also give tips and tricks for building male & female allies as well as resources for humanizing the workplace.
Diversity Talks: Diversity & Inclusion Agency Resource GuidePR Council
Presented by HP, the PR Council’s Diversity & Inclusion Resource Guide for Agency Leaders is being published to educate members and the industry in creating an effective diversity and inclusion strategy for their organizations.
Communications leaders understand the existence of differences among their clients’ customer bases, however the talent creating messages is often not reflective of the customer base or potential customers. Although the concept of diversity among our talent is not new to the industry, a transformation of behavior and attitude resulting in the practice of inclusion is being actively pursued.
This presentation is give those people who are interested in applying Jumpstart Program an overview of the program vision, roadmap, and strategy. For the detailed program delivery and trainers introduction, we will announce at “Talents of the Future 青年論壇 - 成為世界所需的人才” on 5/21
5/21 Forum registration site: http://uknowiknow.com/courses/jumpstart2016
SPTechCon Boston 2018 | Humans in Tech - How to Build Diversity Programs wit...Heather Newman
Join Microsoft MVP and Content Panda CMO, Heather Newman as she walks through real-world examples of community and collaboration based solutions for building diversity in the workplace, humans in tech. She will walk through a Yammer example, Microsoft Teams example and Microsoft planner example. This session will also give tips and tricks for building male & female allies as well as resources for humanizing the workplace.
The next generation of HR transformation will see a strategic shift that incorporates services either new or non-traditional to HR functions, like – workforce planning, talent management, mergers and acquisitions, global workforce security, change management and global mobility.
With many solutions available on the cloud now – end-users have more choice than ever, so are there particular value add functions that you offer which tends to get people engaged?
Innovate Finance’s booklet ‘Celebrating Diversity in FinTech’ shines a spotlight on leading FinTech firms and institutions closing the diversity gap in FinTech and promoting inclusion within the workplace.
The booklet features 10 member companies including some of the world’s most successful and exciting FinTech businesses such as Bankable, Neyber, remittance companies Azimo and World Remit, leading banks Lloyds Banking Group and RBS.
EHRM: Entrepreneurial Human Resources Management | by Ernst & Young, People A...ArabNet ME
The SMEs of today are the future organizations of tomorrow who will set the leading practice in the market. YOU, as SMEs and Entrepreneurs, will shape the future organization and the HR of tomorrow.
Renowned for Communications, Media & Journalism training, we deliver inspirational learning that positively changes behaviours and drives improved individual and organisational performance. Our unique insight, strategic partnerships and access to a comprehensive network of subject-matter experts ensures every solution is developed with real-time, top-class content. If you’re looking for a one-off course or a complex, bespoke ongoing programme we’ll use our experience and resources to meet your requirements.
The world of work has changed beyond recognition in recent years, with commentators predicting that we are on the precipice of a seismic shift not seen since the industrial revolution.
Of course no-one knows exactly what lies ahead – but one of the few certainties to emerge is that if nothing else, the future will definitely be global.
How HR Can Ensure a Smooth Return to the Office - Robert Stone, CHEP Network HR Network marcus evans
Ahead of the marcus evans HR Summit 2024, read here an interview with Robert Stone on what approach would achieve the workplace culture and environment people are looking for today.
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]
This template was contributed by Hootsuite's talent acquisition team for their HROS case study, "Inside #HootsuiteLife: How We Built Our Employer Brand Playbook"
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
3. OUR OPPORTUNITY
The common denominator to every organization is people, yet investments in people
function development is often minimal.
Faced with rapidly accelerating innovation expectations in the field, most practitioners
lack the resources, budgets, or networks needed to keep pace.
The legacy of HR and “war for talent” mindset slows progress and leads to knowledge
hoarding and silos.
This has left a widening gap between leaders and laggards, impacting both the
organizations we are building and eventually the bottom line.
The evolution of HR technology is outpacing the capabilities and understanding of
practitioners. We aim to serve as an educational platform to narrow that gap.
4. What if HR leaders could plug into the collective intellect of other global
practitioners - at scale and at no cost to them?
Would this enable practitioners build better organizations and
accelerate elevating the field forward?
Yes.
SO WE ASKED OURSELVES...
5. 1. PRACTITIONER CASE STUDIES
A robust, searchable library of proven case
studies, contributed by practitioners, sharing
“the how”. How they developed, executed, and
measured specific initiatives.
2. RESOURCE LIBRARY
Curate a centralized resource collection of
various templates, resources, and guides to
access when needed.
3. COMMUNITY SOCIAL FORUM
Cultivate an engaged “collective intellect” of
global HR and recruiting practitioners freely
sharing knowledge and expertise.
4. EVENTS
Launch a signature event, and local meetups
to bring the global community together for in
depth learning
HOW WE WILL ACHIEVE OUR MISSION
6. OUR MISSION AND VALUES
Our intention is to transform the field of HR to become more impactful
by democratizing access to progressive and innovative practices.
Openness
Sharing is Caring
Action
Have an Impact
Humility
Community > Individual
Inspiration
Collaborative Learning
7. CASE STUDY OVERVIEW
● Who you are?
● What you did?
● Why you did it?
● How you did it?
● What are the results?
● What you got wrong?
● Key takeaways?
● Technologies used?
*25 published to date. click on the brand image to read their case study
8. WHY WE ARE DIFFERENT
The landscape of where practitioners go to learn the field is quite crowded; Bersin,
CEB, SHRM, HRCI, CIPD, conferences, and more.
The common denominator? Cost. We believe in providing high value resources to
practitioners at no cost.
We’re not here to define best practices. Our aim is to showcase progressive practices
that enable practitioners to prepare their businesses for what they need for tomorrow.
We are driven by a peer community. Which means they get the learning, network, and
mentorship more naturally because they are all in it together.
9. GLOBAL
50+ Countries Represented
VOLUNTEERS
300+ members registered to volunteer
to support HROS
ACTIVE USERS
50+ posts and comments per week in
HROS Facebook Community
GROWTH
10+ new members
registrations each week
COMMUNITY GROWTH OCT 15 - NOW
10. LEADERSHIP - VP
C-LEVEL EXECUTIVE
CONSULTANT
LEADERSHIP - DIRECTOR
LEADERSHIP - MANAGER
INDIVIDUAL CONTRIBUTOR
7% 25%
11%
7% 30%
19%
COMMUNITY BREAKDOWN - SENIORITY
63% of members are decision makers (manager and above).
11. COMMUNITY BREAKDOWN - FUNCTION
RECRUITING
37% self identifies as
recruiting
HUMAN RESOURCES
55% self-identifies as HR
OTHER
8% of membership self
identifies as other
(Marketing, etc)
37
%
55
%
8
%
Span all function of HR and recruiting, and as well as fields of Marketing, Technology, and more.
12. HR Open Source | Prospectus
GRAEME JOHNSON
Virgin Media
Head of Resourcing &
Employer Brand
I love the concept of HR Open
Source. Learning and sharing honest
accounts of how to succeed in our
profession is incredibly valuable. There is a
lot of preaching from thought leaders out in
the market, and not enough real-life
accounts of how to succeed in
practice. HROS plugs this vital gap, and is
an excellent forum for knowledge sharing
and external benchmarking.
13. Press: Fast Company, TechCo, Forbes, ERE, LinkedIn, SHRM, Glassdoor, HRN
Speaking: Talent Connect, Glassdoor Summit, SHRM Annual, HR Tech, HR Tech World Congress, Australasian Talent Conference
OUR AMPLIFICATION
14. LOOKING AHEAD
The first full year has been intentionally self-funded by founders.
Our aim was to prove the model and build an engaged community.
We traveled the world, speaking at conferences, recruiting new members, and
validating the value and interest of the global HR community.
We have a clear value proposition and plan on taking HROS to the next level.
Funding to cover operational expenses is crucial as we shift into this new phase
of global growth.
15. OUR GROWTH GOALS 2017
Growth Marketing Initiatives
● Expand reach to 5,000+ registered members globally
● Refreshed brand assets and marketing collateral, merchandise, website, swag, and etc
● Brand visibility and awareness campaigns to bring conversation to entire C-Suite audience
Community Value Building
● 25 (bi-weekly) case studies created and published
● “2018 Talent Innovator Trends to Watch” member survey
● First HROS community conference event - “The Gathering”
● Framework to scale hosting local meetups across NA, EMEA, and APAC
Operations Scaling
● Incorporation of HROS, with associated legal and administration investments
● Operational expense budget for 2017
16. SPONSORSHIP BENEFITS
First Mover Advantage
● Be a founding supporter of an initiative poised to change the global field of HR for the better
● Build brand equity with practitioner community as a grassroots early adopter in the space
● On premise practitioner learning by HROS founders that is tailored to your needs
Year Round Brand Awareness
● Recognition as part of the broader and larger tier 1 press story of the future workplace
● Visibility online, press, social media, case studies, newsletters, blogs, webinars, and more
● Brand recognition and thanks mention at 15+ speaking events globally in 2017
● Online acknowledgement as HROS sponsors to 300+ unique daily website visitors
Year Round Lead Generation Opportunities
● Reach thousands of HR and Recruiting leaders (buyers and influencers) in 50 countries
● Community webinar hosting including access to registration leads
● Exclusive access to influencers at hosted private events
● Sponsored content per sponsorship level reaching thousands of progressive practitioners
17. Note: Sponsorship does NOT influence content (case studies, blog posts, events, etc.)
SPONSORSHIP LEVELS 2017
SILVER GOLD PLATINUM
Logo/link on website, social, newsletter Logo/link on website, social, newsletter Logo/link on website, social, newsletter
HROS digital sponsorship kit & swag box HROS digital sponsorship kit & swag box HROS digital sponsorship kit & swag box
Co-host exclusive influencer dinner (at cost) Host exclusive influencer dinner (at cost)
1 sponsored content update in monthly newsletter 3 sponsored content updates in monthly newsletter
Logo on HROS Conference Slide Deck
(15+ global talks in 2016)
Logo on HROS Conference Slide Deck
(15+ global talks in 2016)
Co-sponsor webinar (+ registration leads) Sponsor exclusive webinar (+ registration leads)
2-hr remote strategy session w/HROS Founders 1-day onsite strategy session w/HROS Founders
Sponsorship of 2018 ‘Talent Innovator Trends to
Watch Report (includes Forbes coverage)
$5,000 Annual Sponsorship $20,000 Annual Sponsorship $35,000 Annual Sponsorship
18. HR Open Source | Prospectus
CONNECT WITH US
@HROpenSource
/company/HROpenSource
@/groups/HROpenSource
@HROpenSource / #HROS
http://HROS.co
info@hros.co
Headquarter
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Barcelona, Spain
EUROPE OFFICE
45 Calle Norte
Argentina
SOUTH AMERICA
OFFICE
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San Francisco, California
UNITED STATES
OFFICE