The document provides a 5-step playbook for crafting a highly social talent brand. The first step is to get buy-in from executives by starting at the top, arming yourself with data, and bringing partners to the table. The second step is to listen and learn by auditing existing materials, planning research among key audiences, and putting the findings together. The third step is to craft the approach by being real, personal, brave, consistent, and setting goals. The playbook then provides steps to promote and engage talent as well as measure and adjust the talent brand approach.
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact. Form a cross-functional team.
2. Listen to current employees and candidates through research like surveys and interviews to understand perceptions. Audit existing materials.
3. Refine key messages based on research findings, ensuring messages are truthful and address any unfavorable feedback. Develop stories from employee experiences.
4. Set goals to measure success and define dimensions to track like talent brand index score versus competitors. Test messaging internally before broad launch.
5. Promote the talent brand through owned, earned,
Here are 3 sample goals for a talent brand program:
1. Increase employer brand awareness by 15% among target passive candidates over the next 12 months.
2. Reduce time-to-hire by 10% on average for mission-critical roles within the next 6 months.
3. Achieve a 90% employee engagement score or higher on talent brand questions in the next annual employee survey.
LinkedIn Employer Brand Playbook - 5 Steps to Crafting a Highly Social Talent...Colin Frankland
Employer brand playbook provides a 5-step process for crafting a highly social talent brand: 1) Get buy-in from executives and cross-functional teams, 2) Listen to employees and candidates through research to understand perceptions, 3) Craft messaging based on research findings while ensuring consistency with overall brand, 4) Promote the talent brand message and engage talent, 5) Measure and adjust the talent brand program based on goals and metrics. The playbook offers tips, case studies, and tools to help companies strengthen their talent brand at each step.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact, and bringing partners together in a cross-functional team. Step 2 is to listen and learn by auditing current materials, planning research among key audiences, and determining what information to collect. Step 3 will cover crafting an approach, while Steps 4 and 5 will involve promoting and engaging, measuring and adjusting the talent brand over time. The playbook offers tips, checklists and examples to help readers strengthen their company's talent brand.
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact. Form a cross-functional team.
2. Listen to current employees and candidates through research like surveys and interviews to understand perceptions. Audit existing materials.
3. Refine key messages based on research findings, ensuring messages are truthful and personal stories are featured. Align with overall company brand.
4. Set goals to measure success and define metrics like hiring rates, retention, and talent brand index scores. Test messaging internally before broad launch.
5. Promote the talent brand through owned, earned,
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact.
2. Listen to current employees and candidates through research to understand perceptions of the company brand.
3. Craft targeted messaging based on research findings, ensuring messages are consistent with employees' experiences.
4. Promote the talent brand and engage audiences on and off social media.
5. Continuously measure and refine the talent brand strategy based on engagement and feedback.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact, and bringing partners together in a cross-functional team. Step 2 is to listen and learn by auditing current materials, planning research among key audiences, and determining what information to collect. Step 3 will cover crafting an approach, while Steps 4 and 5 will involve promoting and engaging, measuring and adjusting the talent brand over time. The playbook offers tips, checklists and examples to help readers strengthen their company's talent brand.
Linked in content marketing guide 2 - five steps to boosting your talent br...Andre Brathwaite-Stanford
1) The document outlines a 5-step process for boosting a talent brand through content marketing: plan, develop content, share content, amplify content, and measure/adjust.
2) It recommends defining target audiences, creating personas, and developing a content calendar to plan content strategy.
3) For developing content, it suggests curating existing materials and creating original content like blog posts, videos, and presentations on topics like the talent brand, thought leadership, and company news.
4) Content types could include blog posts, infographics, ebooks, videos, photos and more to engage audiences.
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact. Form a cross-functional team.
2. Listen to current employees and candidates through research like surveys and interviews to understand perceptions. Audit existing materials.
3. Refine key messages based on research findings, ensuring messages are truthful and address any unfavorable feedback. Develop stories from employee experiences.
4. Set goals to measure success and define dimensions to track like talent brand index score versus competitors. Test messaging internally before broad launch.
5. Promote the talent brand through owned, earned,
Here are 3 sample goals for a talent brand program:
1. Increase employer brand awareness by 15% among target passive candidates over the next 12 months.
2. Reduce time-to-hire by 10% on average for mission-critical roles within the next 6 months.
3. Achieve a 90% employee engagement score or higher on talent brand questions in the next annual employee survey.
LinkedIn Employer Brand Playbook - 5 Steps to Crafting a Highly Social Talent...Colin Frankland
Employer brand playbook provides a 5-step process for crafting a highly social talent brand: 1) Get buy-in from executives and cross-functional teams, 2) Listen to employees and candidates through research to understand perceptions, 3) Craft messaging based on research findings while ensuring consistency with overall brand, 4) Promote the talent brand message and engage talent, 5) Measure and adjust the talent brand program based on goals and metrics. The playbook offers tips, case studies, and tools to help companies strengthen their talent brand at each step.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact, and bringing partners together in a cross-functional team. Step 2 is to listen and learn by auditing current materials, planning research among key audiences, and determining what information to collect. Step 3 will cover crafting an approach, while Steps 4 and 5 will involve promoting and engaging, measuring and adjusting the talent brand over time. The playbook offers tips, checklists and examples to help readers strengthen their company's talent brand.
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact. Form a cross-functional team.
2. Listen to current employees and candidates through research like surveys and interviews to understand perceptions. Audit existing materials.
3. Refine key messages based on research findings, ensuring messages are truthful and personal stories are featured. Align with overall company brand.
4. Set goals to measure success and define metrics like hiring rates, retention, and talent brand index scores. Test messaging internally before broad launch.
5. Promote the talent brand through owned, earned,
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact.
2. Listen to current employees and candidates through research to understand perceptions of the company brand.
3. Craft targeted messaging based on research findings, ensuring messages are consistent with employees' experiences.
4. Promote the talent brand and engage audiences on and off social media.
5. Continuously measure and refine the talent brand strategy based on engagement and feedback.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact, and bringing partners together in a cross-functional team. Step 2 is to listen and learn by auditing current materials, planning research among key audiences, and determining what information to collect. Step 3 will cover crafting an approach, while Steps 4 and 5 will involve promoting and engaging, measuring and adjusting the talent brand over time. The playbook offers tips, checklists and examples to help readers strengthen their company's talent brand.
Linked in content marketing guide 2 - five steps to boosting your talent br...Andre Brathwaite-Stanford
1) The document outlines a 5-step process for boosting a talent brand through content marketing: plan, develop content, share content, amplify content, and measure/adjust.
2) It recommends defining target audiences, creating personas, and developing a content calendar to plan content strategy.
3) For developing content, it suggests curating existing materials and creating original content like blog posts, videos, and presentations on topics like the talent brand, thought leadership, and company news.
4) Content types could include blog posts, infographics, ebooks, videos, photos and more to engage audiences.
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact.
2. Listen to current employees and candidates through research to understand perceptions of the company brand.
3. Craft targeted messaging about the company based on research findings, ensuring messages are honest and backed by employee experiences.
4. Promote the talent brand internally and externally using various channels and engage employees as ambassadors.
5. Continually measure and refine the talent brand strategy based on analytics and ongoing research.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact and LinkedIn insights, and bringing partners to the table. Step 2 is to listen and learn by auditing existing talent brand materials, covering official and unofficial sources, and planning research among internal and external audiences to understand perceptions. The playbook then outlines steps for crafting an approach, promoting and engaging, and measuring and adjusting the talent brand over time.
The document provides guidance on pitching talent brand initiatives to CXOs. It emphasizes that C-suite support is crucial, and recommends arming yourself with data on your company's current talent brand performance and the potential benefits of improvement. Specific tactics suggested include highlighting relevant business challenges, showcasing case studies of other companies that strengthened their talent brand, and offering a clear pathway for building talent brand through LinkedIn and employee engagement. The overall goals are to reduce costs, boost retention, and attract more high-quality candidates.
With Talent Brand Index, LinkedIn can help you understand, measure and improve your employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Congratulations Graduate! Eleven Reasons Why I Will Never Hire You.Mark O'Toole
Over the past 20 years, I’ve been in hiring roles and have received thousands of resumes from new college graduates. I’ve interviewed many for real jobs and done my share of informational interviews. Sometimes I’ve hired people into entry-level positions. More often though, I haven’t.
Those who did not get the job were sometimes just not the right fit. Other times, they were trumped by a more impressive candidate or victim to some other random event mostly out of their control.
Too many had the background to make the cut or at least garner a second interview. But disastrous interviewing skills brought you down.
Here are my top reasons why I will never hire you.
Attract Top Candidates with Employer BrandingLeah Burdick
Discover how employer branding can help your company attract top candidates. This presentation was delivered through ERE.net by Rebecca Valladares, Senior Vice President of Relationship Management for Hudson Americas (http://us.hudson.com). Learn what employer branding is and the various employer brand attributes that appeal to quality candidates. Explore how top companies are using employer branding to their benefit based on a study of 328 HR executives. For the complete report, visit http://employerbrandguide.com for a complimentary download.
This document is a report from Employer Brand International (EBI) on their 2014 global employer branding trends study. Some key findings include:
- HR and marketing are most commonly responsible for employer branding efforts.
- Most companies plan to maintain or increase spending on employer branding in 2014.
- Developing a clear employer brand strategy and using social media are widely seen as important to achieving talent attraction goals.
- Attracting and retaining talent, improving employer perception, and increasing applicant quality are the top benefits companies report from employer branding.
Tbwa 7 trends to disrupt employer brandingTBWA\Corporate
I. This document discusses trends that will disrupt employer branding, including open knowledge, collaboration and data sharing enabled by the internet and social media. Employees are becoming important brand ambassadors and sources of information about companies.
II. Companies will need to identify key skills and develop new ways to attract talent as capabilities shortages emerge. Social media, company websites and mobile technologies are becoming more important for recruitment.
III. New tools are being developed for social media sourcing of candidates, matching job seekers to open positions based on skills and personality fit, and moving beyond traditional resumes and interviews towards more transparent hiring processes.
Learn more about your Talent Brand Index at http://linkd.in/1CHwo0I.
In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it.
The bottom line impact is real: a strong talent brand reduces cost per hire by up to 50% and lowers turnover rates by 28%.
Talent brand is the new black. But, how do you measure it? In this webcast, Stephen Gundee shares how you can partner with LinkedIn to get real-time business insights that can help your organization immensely.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Read more on the LinkedIn Talent Blog: http://linkd.in/1bHIl6A
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
This document provides guidance on building a strong employer brand through effective use of LinkedIn. It discusses encouraging employees to update their LinkedIn profiles, post and engage with content, and grow their connections. This helps expand the reach of the employer brand and build engagement. The document also stresses using a company's LinkedIn page and career pages to attract talent and tell an authentic story about the company culture. Building a strong employer brand through LinkedIn can help reduce hiring costs and improve hiring metrics.
Learn about the effects of having a strong employer brand: lower cost of hire, lower turnover, & how you can leverage your employer brand to attract top candidates. This presentation also discusses how to communicate your employer brand on LinkedIn, and some great research LinkedIn released about employer branding in 2012.
The Importance Of Building a Strong Talent Brand, Munish SudanThe HR Observer
Employer brand has been around as a term for decades and is a well-established practice, in fact in a recent study conducted by LinkedIn, the results showed that 83% of recruiting leaders believe employer brand has significant impact on their ability to hire top talent. During the last few years, with the rise of Social networks, your reputation as a place to work is based on much more than what you say about it. At LinkedIn we use the term ‘talent brand’ because we think it better reflects the fact that your reputation now incorporates what talent – past, present and future employees – think, say and share about your company as a place to work. In this session, Munish Sudan will talk about the importance of Talent Brand in the competitive environment we live in and how can LinkedIn help your enterprise build a strong online presence.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Create an authentic and powerful brand that attracts top talent with this webinar by Steve Watt, Talent Brand Educator at LinkedIn. You'll also learn how to motivate brand ambassadors and ultimately become an InDemand company.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
SocialHR provides employment branding and social media solutions to help companies attract and retain talent. They analyze a company's employment brand and digital reputation, and develop strategies to communicate the brand through social media. This includes producing videos, optimizing employees' online profiles, auditing a company's career website, and creating engaging content to speak to target audiences. SocialHR measures the effectiveness of these solutions using metrics like cost per hire, applicant quality, and employee satisfaction and turnover. Their goal is to help companies maximize their employment brand using social media.
The document discusses how gamification tactics from gaming are being used in recruiting to create better incentives and engagement. It provides examples of how companies are using laddering and rewards, digital currency, badges, and tribal connections to target potential job candidates. The document advocates designing reward programs and studying where your target audience spends time online to understand how gaming concepts can be borrowed for recruiting.
The document discusses balancing life with consumption and investment. It suggests finding a balance between spending on current needs and wants while also investing for the future. Overall the message seems to be about moderation and planning for both the present and what's to come.
The document appears to be a calendar or schedule for an individual named yuuki_maxio. It includes several events related to Android development between July 15th and an unspecified future date. Many of the events provide details like dates, times, locations, and topics related to Android. A few links are also included likely with additional information about the events.
Haiku Deck is a presentation tool that allows users to create Haiku style slideshows. The tool encourages users to get started making their own Haiku Deck presentations which can be shared on SlideShare. In just a few sentences, it pitches the idea of using Haiku Deck to easily create visually engaging slideshows.
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact.
2. Listen to current employees and candidates through research to understand perceptions of the company brand.
3. Craft targeted messaging about the company based on research findings, ensuring messages are honest and backed by employee experiences.
4. Promote the talent brand internally and externally using various channels and engage employees as ambassadors.
5. Continually measure and refine the talent brand strategy based on analytics and ongoing research.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact and LinkedIn insights, and bringing partners to the table. Step 2 is to listen and learn by auditing existing talent brand materials, covering official and unofficial sources, and planning research among internal and external audiences to understand perceptions. The playbook then outlines steps for crafting an approach, promoting and engaging, and measuring and adjusting the talent brand over time.
The document provides guidance on pitching talent brand initiatives to CXOs. It emphasizes that C-suite support is crucial, and recommends arming yourself with data on your company's current talent brand performance and the potential benefits of improvement. Specific tactics suggested include highlighting relevant business challenges, showcasing case studies of other companies that strengthened their talent brand, and offering a clear pathway for building talent brand through LinkedIn and employee engagement. The overall goals are to reduce costs, boost retention, and attract more high-quality candidates.
With Talent Brand Index, LinkedIn can help you understand, measure and improve your employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Congratulations Graduate! Eleven Reasons Why I Will Never Hire You.Mark O'Toole
Over the past 20 years, I’ve been in hiring roles and have received thousands of resumes from new college graduates. I’ve interviewed many for real jobs and done my share of informational interviews. Sometimes I’ve hired people into entry-level positions. More often though, I haven’t.
Those who did not get the job were sometimes just not the right fit. Other times, they were trumped by a more impressive candidate or victim to some other random event mostly out of their control.
Too many had the background to make the cut or at least garner a second interview. But disastrous interviewing skills brought you down.
Here are my top reasons why I will never hire you.
Attract Top Candidates with Employer BrandingLeah Burdick
Discover how employer branding can help your company attract top candidates. This presentation was delivered through ERE.net by Rebecca Valladares, Senior Vice President of Relationship Management for Hudson Americas (http://us.hudson.com). Learn what employer branding is and the various employer brand attributes that appeal to quality candidates. Explore how top companies are using employer branding to their benefit based on a study of 328 HR executives. For the complete report, visit http://employerbrandguide.com for a complimentary download.
This document is a report from Employer Brand International (EBI) on their 2014 global employer branding trends study. Some key findings include:
- HR and marketing are most commonly responsible for employer branding efforts.
- Most companies plan to maintain or increase spending on employer branding in 2014.
- Developing a clear employer brand strategy and using social media are widely seen as important to achieving talent attraction goals.
- Attracting and retaining talent, improving employer perception, and increasing applicant quality are the top benefits companies report from employer branding.
Tbwa 7 trends to disrupt employer brandingTBWA\Corporate
I. This document discusses trends that will disrupt employer branding, including open knowledge, collaboration and data sharing enabled by the internet and social media. Employees are becoming important brand ambassadors and sources of information about companies.
II. Companies will need to identify key skills and develop new ways to attract talent as capabilities shortages emerge. Social media, company websites and mobile technologies are becoming more important for recruitment.
III. New tools are being developed for social media sourcing of candidates, matching job seekers to open positions based on skills and personality fit, and moving beyond traditional resumes and interviews towards more transparent hiring processes.
Learn more about your Talent Brand Index at http://linkd.in/1CHwo0I.
In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it.
The bottom line impact is real: a strong talent brand reduces cost per hire by up to 50% and lowers turnover rates by 28%.
Talent brand is the new black. But, how do you measure it? In this webcast, Stephen Gundee shares how you can partner with LinkedIn to get real-time business insights that can help your organization immensely.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Read more on the LinkedIn Talent Blog: http://linkd.in/1bHIl6A
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
This document provides guidance on building a strong employer brand through effective use of LinkedIn. It discusses encouraging employees to update their LinkedIn profiles, post and engage with content, and grow their connections. This helps expand the reach of the employer brand and build engagement. The document also stresses using a company's LinkedIn page and career pages to attract talent and tell an authentic story about the company culture. Building a strong employer brand through LinkedIn can help reduce hiring costs and improve hiring metrics.
Learn about the effects of having a strong employer brand: lower cost of hire, lower turnover, & how you can leverage your employer brand to attract top candidates. This presentation also discusses how to communicate your employer brand on LinkedIn, and some great research LinkedIn released about employer branding in 2012.
The Importance Of Building a Strong Talent Brand, Munish SudanThe HR Observer
Employer brand has been around as a term for decades and is a well-established practice, in fact in a recent study conducted by LinkedIn, the results showed that 83% of recruiting leaders believe employer brand has significant impact on their ability to hire top talent. During the last few years, with the rise of Social networks, your reputation as a place to work is based on much more than what you say about it. At LinkedIn we use the term ‘talent brand’ because we think it better reflects the fact that your reputation now incorporates what talent – past, present and future employees – think, say and share about your company as a place to work. In this session, Munish Sudan will talk about the importance of Talent Brand in the competitive environment we live in and how can LinkedIn help your enterprise build a strong online presence.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Create an authentic and powerful brand that attracts top talent with this webinar by Steve Watt, Talent Brand Educator at LinkedIn. You'll also learn how to motivate brand ambassadors and ultimately become an InDemand company.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
SocialHR provides employment branding and social media solutions to help companies attract and retain talent. They analyze a company's employment brand and digital reputation, and develop strategies to communicate the brand through social media. This includes producing videos, optimizing employees' online profiles, auditing a company's career website, and creating engaging content to speak to target audiences. SocialHR measures the effectiveness of these solutions using metrics like cost per hire, applicant quality, and employee satisfaction and turnover. Their goal is to help companies maximize their employment brand using social media.
The document discusses how gamification tactics from gaming are being used in recruiting to create better incentives and engagement. It provides examples of how companies are using laddering and rewards, digital currency, badges, and tribal connections to target potential job candidates. The document advocates designing reward programs and studying where your target audience spends time online to understand how gaming concepts can be borrowed for recruiting.
The document discusses balancing life with consumption and investment. It suggests finding a balance between spending on current needs and wants while also investing for the future. Overall the message seems to be about moderation and planning for both the present and what's to come.
The document appears to be a calendar or schedule for an individual named yuuki_maxio. It includes several events related to Android development between July 15th and an unspecified future date. Many of the events provide details like dates, times, locations, and topics related to Android. A few links are also included likely with additional information about the events.
Haiku Deck is a presentation tool that allows users to create Haiku style slideshows. The tool encourages users to get started making their own Haiku Deck presentations which can be shared on SlideShare. In just a few sentences, it pitches the idea of using Haiku Deck to easily create visually engaging slideshows.
El grupo propone la animación sociocultural como un proyecto de innovación. La animación sociocultural utiliza juegos para animar a niños de familias desfavorecidas y mejorar las relaciones entre los estudiantes. Los futuros maestros pueden implementar la animación sociocultural en sus aulas para fomentar una mejor comunicación y convivencia entre los estudiantes a través de juegos divertidos que también aumenten su motivación para aprender.
This document appears to be contact information for a business located at 232 Rice Lake Square in Wheaton, Illinois. The business can be reached by phone at 630-555-1234 or online at www.emcp.net/wildflower for ordering. The business is abbreviated as ELR.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document encourages scanning a QR code to access global opportunities with a team. It provides a brief message about exploring all international career prospects through scanning the quick response code. In just 3 words, the full context is concisely captured.
El documento describe un proyecto de innovación para prevenir el bullying en las escuelas. Actualmente, muchos casos de acoso escolar no se detectan. El proyecto busca luchar contra el bullying para proteger a los niños de daños psicológicos, sociales y escolares. Los colegios deben promover programas contra el bullying para crear un ambiente más seguro y equilibrado para los estudiantes.
Las mujeres en la lírica medieval galaico portuguesaMaria Villar
Este documento descreve as figuras femininas e os gêneros poéticos da lírica galego-portuguesa da Idade Média. Resume os papéis das mulheres como trovadoras, jograis e soldadeiras e apresenta os principais gêneros poéticos como cantigas de amigo, de amor e de escárnio. Também lista os principais cancioneiros que preservaram esta lírica.
Presentació a càrrec de Carmen Cabezas, Subdirectora General de Promoció de la Salut. Agència de Salut Pública de Catalunya. Departament de Salut. Generalitat de Catalunya
This document discusses gravitomagnetism and how it can explain various cosmic phenomena without relying on other assumptions or theories like general relativity. It defines gravitomagnetism and shows how it is analogous to electromagnetism. It then demonstrates how gravitomagnetism can explain phenomena like the bending of light near massive objects, the precession of Mercury's orbit, the shapes of supernova remnants, and the orbital motions of planets, stars and galaxies. The document proposes that gravitomagnetism is caused by the Coriolis effect of gravitons interacting with trapped light or mass within astrophysical objects.
The document discusses using GIS software to calculate and map transportation accessibility measures. It presents an accessibility model that calculates the number of opportunities reachable within a given time threshold from an origin. The document demonstrates applying this model using Google Earth to generate isochrone maps showing areas served by bus routes within different time thresholds. It also provides examples of calculating accessibility to jobs within different travel times and comparing accessibility in two different years.
The document provides a 5-step playbook for crafting a highly social talent brand, with steps including getting buy-in from executives, listening to current employees and candidates to understand perceptions of the company, crafting messaging based on research findings, setting goals to measure success, and testing messaging. The playbook offers tips, case studies, and resources at each step to help companies strengthen their talent brand and attract and retain top talent.
Is your company considered a great place to
work? In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it.
The bottom line impact is real: a strong talent brand reduces cost per hire by up to 50% and lowers turnover rates by 28%.
The document outlines a 5-step process for crafting a highly social talent brand, including getting buy-in from executives, listening to current employees and candidates to understand perceptions of the company, crafting messaging based on research findings, promoting the talent brand through social media and other channels, and continuously measuring and adjusting the talent brand strategy. It provides tips, checklists, and examples for each step to help companies strengthen how they are perceived as an employer in today's competitive talent market.
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
The document provides guidance on building a strong employer brand through a 5-step process: 1) Get executive buy-in by sharing compelling data; 2) Listen to feedback from employees and candidates; 3) Craft an authentic brand approach and set goals; 4) Promote the brand through LinkedIn and other channels; 5) Measure results and adjust the strategy. It emphasizes the importance of consistency, authenticity, and using LinkedIn and employee networks to engage talent at all stages of the hiring process.
The document provides guidance on building a strong employer brand through a 5-step process: 1) Get executive buy-in by sharing compelling data; 2) Listen to feedback from employees and candidates; 3) Craft an authentic brand message and set goals; 4) Promote the brand on LinkedIn and engage candidates; 5) Measure results and prioritize areas for improvement using the Talent Brand Index. Following these steps can help lower hiring costs, reduce turnover, and influence how candidates perceive the company.
Employer branding staffing event lauren de boerDane Adams
This document outlines a 5-step process for crafting a highly social talent brand: 1) Get buy-in from leadership and cross-functional teams, 2) Listen to current/former employees and candidates to understand perceptions, 3) Craft an authentic talent brand approach based on insights, 4) Promote the talent brand through social media, jobs, and company pages, and 5) Measure success through key metrics and adjust the approach based on results. The goal is to attract and retain top talent through an engaging employer brand.
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.
Universum provides employer branding and talent attraction services to over 1,700 clients globally. Their Talent Insight Report uses survey data from over 1.3 million career seekers to help companies understand what their target talent groups want and which employers they find most attractive. The report provides comparisons of target groups' preferences, an analysis of employer brand strengths and challenges, and tailored recommendations to optimize employer branding strategy and activities based on target group insights.
This document provides an overview of quantifying the impact of an organization's talent brand. It begins by defining key terms like employer brand and talent brand. It then outlines five steps to quantifying talent brand impact: learn the language, find your partners, measure what matters, beware of pitfalls, and get started. The document focuses on step three, providing examples of metrics to measure like social media follower quality, talent response rates, applicant quality, and time to hire. Visualizing these metrics over time can help demonstrate the impact of talent brand strategies.
Linkedin Miniguide Five Steps For Crafting a Killer Social Recruiting StrategyAjumal Khan
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If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
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*LinkedIn Research 2011
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For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
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2. talent.linkedin.com | 2
Table of contents
Reasons to Invest in Your Talent Brand
Additional Resources
STEP
02
STEP
0504 Measure and Adjust
Let the Talent Brand Journey Begin
9 Talent Brand Warning Signs
42
46
47
48
Promote and Engage
Listen and Learn
Get Buy-In 07
10
Craft Your Approach
STEP
03 18
STEP
01
STEP
04 22 The Talent Brand Hall of Fame 49
3. Index of useful facts and figures
Top Audiences to Listen to
Sample Survey Questions for Employees and Passive Candidates
Types of Research to Consider
Sample Goals for a Talent Brand Program
Checklist to Audit Your Talent Brand Materials
Global Talent Brand Trends
8 Golden Rules for Promoting (and Protecting) Your Talent Brand
6 Tricks for an Irresistible Job Description on LinkedIn
3 Reasons to Invest in Your Talent Brand
Tips to Jumpstart Your Company Page
Tips for Targeted Status Updates
4 Tips for Turning Your Employees into Talent Brand Ambassadors
Tools at a Glance
9 Talent Brand Warning Signs
04
05
11
13
14
16
20
23
29
30
31
36
40
46
talent.linkedin.com | 3
4. Introduction
Is your company considered a great place to
work? In today’s competition for top talent, your
reputation as an employer is a key factor in whether
a candidate will take your job – or leave it.
The bottom line impact is real: a strong talent brand
reduces cost per hire by up to 50% and lowers
turnover rates by 28%.1
talent.linkedin.com | 4
You’ll spend less on hiring. Lower
your cost per hire by as much as 50%.1
You’ll boost retention. Reduce
employee turnover by up to 28%.1
You’ll influence the conversation with
candidates. If you don’t, others will.
3 reasons to invest in your talent brand
1
Eda Gultekin, What’s the Value of Your Employment Brand?, http://lnkd.in/valueofEB
(December 1, 2011) .
5. talent.linkedin.com | 5
What’s talent brand?
The term “employer brand” has been around for a
while, but social media has radically changed the game.
Your employer brand was the messaging you pushed
to the marketplace and periodically refreshed.
Today that messaging is digested and amplified –
or questioned aloud – in real time based on people’s
experiences with your company.
Your talent brand is the highly social, totally public
version of your employer brand that incorporates
what talent thinks, feels, and shares about your
company as a place to work.
Today’s best corporate career sites feature employees
sharing what it’s like to work there. For the darker
side of talent brand, check out blogs and online
communities where you don’t control the message.
2
LinkedIn Talent Solutions, The State of Employer Branding, http://lnkd.in/stateofeb
(October 2012), 8, 13.
Global talent brand trends
of talent acquisition leaders say
employer brand significantly impacts
their ability to hire great talent.2
83%
of companies increased or at
least maintained their talent
brand investment in 2012.
91%
6. Don’t be daunted.
We’re here to help.
I’m a small company. Do I have a talent brand?
Every company has a talent brand. What do candidates find
when they Google your company? What are current and former
employees buzzing about in chat rooms? Does your messaging
match what others say?
The good news is that there are multiple things you can do, many
of them free, to showcase what makes your company special. And
yes, you can compete with the big guns if you really focus on the
most relevant talent pools.
What if my company’s not that special?
Chin up. Read on and be inspired. We’ll help you find the secret
sauce that sets your company apart.
Where do I start?
With the help of a few friends - HR and talent acquisition leaders
from around the globe, plus our in-house solutions experts –
we’ve built this 5-step playbook to help you get there.
Whether you’re short on time and funds, looking to establish
a best-in-class talent brand, or somewhere in between, you’ll
find helpful tips you can start using today.
talent.linkedin.com | 6
8. STEP
01
talent.linkedin.com | 8
3
LinkedIn Talent Solutions, The State of Employer Branding, http://lnkd.in/stateofeb
(October 2012), 14.
Start strong with
executive buy-in
Recruiting leaders often call the shots with
employer brand – 61% either own it outright or
co-own it with another function like marketing.3
No matter where the buck stops, we’ve found
companies with strong talent brands have
these three things going for them: buy-in
from the C-suite, data to support their case,
and strong cross-functional teamwork.
Before you jump in, be sure to follow
these guidelines.
Start at the top01
Arm yourself with data02
Bring partners to the table03
9. STEP
01Set the stage for success
talent.linkedin.com | 9
3
LinkedIn Talent Solutions, The State of Employer Branding,
http://lnkd.in/stateofeb (October 2012), 14.
Start at the top
Your CEO and their team must get
behind your talent brand, and commit
to helping promote it. Keep making the
case until they’re on board.
Arm yourself with data
Universal facts
Emphasize the business impact of a
strong talent brand. Read “3 reasons
to invest in your talent brand” on p.4
and our “State of Employer Branding”
report for ideas.
LinkedIn insights
Ask your LinkedIn team to provide
facts about your company’s LinkedIn
presence (such as number of employees
with profiles, aggregate number of
connections, and more). Explain that
each profile and interaction on LinkedIn
can reinforce your talent brand.
Recruiting metrics
If there are areas where you’re
struggling to attract strong candidates,
use that data to illustrate the need for
talent brand focus.
Bring partners to the table
Don’t go it alone. Your talent brand
is part HR, part Marketing, part
Communications - and it’ll need IT
support. You don’t have to know
everything about website analytics,
creative design or market segmentation
when your coworkers do!
Leverage their expertise by including
them in a cross-functional talent brand
task force. With more skin in the game,
your colleagues will help you succeed.
“I probably delivered the same deck 40
times, sometimes to the same audience.
You will feel like a broken record but it
doesn’t sound like that on the other end
until you start converting people.”
Kara Yarnot
Talent Acquisition Center of Expertise, SAIC
11. talent.linkedin.com | 11
STEP
02
Listen up!
Listen to your employees and candidates, and
listen well. Ask questions. Gather facts, opinions,
and stories - the building blocks of your brand.
Put aside your own biases about what you should
hear, and seek to understand their views.
Before you talk to your talent, walk in their shoes
to experience your employer brand as they do.
Audit your existing materials
Go through the recruitment process step by step.
Review all materials a candidate can access across
print, online, social media, and events. Put on your
employee hat and do the same with new hire
materials, the intranet, and company events.
Cover your bases
Start with traditional print and digital assets, and
your official presence on social media platforms.
Then review the unofficial conversations taking
place online, in places where others drive the
discussion. Use our checklist to guide you.
Public
• Corporate website
• Graduate recruitment materials
• Recruitment advertising
• Live event materials
• Company and Career Pages on LinkedIn
• Official presence on other social platforms
Private
• Direct communications with candidates
and alumni
• Company intranet
• Training and development materials
• Performance management process
Official
Checklist to audit your talent brand materials
• Employee exit interviews
• Employee LinkedIn profiles
• Activity on other social media platforms
(e.g., Twitter, Facebook, YouTube, Flickr)
• Other online discussion forums (e.g., blogs,
LinkedIn Groups, rating sites like Glassdoor)
Unofficial
12. talent.linkedin.com | 12
STEP
02
Plan your research
With an idea of what’s out there today, you’re ready
to conduct research among your core audiences.
Research comes in all shapes and sizes. But
regardless of your budget, here are four questions
you need to answer:
Who are your targets?01
What information will you collect?02
When will you engage your targets?03
Where & how will you engage your targets?04
of recruiters don’t understand
their own employer brands.4
50%
4
Corporate Leadership Council, Smart Sourcing: How Talent Advisors Use Sourcing
Intelligence to Extend Recruiting’s Influence (2011), 38.
13. Who are your
targets?
Start with current employees – they know your
brand best and are easiest to reach. You can’t
be everything to everyone, so think about
which sub-groups are most important to you.
Next, tap people outside your company. Your
current employees live the reality today, but
external talent may have a different opinion.
By tenure
• New hires
• Current employees
• Exiting employees
• Re-hired employees
By seniority
• Recent graduates
• Middle managers
• Senior leaders
By performance
• Top performers
By function
• Sales/Marketing
• Finance
• IT, etc.
By geography
• Office/region
• Country
• Continent
Top internal audiences to listen to
• Former employees
• Candidates who
declined your offer
• Passive candidates
in target functions,
regions or industries
• College students
• Vendors and
consultants
• Customers and clients
• Competitors
• College career
administrators
Top external audiences to listen to
talent.linkedin.com | 13
STEP
02
14. talent.linkedin.com | 14
STEP
02
Look for opportunities to ask the same question to both
internal and external talent. That will allow you to
understand any perception gaps across those audiences.
What information will you collect?
Get to know the good, the bad, and the ugly. You want to know what attracts target
talent to your organization, what keeps them there, and where you can improve.
Don’t be defensive: objective research will really help you articulate the strengths
and weaknesses of your talent brand.
You should share employee survey results internally, to let employees know they’re
being heard and hold yourselves accountable.
• When you think about companies that hire people with
your skill set, which companies come to mind?
• How familiar are you with XYZCo as a place to work?
• How likely would you be to consider a job at XYZCo?
• What is your overall impression of XYZCo as a place
to work?
• What are the most important values you look for in a job?
• Based on your knowledge of the company, where does
XYZCo do a very good job delivering on these values?
• Where do you think they don’t deliver?
Sample survey questions for passive candidates
• What are the most important values you look for in a job?
• Where does XYZCo do a good job of delivering on these
values?
• Which important values do you feel XYZCo does not
deliver on?
• What originally attracted you to join XYZCo? Where have
your expectations been met/not met?
• What’s your favorite story about working at XYZCo?
• How likely would you be to recommend XYZCo as
an employer?
Sample survey questions for current employees
15. talent.linkedin.com | 15
STEP
02
When will
you engage
your targets?
There is no hard and fast rule on when
to conduct research. Employer brand
pros listen continually, monitoring
alignment with their corporate and
consumer brands on an ongoing basis.
If your business strategy changes, your
talent brand should be re-assessed.
Challenge: Keeping employees engaged is difficult as career opportunities
and temptations abound in a super-social and connected world.
Approach: Through its annual survey, JPMorgan asked what employees
need and want in order to stay. Mobility and development opportunities
topped the list.
Result: The company launched an extensive internal mobility program. In 10
months the internal hire rated increased by 5% - significant for a company
that fills on average 75,000 positions a year. Next year’s survey will measure
the program’s impact directly, but the company ranked #1 in Europe and #2
in the US in Vault’s 2013 Best Places to Work for Internal Mobility rankings.
JPMorgan uses annual surveys strategically
16. talent.linkedin.com | 16
STEP
02
Where and how
will you engage
your targets?
Focus groups, one-on-one interviews, and surveys
are the most common research techniques. Hire
a consultant if you can afford it, as people are
usually more candid with someone from outside
of your organization.
For internal audiences
Regular employee surveys (semi-annual or annual)
are a great way to go. They don’t cost much and
you’ll be able to segment your audience easily.
For external audiences
Your best bet may be partners who conduct
custom research, such as Universum for college
students, or more general research firms like
TNS or Gallup for broader audiences.
Quantitative
• Surveys
• Attrition data
• Exit interviews
Qualitative
• Focus groups
• One-on-one interviews
• Suggestion boxes
Types of research to consider
17. talent.linkedin.com | 17
STEP
02Putting it all together
You’ve audited your existing talent brand materials, thought through the candidate
and employee experience, and conducted research among your highest priority
audiences. Now it’s time to reflect on what you’ve learned.
Mind the gaps
Where are the inconsistencies?
Do your materials match what
your research says?
Handle the truth
If you learn something
unfavorable, address it.
Don’t attempt quick fixes:
slapping a new picture on
your career site or changing
your tagline won’t cut it.
Don’t get stuck on extreme comments or senior
management’s input if your research says otherwise.
Look for patterns
What themes bubble to the
top? Are there any major
anomalies? How does the
feedback vary by audience?
19. STEP
03
talent.linkedin.com | 19
Craft your
approach
Consider what you want people to think
about your organization. Is it feasible
based on the reality?
How does your communications
team position the company?
What does the company aspire to
be as an employer?
What does your research tell you
talent actually thinks?
Now it’s time to refine your message.
What you say about your
company must be true for
your employees. If not, they’ll
see through you and so will
the marketplace. Divide
your desired messages into
three buckets: what you can
definitely back up, what’s true
in some circumstances, and
what you’d like to say but
can’t just yet.
Be real
Go back to the individual
stories gathered during
the research phase. Stories
are more easily remembered
and are motivational for
employees. Those you feature
will be proud to participate.
Be personal
Admit some negatives –
people will believe you
more. If you want to claim
a message that you just can’t
say yet, identify a related one
that’s still enticing but can be
delivered without eye-rolling.
Brainstorm options with your
marketing team.
Be brave
Think about how to align
this messaging with your
company’s overall brand.
There should be strong
consistency between the two.
Be consistent
20. talent.linkedin.com | 20
STEP
03
Set your goals
It’s important to define success at the outset.
Establish the baseline against which you will
measure progress.
If you’re already using LinkedIn’s Talent Brand
Index (pages 43-45), our free resource to measure
how well you’re reaching and engaging
professionals with your talent brand, here
are three potential dimensions:
Your score relative to key talent competitors
Variance by geography (e.g., What’s your Talent
Brand Index score in North America vs. Europe?)
Variance by key function (e.g., What’s your
score among software engineers vs. marketers?)
To learn more about your Talent Brand Index
score, contact us at TBplaybook@linkedin.com.
• Increase offer acceptance rate by X%
• Reduce attrition by X%
• Improve employee survey ratings by X%
• Increase baseline familiarity with your
talent brand in external surveys by X%
• Double the number of employees
with an optimized social presence
• Increase Talent Brand Index score by X% relative
to key talent competitors or for high-priority
functions/ regions
Sample goals for a talent brand program
21. Test drive your
messaging
Don’t make a big splash without first testing
your research findings. Tailor your messaging
to different talent levels and geographic markets.
Run messaging and campaign visuals by your
employees and check that they ring true.
Remember to engage your senior executives
along the way.
Challenge: At a client-facing professional services firm,
achieving work-life balance is often a real challenge.
Approach: Aurecon’s CMO Danielle Bond worked with her
Human Capital team to shift the focus from work-life balance
to “flexibility,” which they found was just as valuable to
employees but much more attainable in their environment.
Result: A talent brand that rings true, internally and externally.
Aurecon promises what it can deliver
talent.linkedin.com | 21
STEP
03
23. talent.linkedin.com | 23
STEP
048 golden rules for promoting
(and protecting) your talent brand
Whether you share, post, tag, tweet, like, pin, or bust some other social move,
it’s important to promote and protect your talent brand.
Look in the mirror.
Make sure that what you do (and don’t do)
is what you’d like employees to emulate.
Empower your employees.
Lay out the goals and show them
a clear, easy path to action.
Inform your leadership.
Use data to gain support, ease concerns,
and help explain your choice of platforms.
Target your messages.
The more relevant your message is to a particular
audience, the greater its impact will be.
Make your culture shine.
It’s never just about jobs. Focus on your
people – their stories and emotions.
Go viral.
For amplified results, find creative ways to get more
people talking about your company’s great culture.
Be visual.
Bold and colorful images, graphics, charts,
and videos can bring your brand to life.
Don’t bite off more than you can chew.
Show that your efforts are scalable and sustainable
on one platform before moving on to another.
24. How to promote
and engage on
LinkedIn
We’re biased of course, but LinkedIn is
the natural place to start building your
talent brand. Our 200 million+ members
use LinkedIn to engage in professional
conversations, share work-related stories,
and research their next employer.
There’s a wealth of free and paid LinkedIn
tools you can use to showcase your
company as a great place to work. Here
are 10 ways to boost your talent brand
on LinkedIn.
We’ll cover these tips in greater detail
throughout this section.
talent.linkedin.com | 24
STEP
04
Upgrade your profile01
Help your team update their profiles02
Brand through LinkedIn job postings03
Spruce up your Company Page04
Reach key talent pools with targeted status updates05
Launch your Career Page06
Leverage ad space on your employee profiles07
Convert your team into talent brand ambassadors08
Make it interactive with APIs and Groups09
Go above and beyond10
25. talent.linkedin.com | 25
STEP
04
Upgrade your profile
The #1 activity on LinkedIn is checking out profiles.
Your profile is the first place a candidate will go
after receiving your InMail, so it represents a
prime branding opportunity.
Set up your own profile as a model for employees,
and have the rest of the recruiting team follow suit.
Treat personal status updates like a megaphone
to further spread the word about your company.
Targeted Status Update Tips on page 31.
Challenge: Leadership feared that getting more employees
on LinkedIn would enable competitors to poach them
more easily.
Approach: The talent acquisition team presented the
unchanged pre- and post-attrition rates to leadership.
Result: Leadership bought in to the network, built their own
profiles, and became more active themselves, strengthening
the value of it even further.
SAIC turns to data to ease concerns
26. The anatomy of a well-branded
recruiting profile
Websites
talent.linkedin.com | 26
STEP
04
Stacy Takeuchi
Director of Talent Acquisition – Connecting Talent
with Opportunity at Universal Technical Institute
277
connections
SUMMARY
At UTI, we change the world one life at a time by helping students achieve the career
of their dreams—it’s the underlying inspirational reason for our existence and the
reason we come to work everyday. Working at UTI is challenging, constantly
changing and a place where you can make a real difference in others’ lives and in
your own career as well.
BACKGROUND
Connect
www.linkedin.com/stacytakeuchi/ Contact Info
We’re Hiring Great People! »
UTI Careers YouTube Channel »
Take a Tour of Our Home Office »
Links
to branded destinations
Killer summary
Written in the first person,
oozing with passion
Engaging, friendly picture
Who wouldn’t want to
work with Stacy?
Descriptive headline
that goes beyond the title
Other features we like:
• Core skills, endorsed
by your network
• Volunteer experiences
• Just enough on prior
positions to build
credibility
27. talent.linkedin.com | 27
STEP
04
Help your team
update their profiles
Coach your team to make the most of their
LinkedIn profiles. Every employee on LinkedIn
is an opportunity to brand your company as
a great place to work.
Challenge: No budget? No problem. Stacy Takeuchi and
the team at Universal Technical Institute adopted a highly
successful grassroots approach to upgrading their team’s
presence on LinkedIn.
Approach: With the exec team’s blessing, UTI hosted a series
of brown bag lunches to help hiring managers create a strong
first impression for candidates.
Results: The informal lunches helped employees overcome
their anxieties about what to say on their profiles – “I don’t
want it to seem like I’m looking for a job”.
Upgrading workforce profiles, brown bag-style
28. talent.linkedin.com | 28
STEP
04Grooming a global team
of brand champions
Challenge: Given the size and distribution of Dell’s organization, Brent Amundson
and his team needed to create a structured program to succeed.
What worked: They established a certification process (SMaC University - Social Media
and Communication) to help employees talk about the Dell brand.
Key program features:
• Kick-off class introducing five overarching social media principles
• Strategy courses on individual platforms feature interactive case studies
and scenario-specific tips
• Centralized storage of training materials and dedicated forum for questions/feedback
• Sponsored regional launches around the world in which employees learn from
outside experts
Why it worked: Training was optional, but those who opted in had to stay the course.
Strong executive support helped raise the program’s profile.
Results: Since July 2010, more than 5,000 employees have been trained.
Dell trains global employees at scale
“We empower our employees to be brand
evangelists through our comprehensive
social media training program. We
help build our external brand by giving
employees the tools and guidelines
they need to communicate on behalf of
the company. It’s a lot of work, but the
payoff is huge.”
Brent Amundson
Dell
29. Showcase the position’s impact.
Passive candidates are 120% more likely to want to make
an impact.5
Your jobs on LinkedIn will be seen by passive
candidates, so get them excited about the potential
of the role.
Brand through LinkedIn job postings
Every LinkedIn job posting is a branding opportunity, thanks to our millions of active job seekers
and precision targeting to both active and passive candidates.
Avoid overly-creative job titles.
Stick with standard titles and keywords commonly used
in profiles and job searches. This helps LinkedIn’s special
algorithms match and deliver your job postings to the
most relevant active and passive candidates.
Tie the job to your LinkedIn Company Page.
Use the drop-down list to link to your Company Page,
so candidates can easily learn more about you.
Use your job post as a talent branding vehicle.
Share the things that make your company a great place
to work. Specifics like “annual chili cook-off” paint a
more vivid picture than just saying “fun culture.”
Try a conversational tone.
Marketing is usually more effective when you write
like you would speak to your audience: simple, direct,
and friendly.
6 tricks for an irresistible job description on LinkedIn
talent.linkedin.com | 29
STEP
04
5
LinkedIn Talent Solutions, Getting To Know Passive Talent,
http://lnkd.in/PT-infographic1 (May 2012).
50% of all job applications via LinkedIn are generated
by recommendation engines like “Jobs You May Be
Interested In” rather than job searches.
Give high-priority positions extra oomph.
Use Sponsored Jobs to showcase key positions to
targeted talent. Simply bid the amount you want to pay.
30. talent.linkedin.com | 30
STEP
04
Spruce up your
Company Page
Well over 100 million professionals come to
LinkedIn every month, so an official presence on
the platform is critical. Make sure your Company
Page reflects your overall brand and provides
a unified experience for your audience.
LinkedIn Company Pages are now optimized for
mobile devices – which is important since over
27% of LinkedIn’s unique monthly visitors come
through mobile apps.
5 tips to jumpstart your Company Page
Talk to your marketing team and coordinate
your approach.01
Add an image that welcomes visitors to your
page and showcases your brand.02
Post status updates to start a conversation
with your target audiences.03
Add products/services and solicit recommendations
so people can learn about what you have to offer.04
Feature relevant groups to attract a broader
audience and extend your reach.05
Netherlands-based Exact has over 300
recommendations for the top products on its
LinkedIn Company Page.
31. talent.linkedin.com | 31
STEP
04
Reach key talent
pools with targeted
status updates
Company Page followers have a strong interest in
career opportunities, making targeted status updates a
great, free way for interested professionals to engage
with your talent brand.
71% of company followers on LinkedIn are
interested in career opportunities at companies
they follow.6
Tips for targeted status updates
Don’t bombard your followers with links to job
openings. Share relevant news stories about your
company, employee interviews from your blog, and
more. Aim for 2-3 status updates per week to start.
Mix it up
Sketch out what you’ll say in advance and build
a dialogue with your followers.
Have a plan
Remember the messaging you’re trying to get across
and think about how to incorporate it into your updates.
Stay on brand
6
Sam Gager, The Truth About Followers and Connections: Key Reasons to Cultivate Yours,
http://lnkd.in/followers_connections (January 15, 2013).
32. talent.linkedin.com | 32
STEP
04Launch your Career Page
Your Career Page is the central hub for your talent brand activity on LinkedIn. Use videos, banners,
and employee spotlights to showcase your culture and what it means to work there. Buy the ad
space on your own Company Page overview to drive people to your Career Page.
Think visually.
Use images to give a real-world glimpse into your organization.
Think digitally.
Whatever you say, keep it brief. Content from your glossy graduate
recruitment brochure may not make sense online, where attention
spans are shorter.
Think video.
You’ll be able to engage candidates more deeply if they hear real
people tell their own stories, so make video a core part of your strategy.
Think customized.
Adapt your content to viewers based on their LinkedIn profiles. You can
target your Career Pages based on a candidate’s job function, industry,
geography, and more.
• Work, Life, Benefits @ Zappos
Zappos devotes an entire YouTube channel
to showcasing its culture.
lnkd.in/playbook-Zappos
• Starbucks Jobs
Starbucks has also amassed a series of videos
on talent brand topics as “What it’s like to be
a Starbucks Partner”.
lnkd.in/playbook-Starbucks
• BP shares real employee experiences
In 2012, as part of its new graduate program
campaign, BP profiled local employees to
provide an authentic insight into working at BP.
lnkd.in/playbook-BPgraduates
Strong talent brand video examples
33. Home Careers Products Insights
STEP
04
STEP
04The anatomy of a successful
Career Page
talent.linkedin.com | 33
Expedia Careers Follow36,894 followers
JOBS AT EXPEDIAPEOPLE AT EXPEDIA
Where will you go with Expedia?
Connect with us to start today.
WORK AT EXPEDIA
At Expedia, we have the freedom to be
ourselves and let our personalities come
out—and that’s what San Francisco is all
about. We are a quick moving company
where anyone’s idea can become the
See more jobs at Expedia »
View all employees »
Bold, memorable visuals
with lively colors
Arresting copy
that grabs the reader
Multiple page versions
highly targeted to
visiting talent
Custom Ads
with a branded look
Focus on employees
through videos
and quotes that
emphasize culture
34. Leverage ad space on employee profiles
Every interaction someone has with your employees on LinkedIn is an opportunity to promote your
talent brand. Since the #1 activity on LinkedIn is checking out profiles, more companies are taking
advantage of this traffic to promote career opportunities.
Work with Us Ads allow you to purchase the ad space in the top right corner of every employee’s
LinkedIn profile. Click-through rates on these ads are typically 20x the industry average!
In most cases there’s no creative work required. Choose from these styles:
talent.linkedin.com | 34
STEP
04
“Follow Us”
Encourage the viewer to
follow your company so
they can stay informed via
company status updates.
Follow Company X
Grow your career by
following Company X
“Picture Yourself”
Invite the viewer to
picture themselves at the
company – complete with
targeted job function, their
picture, and the option to
follow your company.
View Jobs
Picture yourself
at Company X
“Work With Us”
Display a targeted set of
job openings every time
someone looks at one
of your employees.
Work with us
at Company X
Apply Now
“Internal Hiring”
Many employees
look at their coworkers’
profiles. Get branded
company messages in
front of your own people
for internal hiring.
YOUR
CREATIVE
HERE
Custom Ads
Show a branded ad with
your look and feel, that
directs people back to
your corporate career site
or LinkedIn Career Page.
35. talent.linkedin.com | 35
STEP
04
7
Dina Medeiros, How CEO Marc Benioff Turned salesforce.com Employees Into Brand
Ambassadors, http://talent.linkedin.com/blog/index.php/2012/12/benioff-salesforce
ambassadors/ (December 11, 2012).
Convert your team
into talent brand
ambassadors
Employees are your unofficial marketers and
recruiters. Show them the way! Train them how
to use LinkedIn and other social media to best
represent your talent brand. Periodically remind
them of the opportunity and call out those doing
a really stellar job.
Challenge: salesforce.com needed to steadily recruit across
functions, especially account executives and sales engineers.
Approach: Kate Israels, the company’s program manager for
Talent Acquisition, asked CEO Marc Benioff to rally the team.
Results: Inspired by one email from Marc, within 24 hours
the sales team doubled their usual LinkedIn status updates,
visible to 159,000 professionals at over 40,000 companies,
resulting in potential reach to 38,000 sales professionals.
Employee referrals from Sales spiked 60% in one week.7
Spurring a 60% sales referral increase
To: All Sales Worldwide
Subject: Get Social and Spread the Word
As we work to become a $10 billion company, we need to grow our world-
class sales team–and you can help us do that by connecting us to amazing
people like yourself. We’ve put together a few posts that we’d love for you
to share with your networks. This is a great way for you to help us build
Sample update: I’m in my #dreamjob at salesforce.com and we’re hiring!
Check out open positions here: www.salesforce.com/careers/sales/
Marc
36. talent.linkedin.com | 36talent.linkedin.com | 36
STEP
044 tips for turning employees
into ambassadors
More than half of all employees are proud of their company and glad
to tell people about it.8
Here’s a handful of tips to enable your team,
courtesy of our friends at TNS Employee Insights.
For more on unleashing employees as ambassadors, view our SlideShare
presentation in conjunction with TNS at lnkd.in/employees.
8
LinkedIn Talent Solutions and TNS Employee Insights, 4 Essential Tips to Convert Your
Employees to Talent Brand Ambassadors, http://lnkd.in/employees (January 29, 2012).
“When you have no budget for your talent brand,
everyone has to be a talent brand ambassador for you.”
Stacy Takeuchi
Director of Talent Acquisition, UTI
Educate employees on your brand.
The more connected they are to the brand, the better
ambassadors they’ll be.
Ensure your executives are on board.
Get C-suite support to drive widespread participation.
Encourage share and tell.
Share authentic stories, pictures, and company events
across a variety of media so your employees (and
followers) can repost and drive viral discussion.
Monitor for success.
Measure engagement and create action plans to
build your foundation of engaged, enthusiastic brand
ambassadors.
37. Embed “Follow” buttons in these places to expand
your audience and drive social interaction:
• Your website
• All candidate communications
• Employee signatures and profiles
Grow your base with “Follow” buttons
Visitors to Disney’s corporate careers site instantly see
any employees in their LinkedIn network, providing a
more welcoming path into the organization. A friendly
face may be just the thing you need to drive applications.
Show talent who they know with Company Insider
Join industry Groups and associations on LinkedIn
and other social media. Divide and conquer with your
team to cover key groups. Be proactive and thoughtful –
ask questions, offer advice, and share stories.
Hang out with target talent in LinkedIn Groups
talent.linkedin.com | 37
STEP
04
Make it
interactive with
APIs and Groups
Gone are the days when you could push
your campaign message out and watch quality
job applications fly in. Today’s candidates
expect a two-way conversation, with context
and personalization.
Leveraging LinkedIn tools including APIs and
Groups is a great shortcut to drive relevancy
and interaction. To download free “Follow”
buttons and the Company Insider widget,
go to developer.linkedin.com/plugins.
Embedding ‘Follow’ buttons in smart places
helped Unilever grow its LinkedIn follower base
from 40K to 235K in just 10 months.9
9
Leela Srinivasan, Secrets of Employer Branding Leaders: Unilever, http://talent.linkedin
com/blog/index.php/2012/08/employer-branding-unilever/ (August 21, 2012).
38. talent.linkedin.com | 38
STEP
04
Embrace
the power
of discussion
Challenge: Conservative reputation and practices were hampering Pfizer’s
talent attraction and engagement efforts in Latin America.
Approach:
1. Innovate: Changed mindset and gave up reliance on traditional
job boards, headhunters, and print ads; adopted newer social
media tactics.
2. Expose: Made the company’s culture more visible in order to inspire
candidates and employees, and to strengthen their emotional
connections with the company.
3. Engage: Trained talent acquisition team in three social media platforms,
with a focus on establishing career Groups on LinkedIn. Hired social
media guru to ensure content stayed fresh and went beyond just
job descriptions.
Results:
• ROI improved – candidates were more engaged and employees
wanted to stay more.
• Efforts contributed to its #21 Most InDemand Employer ranking.10
• Hiring managers were happier and the recruiting team had more fun!
Pfizer transforms its talent brand in Latin America
10
LinkedIn, InDemand Employer Rankings, http://talent.linkedin.com/
indemand (October 2012).
11
LinkedIn Talent Solutions and TNS Employee Insights, 4 Essential
Tips to Convert Your Employees to Talent Brand Ambassadors,
http://lnkd.in/employees (January 29, 2012).
Nearly 80% of LinkedIn members want to connect with the
companies in their lives.11
39. talent.linkedin.com | 39
STEP
04Go above and beyond
Here are three tools to help you take your talent brand to the next level.
Video Ads
We already discussed the merits of
video as a way of showcasing your
talent brand (p. 32). Consider leveraging
video in ad modules to share with
LinkedIn members what it’s like to
work at your organization.
Annual branding campaigns
using Recruitment Ads
Are you opening a new office in Brazil?
Are you ramping up your sales force?
Best-in-class companies craft an annual
engagement strategy to keep their
brand and opportunities in front of
passive talent. There are many types of
targeted advertising vehicles to choose
from. Work with your LinkedIn team
to devise a plan.
Sponsored Groups
Want to take your LinkedIn Groups
involvement to the next level? Set up
your own sponsored group to drive
dialogue with target talent. Choose
your level of sponsorship based
on your culture, goals, and budget.
It’s important to target the types of
individuals you’d like to engage,
invite them in, and help keep the
group vibrant.
40. talent.linkedin.com | 40
STEP
04LinkedIn tools at a glance
No matter where you are in your talent brand journey – starting out, making a modest investment
or going all out for best-in-class branding – we have the tools for you.
Making a modest
investment
Best-in-class
branding
Starting out
Profileupgrades
Sponsored
Groups
CompanyPage
Targetedstatus
updates
APIs
Groups
JobSlots
Gold/Platinum
CareerPage
WorkWithUs
VideoAds
Recruitment
Ads
Sponsored
Jobs
SilverCareer
Page
Free LinkedIn tools LinkedIn Talent Solutions
Talentbrandstage
41. talent.linkedin.com | 41
STEP
04Other social platforms to explore
We know LinkedIn isn’t the only game in town. Here’s a summary of the other major options.
Remember, don’t build a presence on a platform if you can’t spend the time to manage it.
Talent brand
limitations
Talent brand
benefits
Twitter Facebook YouTube SlideShare Pinterest
Highly viral and
conversational
Re-tweets can
increase trust
and credibility
as an employer
Chatty platform for
showing company’s
informal side – for
instance, wacky
photos from the
holiday party
Authenticity –
can showcase real
employees telling
real stories
Really good videos
could go viral
Strong professional
context
Strong SEO platform
Allows you to host
longer-form content
and embed in a
blog or site
Visual focus –
images, charts,
and graphics can
enliven your brand
No professional
focus; lots of noise
Character limits
Need to go
beyond tweeting
jobs to engage
Social, not
professional
network – most
people choose
not to mix social
and professional
identities
Can be very
resource-intensive
to produce video
May require
outside help
Growing a following
takes time
Best used in
conjunction with
LinkedIn, Facebook,
and/or Twitter
Not a professional
platform
Limited
demographics
(mainly women
18-34)
43. talent.linkedin.com | 43
STEP
05
12
LinkedIn Talent Solutions, The State of Employer Branding, http://lnkd.in/stateofeb
(October 2012), 20.
How do you know
if your talent brand
strategy is working?
The most typical tool to measure employer brand
is third-party research, which can be expensive.
Here are some alternate metrics that you can
monitor to better understand the impact of
your talent brand initiatives.
Only one-third of talent acquisition leaders say
they consistently measure their employer brands.12
• Your offer acceptance rate goes up
• Employee retention increases
• Internal surveys confirm your employees are
excited about your company as a place to work
In-house
• Traffic to your employee video stories goes up
• You double the number of employees with
an optimized social presence
Online
• Your Talent Brand Index score rises versus your peers
and in the segments that you care most about
Talent Brand Index
Key indicators of talent brand success
44. How does the Talent Brand Index work?
Talent Brand Index allows you to understand how successfully you are engaging talent on LinkedIn.
The index is based on the billions of interactions that take place on our platform each year.
We use two measures to calculate your Talent Brand Index score: reach and engagement.
talent.linkedin.com | 44
STEP
05
You engage professionals with
your talent brand when they:
• Research your Company/
Career Pages
• Follow your company
• View and apply for your jobs
01
You reach professionals with
your talent brand when they:
• View your employee profiles
• Connect with your employees
02
Your Talent Brand Index
score shows:
What percentage of professionals
who know about you as a place
of work have a real interest
03
TALENT BRAND ENGAGEMENT TALENT BRAND REACH TALENT BRAND INDEX
=
There were 15 billion
interactions on LinkedIn
in 2012.
45. talent.linkedin.com | 45
STEP
05
Talent Brand
Index in action
You can use Talent Brand Index to
measure the success of your employer
branding efforts on several dimensions.
See our examples on the right.
Based on this knowledge, you can invest
your time in improving your talent brand
in the segments that matter most.
We provide these insights to our
clients at no charge. To start measuring
the effectiveness of your talent brand
on LinkedIn today, contact your account
rep or email TBplaybook@linkedin.com.
Competitor #3
Competitor #2
Your Company
Competitor #1
Versus key peers
9%
11%
14%
15%
France
Brazil
UK
US
Across geographies
12%
13%
15%
19%
Engineering
Operations
Marketing
Sales
15%
18%
18%
23%
Over time
11%
12%
13%
14%
10%
Across functions
46. talent.linkedin.com | 46
9 talent brand warning signs
Here are some common obstacles and our quick tips on how to approach them.
You don’t know where to start.
Listen, observe, and talk to industry
peers outside your organization.
Your company is not
a household name.
Raise grassroots awareness via social
platforms and target messages to
your most relevant audience(s).
Leadership is indifferent,
resistant or even cynical.
Understand what fuels the push-back,
link your goals to the bottom line, and
build credibility with small-scale wins.
You are overwhelmed by
your talent brand to-do list.
Partner with Marketing and
Communications. Ask for their
guidance, input and co-ownership.
Your messaging is similar
to your competition’s.
Dig deeper in your research to find
fresh angles, and seek out extraordinary
employee stories.
Your global company has
employees from a wide range
of geographies and cultures.
Prioritize your audiences and test
messages to ensure that they
resonate well.
You don’t know how to turn
employees into ambassadors.
Tap your biggest champions first,
educate them on the brand, and offer
incentives to motivate them further.
You’re not sure if your talent
branding efforts are having
an impact.
Set goals up front and measure
your efforts against them.
You’re not sure when your
talent brand needs a refresh.
Learn from and act on the feedback
you collect, and monitor any changes
in core business goals.
Pages 11-17
Pages 8-9, 23-41
Pages 27-28, 35-36
Pages 8-17
Pages 13, 21
Pages 11-17
Pages 23-41
Pages 12-17
Pages 20, 43-45
47. • Upgrade your profile
• Upgrade
employee profiles
• Brand through Jobs
• Spruce up your
Company Page
• Leverage targeted
status updates
• Launch your
Career Page
• Leverage ad space
on employee profiles
• Turn your team
into talent brand
ambassadors
• Make it interactive
with APIs/Groups
• Go above
and beyond
• Choose your key
indicators
• Explore Talent Brand
Index
• Start at the top
• Arm yourself with
compelling data
• Bring partners
to the table
STEP 01
Get buy-in
• Audit your
existing materials
• Conduct research
based on who, what,
when, where & how
• Be real
• Be personal
• Be brave
• Be consistent
• Set your goals
• Test drive your
messaging
STEP 02
Listen and learn
STEP 03
Craft your approach
STEP 04
Promote and engage
STEP 05
Measure and adjust
talent.linkedin.com | 47
Let your talent brand journey begin!
We’ve covered a lot in this playbook, so here’s a recap. We hope you’ve
found some useful tips and inspiration to get you off to a strong start.
48. Additional
resources
To help you begin your talent brand journey,
we’ve gathered some additional resources
to ensure your success.
We wish you the very best of luck in building
a strong, vibrant and authentic talent brand!
Keep in touch by sending your success stories
and questions to TBplaybook@linkedin.com.
talent.linkedin.com | 48
The State of Employer Branding
lnkd.in/stateofeb
Why Your Employer Brand Matters
lnkd.in/playbook-EBmatters
4 Essential Tips to Convert Your Employees
to Talent Brand Ambassadors
lnkd.in/employees
What’s the Value of Your Employment Brand?
lnkd.in/valueofEB
The Mindset Divide
lnkd.in/mindset-study
What Passive Talent Wants
lnkd.in/playbook-PT
The Truth About Followers and Connections
lnkd.in/followers_connections
49. Noortje ten Hoope
Corporate Recruiter
Exact
Lopa Gore
Global Employer Brand Lead
BP
Ellie Shephard
Global Recruiting Program Manager VP
JPMorgan
talent.linkedin.com | 49
Brent Amundson
Executive Director Global Talent Acquisition
Dell
Paul Maxin
Director of Global Resourcing
Unilever
Jeremy Langhans
Talent Acquisition Manager
Expedia, Inc.
Kate Israels
Program Manager
salesforce.com
Kara Yarnot
VP Talent Acquisition
SAIC
Stacy Takeuchi
Director of Talent Acquisition
UTI
Phil Hendrickson
Manager of Global Talent Sourcing Strategy
Starbucks
Christa Foley
Senior HR Manager
Zappos.com
Danielle Bond
CMO
Aurecon
Dawn Wilson
Enterprise Recruitment Marketing Manager
The Walt Disney Company
Christian Jaramillo
Talent Acquisition Manager
Mexico, Central America & Carribean
Pfizer
Talent Brand Hall of Fame
Throughout this playbook we’ve woven in best practices and
advice from these talent acquisition leaders and companies.
50. talent.linkedin.com | 50
About LinkedIn
Talent Solutions
Founded in 2003, LinkedIn connects the world’s
professionals to make them more productive
and successful. With over 200 million members
worldwide, including executives from every
Fortune 500 company, LinkedIn is the world’s
largest professional network. LinkedIn Talent
Solutions offers a full range of recruiting solutions
to help organizations of all sizes find, engage
and attract the best talent.
Follow us on Twitter
@hireonlinkedin
Follow us on LinkedIn
linkedin.com/company/linkedin
Access presentations on Slideshare
slideshare.net/linkedin-talent-solutions
Contact us directly
TBplaybook@linkedin.com
See more details on our solutions
talent.linkedin.com
51. So, that’s it! Ready to get started? Great!
Go to talent.linkedin.com to begin
your talent brand journey today.
And remember – we’re always here to help!
Just contact us at TBplaybook@linkedin.com
if you have any questions.