Here are 3 sample goals for a talent brand program:
1. Increase employer brand awareness among target candidates by 15% over the next 12 months.
2. Reduce time-to-hire by 10% and cost-per-hire by 5% within the next year.
3. Achieve a 90% employee engagement score and retention rate of 90% for new hires within their first year.
The document provides steps for crafting a strong talent brand. Step 1 emphasizes getting buy-in from executive leadership by starting at the top, arming yourself with data to demonstrate the business impact of a strong talent brand, and bringing cross-functional partners like HR, Marketing, Communications, and IT to the table to support the effort. With executive support, data to back up the case, and cross-departmental collaboration, companies can set themselves up for success in building a powerful talent brand.
This document discusses employer branding and provides data and advice on developing a strong talent brand. It shows that most companies agree employer brand is a top priority, and that employer brand significantly impacts their ability to hire great talent. It then provides steps to build a strong talent brand, including getting executive buy-in, listening to candidates and employees, crafting an authentic employer brand message, promoting the brand, and measuring results.
The War for Talent is a tough one to win, but it's more difficult if you have a weak employer brand. Find out how important making an emotional connection to prospective candidates can really shape your recruitment strategy and improve your quality of hire.
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.
Employer branding involves marketing an organization as an attractive employer to potential job candidates and current employees. It aims to attract, motivate, and retain talented staff. Like consumer marketing, employer branding should apply best practices such as creating a unique brand identity, using multiple communication channels, and measuring return on marketing investments. The goal is to develop engaged and loyal "labor customers" that deliver tangible business benefits through higher performance, customer satisfaction, and reduced hiring and retention costs.
The document discusses talent management (TM) and the shortage of talented TM practitioners. Some key points:
1) While companies are increasingly focusing on talent issues, many TM professionals are underperforming and their practices remain bloated and impractical. There is a lack of "world-class" talent in the TM field.
2) Speaking to executive search firms reveals that there are very few considered truly great in the TM field. Additionally, there are almost no companies known for consistently producing great TM professionals.
3) This talent shortage in TM represents a missed opportunity, as success could help redeem HR's reputation and position TM as the driver of an organization's talent engine. However, failure to deliver
EA is in a global war for talent against its competitors. To win this war, EA must build a strong talent brand that attracts and retains top talent. This involves marketing EA as a great place to work through all stages of the employee experience from initial awareness to post-employment. The document outlines strategies for EA to strengthen its talent brand such as social media engagement, recruitment events, job site optimization, and alumni outreach to create a competitive advantage in attracting and retaining the best people.
The document provides steps for crafting a strong talent brand. Step 1 emphasizes getting buy-in from executive leadership by starting at the top, arming yourself with data to demonstrate the business impact of a strong talent brand, and bringing cross-functional partners like HR, Marketing, Communications, and IT to the table to support the effort. With executive support, data to back up the case, and cross-departmental collaboration, companies can set themselves up for success in building a powerful talent brand.
This document discusses employer branding and provides data and advice on developing a strong talent brand. It shows that most companies agree employer brand is a top priority, and that employer brand significantly impacts their ability to hire great talent. It then provides steps to build a strong talent brand, including getting executive buy-in, listening to candidates and employees, crafting an authentic employer brand message, promoting the brand, and measuring results.
The War for Talent is a tough one to win, but it's more difficult if you have a weak employer brand. Find out how important making an emotional connection to prospective candidates can really shape your recruitment strategy and improve your quality of hire.
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.
Employer branding involves marketing an organization as an attractive employer to potential job candidates and current employees. It aims to attract, motivate, and retain talented staff. Like consumer marketing, employer branding should apply best practices such as creating a unique brand identity, using multiple communication channels, and measuring return on marketing investments. The goal is to develop engaged and loyal "labor customers" that deliver tangible business benefits through higher performance, customer satisfaction, and reduced hiring and retention costs.
The document discusses talent management (TM) and the shortage of talented TM practitioners. Some key points:
1) While companies are increasingly focusing on talent issues, many TM professionals are underperforming and their practices remain bloated and impractical. There is a lack of "world-class" talent in the TM field.
2) Speaking to executive search firms reveals that there are very few considered truly great in the TM field. Additionally, there are almost no companies known for consistently producing great TM professionals.
3) This talent shortage in TM represents a missed opportunity, as success could help redeem HR's reputation and position TM as the driver of an organization's talent engine. However, failure to deliver
EA is in a global war for talent against its competitors. To win this war, EA must build a strong talent brand that attracts and retains top talent. This involves marketing EA as a great place to work through all stages of the employee experience from initial awareness to post-employment. The document outlines strategies for EA to strengthen its talent brand such as social media engagement, recruitment events, job site optimization, and alumni outreach to create a competitive advantage in attracting and retaining the best people.
The document discusses how talent acquisition professionals can use LinkedIn data to better plan for, prioritize, and operationalize their talent strategies. It provides examples of how companies can analyze the size and makeup of talent pools, measure the reach and engagement of their employer brands, and verify candidates' skills claims. The document advocates integrating these data-driven insights into existing talent acquisition workflows to help optimize resources and identify strengths and weaknesses.
Ireland's Executive Talent Management Commentary 2012 - Back to the FutureHRMRecruitment
The document discusses competing for talent in today's changing employment landscape in Ireland. It focuses on the importance of employee value proposition (EVP) in attracting and retaining top talent. EVP shapes an organization's employer brand and impacts how potential candidates view the organization. When done effectively, EVP can help align talent pools with organizational goals and values, improve employee retention, and increase performance and effort. The article argues that EVP should be a core part of any talent management strategy given the competition for skilled professionals.
This document discusses how many CEOs say that talent is their most important asset but do not take the necessary actions to ensure they can attract high quality talent. It suggests that to be a true believer, CEOs should be able to name key recruiters, ensure recruiters understand business strategy, adequately invest in recruiting, and ensure managers are satisfied with hiring time and quality. However, in many organizations recruiting is underfunded and recruiters are underpaid administrators relying on paper processes. The document argues organizations should hire professional recruiters, invest in recruiting technology to automate paper-heavy manual processes, and view recruiting as a strategic function like sales and marketing to attract the best talent.
Employer Branding / Reflections & Visions Heading Into 2019Petr Hovorka
Reader favorites plus several new articles to highlight projected trends in Employer Branding, published on www.brandbakers.cz from 2015 to 2018.
The Era of Recruitment is Over
The way companies hire employees in the Czech Republic, and Europe as whole is going to change due to a decreasing workforce, sluggish economy and preferences of the incoming Y generation.
This document discusses an online platform called Careers in Luxury that aims to help luxury brands attract and manage talent. The platform believes that talent acquisition requires more than just job postings and that people are looking for careers, not just jobs. Careers in Luxury allows luxury brands to showcase their employer brand directly to potential candidates in order to actively attract talent over the long term. Employers can create branded pages that highlight their culture, values, and attributes to inform career-seeking talent. The platform also offers CREaM (Candidate Relationship Experience and Management) which utilizes technology to screen inbound resumes for employers based on their criteria to manage talent and ensure positive candidate experiences.
The document provides guidance on job hunting strategies and tactics. It recommends differentiating yourself from other candidates, focusing on the needs of potential employers, and getting phone calls with decision-makers. The key is to sell your abilities and skills at solving problems companies are facing. Follow-up is important after interviews through thank you letters emphasizing your fit and interest in the opportunity. Networking, customizing materials, and being upbeat are also emphasized.
This document outlines a 4-step process for making the right hire consistently: 1) Define the job goals and necessary skills, 2) Create a compelling job description, 3) Set up an effective hiring team and interview process, 4) Set realistic timeline goals based on historical hiring data. Following these steps helps hiring teams develop a consistent process to identify and hire the best talent aligned with their unique needs and culture. Key aspects include partnering recruiters and hiring managers, using scorecards to evaluate candidates objectively, and monitoring metrics to improve efficiency and avoid rushed decisions.
Using employer branding_to_increase_loyaltyIDEE JSC
Employer branding aims to increase employee loyalty by creating an authentic brand that attracts, retains, and repels the right employees. It should be based on understanding organizational culture and communicating core values. Studies show branding provides recruitment advantages but many companies do not prioritize or budget for it. An effective brand aligns consumer and employment messaging, assesses perceptions, and defines an employment value proposition. Developing videos, assessing websites and job board presence, and justifying costs can strengthen employer branding.
The document discusses key findings from a 2011 global study on employer branding and social media. Some of the main findings include: 84% of companies believe a clearly defined employer branding strategy is key; 71% of employees say obtaining an adequate budget is the number one challenge in managing an employer brand; and 59% of companies leverage their career website to communicate their employer brand. The document also discusses the importance of defining an employer value proposition, using a hybrid team approach to managing employer branding, and ensuring consistency between internal and external marketing communications.
Employer branding refers to how a company positions itself as an employer in order to attract and retain talented employees. Strong brands that are well-known and respected, like BMW and Siemens, often top employer brand rankings as well. To be successful at employer branding, companies must clearly define their employer value proposition by translating their brand positioning into benefits for employees. They must also ensure alignment between HR and marketing communications and practices. Consistent messaging across all employee touchpoints helps create a credible employer brand image. Employer branding can boost a company's image and increase its overall brand value in the market.
Mc Kinsey Making Talent A Strategic Priorityina_rasheva
Making talent a strategic priority remains an ongoing challenge for companies. While many have invested heavily in HR systems, talent issues are still not adequately addressed and seen as a long-term strategic issue requiring senior management attention. There are also several external factors like demographic changes, globalization, and the rise of knowledge workers that are intensifying the war for talent. Companies also bear some responsibility due to short-term thinking that diverts attention from long-term talent planning. Moving forward, companies need to view talent management as a core business strategy and address the needs of talent at all levels, not just top performers.
How to ensure your brand delivers growth for your businessB2B Marketing
The document discusses how to assess if a company's brand positioning needs attention and how to ensure positioning leads to business growth. Some signs that positioning needs work include if it can't be summarized concisely, isn't understood within the business, or doesn't challenge assumptions. Common reasons for positioning to fail include treating it as abstract rather than practical, focusing on models over implementation, and aiming for vague consensus. The document outlines five hallmarks of effective positioning: prosperity, integrity, elegance, craft, and curiosity. It provides examples and offers steps to evaluate a company's current positioning strengths.
The document is a presentation by Lorraine Rinker on career development and management. It discusses finding the perfect job, deciding whether to stay or go in one's current role, making lateral moves, gracefully exiting a company, avoiding getting pigeonholed, the importance of passion in one's work, and Rinker's background as a career coach.
The document discusses the 10 deadly sins of talent management that can undermine an organization's potential and keep it from achieving great success. The first sin is failing to prioritize hiring "A" players, who are the top 10% of performers and can be 8-10 times more productive than average employees. The second sin is paying below market value for talent, which only attracts weaker candidates. The third sin is having an overly long and arduous hiring process that causes top candidates to withdraw from the process. The document continues discussing seven additional sins such as hiring based on interviewing skills rather than proven performance, lacking defined career paths, over relying on job boards for recruiting, tolerating low performers, and providing insufficient training and development
The document discusses how a company's workplace design should align with and reinforce its brand, culture, and mission in order to maximize benefits. It argues that an effective workplace design immerses employees in the company's brand by visually representing the brand's values and the culture. This helps motivate employees and deepens their connection to the brand, which can increase productivity, talent retention, and consistent external branding. The document provides examples of how leading companies design their workplaces to physically embody their brands through imagery and experiences that communicate their unique identity and purpose.
Ascendia is a SuccessFactors business partner based in South Africa that provides talent and performance management consulting and solutions. It offers the SuccessFactors cloud-based SaaS platform to help clients optimize workforce performance, align goals, and drive business results. Ascendia's experienced leadership team works with clients to implement SuccessFactors through a fixed-price approach over 6-12 weeks. It also provides ongoing support, training, and analytics to help clients realize ongoing value from the solution.
The document discusses how LHH helps companies realize the potential of their existing workforces. It describes how LHH provides services like assessments, coaching, reskilling and internal mobility programs to help companies identify skills within their current employees, develop talent, and fill positions from within. This allows companies to increase productivity and engagement while reducing costs associated with replacing employees. LHH works with large multinational companies and has experience transforming entire workforces and developing leaders.
UK newsbrands drive 605.3 million social media actions January - August 2015Newsworks
- The document analyzes social media interactions with UK newsbrands from August 2014 to August 2015.
- UK newsbrands saw a 92% year-over-year increase in global social media interactions, driven largely by growth on Facebook.
- The Daily Mail, Daily Mirror, and The Guardian had the most total Facebook interactions among UK newsbrands and global English language newspapers.
- While newsbrands are less reliant on Facebook than US publishers, Facebook remains the primary driver of social media interactions for UK newsbrands.
In the United States, a defendant has an absolute right to appeal a guilty verdict. In addition, you may also be entitled to appeal the sentence you received. Learn more about appealing a criminal conviction in California in this presentation.
An album of photographs documents a trial where Mrs. Anabel Montes testified as an eyewitness, with Rob being accused of a crime and found guilty by the jury, leading to him being sentenced to time behind bars.
Giacomo Corneo (1995). National wage bargaining in an
internationally integrated product market, European Journal of Political Economy, vol.11, page 503-520
The document discusses how talent acquisition professionals can use LinkedIn data to better plan for, prioritize, and operationalize their talent strategies. It provides examples of how companies can analyze the size and makeup of talent pools, measure the reach and engagement of their employer brands, and verify candidates' skills claims. The document advocates integrating these data-driven insights into existing talent acquisition workflows to help optimize resources and identify strengths and weaknesses.
Ireland's Executive Talent Management Commentary 2012 - Back to the FutureHRMRecruitment
The document discusses competing for talent in today's changing employment landscape in Ireland. It focuses on the importance of employee value proposition (EVP) in attracting and retaining top talent. EVP shapes an organization's employer brand and impacts how potential candidates view the organization. When done effectively, EVP can help align talent pools with organizational goals and values, improve employee retention, and increase performance and effort. The article argues that EVP should be a core part of any talent management strategy given the competition for skilled professionals.
This document discusses how many CEOs say that talent is their most important asset but do not take the necessary actions to ensure they can attract high quality talent. It suggests that to be a true believer, CEOs should be able to name key recruiters, ensure recruiters understand business strategy, adequately invest in recruiting, and ensure managers are satisfied with hiring time and quality. However, in many organizations recruiting is underfunded and recruiters are underpaid administrators relying on paper processes. The document argues organizations should hire professional recruiters, invest in recruiting technology to automate paper-heavy manual processes, and view recruiting as a strategic function like sales and marketing to attract the best talent.
Employer Branding / Reflections & Visions Heading Into 2019Petr Hovorka
Reader favorites plus several new articles to highlight projected trends in Employer Branding, published on www.brandbakers.cz from 2015 to 2018.
The Era of Recruitment is Over
The way companies hire employees in the Czech Republic, and Europe as whole is going to change due to a decreasing workforce, sluggish economy and preferences of the incoming Y generation.
This document discusses an online platform called Careers in Luxury that aims to help luxury brands attract and manage talent. The platform believes that talent acquisition requires more than just job postings and that people are looking for careers, not just jobs. Careers in Luxury allows luxury brands to showcase their employer brand directly to potential candidates in order to actively attract talent over the long term. Employers can create branded pages that highlight their culture, values, and attributes to inform career-seeking talent. The platform also offers CREaM (Candidate Relationship Experience and Management) which utilizes technology to screen inbound resumes for employers based on their criteria to manage talent and ensure positive candidate experiences.
The document provides guidance on job hunting strategies and tactics. It recommends differentiating yourself from other candidates, focusing on the needs of potential employers, and getting phone calls with decision-makers. The key is to sell your abilities and skills at solving problems companies are facing. Follow-up is important after interviews through thank you letters emphasizing your fit and interest in the opportunity. Networking, customizing materials, and being upbeat are also emphasized.
This document outlines a 4-step process for making the right hire consistently: 1) Define the job goals and necessary skills, 2) Create a compelling job description, 3) Set up an effective hiring team and interview process, 4) Set realistic timeline goals based on historical hiring data. Following these steps helps hiring teams develop a consistent process to identify and hire the best talent aligned with their unique needs and culture. Key aspects include partnering recruiters and hiring managers, using scorecards to evaluate candidates objectively, and monitoring metrics to improve efficiency and avoid rushed decisions.
Using employer branding_to_increase_loyaltyIDEE JSC
Employer branding aims to increase employee loyalty by creating an authentic brand that attracts, retains, and repels the right employees. It should be based on understanding organizational culture and communicating core values. Studies show branding provides recruitment advantages but many companies do not prioritize or budget for it. An effective brand aligns consumer and employment messaging, assesses perceptions, and defines an employment value proposition. Developing videos, assessing websites and job board presence, and justifying costs can strengthen employer branding.
The document discusses key findings from a 2011 global study on employer branding and social media. Some of the main findings include: 84% of companies believe a clearly defined employer branding strategy is key; 71% of employees say obtaining an adequate budget is the number one challenge in managing an employer brand; and 59% of companies leverage their career website to communicate their employer brand. The document also discusses the importance of defining an employer value proposition, using a hybrid team approach to managing employer branding, and ensuring consistency between internal and external marketing communications.
Employer branding refers to how a company positions itself as an employer in order to attract and retain talented employees. Strong brands that are well-known and respected, like BMW and Siemens, often top employer brand rankings as well. To be successful at employer branding, companies must clearly define their employer value proposition by translating their brand positioning into benefits for employees. They must also ensure alignment between HR and marketing communications and practices. Consistent messaging across all employee touchpoints helps create a credible employer brand image. Employer branding can boost a company's image and increase its overall brand value in the market.
Mc Kinsey Making Talent A Strategic Priorityina_rasheva
Making talent a strategic priority remains an ongoing challenge for companies. While many have invested heavily in HR systems, talent issues are still not adequately addressed and seen as a long-term strategic issue requiring senior management attention. There are also several external factors like demographic changes, globalization, and the rise of knowledge workers that are intensifying the war for talent. Companies also bear some responsibility due to short-term thinking that diverts attention from long-term talent planning. Moving forward, companies need to view talent management as a core business strategy and address the needs of talent at all levels, not just top performers.
How to ensure your brand delivers growth for your businessB2B Marketing
The document discusses how to assess if a company's brand positioning needs attention and how to ensure positioning leads to business growth. Some signs that positioning needs work include if it can't be summarized concisely, isn't understood within the business, or doesn't challenge assumptions. Common reasons for positioning to fail include treating it as abstract rather than practical, focusing on models over implementation, and aiming for vague consensus. The document outlines five hallmarks of effective positioning: prosperity, integrity, elegance, craft, and curiosity. It provides examples and offers steps to evaluate a company's current positioning strengths.
The document is a presentation by Lorraine Rinker on career development and management. It discusses finding the perfect job, deciding whether to stay or go in one's current role, making lateral moves, gracefully exiting a company, avoiding getting pigeonholed, the importance of passion in one's work, and Rinker's background as a career coach.
The document discusses the 10 deadly sins of talent management that can undermine an organization's potential and keep it from achieving great success. The first sin is failing to prioritize hiring "A" players, who are the top 10% of performers and can be 8-10 times more productive than average employees. The second sin is paying below market value for talent, which only attracts weaker candidates. The third sin is having an overly long and arduous hiring process that causes top candidates to withdraw from the process. The document continues discussing seven additional sins such as hiring based on interviewing skills rather than proven performance, lacking defined career paths, over relying on job boards for recruiting, tolerating low performers, and providing insufficient training and development
The document discusses how a company's workplace design should align with and reinforce its brand, culture, and mission in order to maximize benefits. It argues that an effective workplace design immerses employees in the company's brand by visually representing the brand's values and the culture. This helps motivate employees and deepens their connection to the brand, which can increase productivity, talent retention, and consistent external branding. The document provides examples of how leading companies design their workplaces to physically embody their brands through imagery and experiences that communicate their unique identity and purpose.
Ascendia is a SuccessFactors business partner based in South Africa that provides talent and performance management consulting and solutions. It offers the SuccessFactors cloud-based SaaS platform to help clients optimize workforce performance, align goals, and drive business results. Ascendia's experienced leadership team works with clients to implement SuccessFactors through a fixed-price approach over 6-12 weeks. It also provides ongoing support, training, and analytics to help clients realize ongoing value from the solution.
The document discusses how LHH helps companies realize the potential of their existing workforces. It describes how LHH provides services like assessments, coaching, reskilling and internal mobility programs to help companies identify skills within their current employees, develop talent, and fill positions from within. This allows companies to increase productivity and engagement while reducing costs associated with replacing employees. LHH works with large multinational companies and has experience transforming entire workforces and developing leaders.
UK newsbrands drive 605.3 million social media actions January - August 2015Newsworks
- The document analyzes social media interactions with UK newsbrands from August 2014 to August 2015.
- UK newsbrands saw a 92% year-over-year increase in global social media interactions, driven largely by growth on Facebook.
- The Daily Mail, Daily Mirror, and The Guardian had the most total Facebook interactions among UK newsbrands and global English language newspapers.
- While newsbrands are less reliant on Facebook than US publishers, Facebook remains the primary driver of social media interactions for UK newsbrands.
In the United States, a defendant has an absolute right to appeal a guilty verdict. In addition, you may also be entitled to appeal the sentence you received. Learn more about appealing a criminal conviction in California in this presentation.
An album of photographs documents a trial where Mrs. Anabel Montes testified as an eyewitness, with Rob being accused of a crime and found guilty by the jury, leading to him being sentenced to time behind bars.
Giacomo Corneo (1995). National wage bargaining in an
internationally integrated product market, European Journal of Political Economy, vol.11, page 503-520
Presentation by Maureen Costantino, Visual Information and Publications Specialist in CBO's Management, Business, and Information Services Division, at the Fourth Annual Global Network of Parliamentary Budget Officers Assembly.
This presentation provides an overview of the visual communications initiatives at CBO. It illustrates the evolution of graphics products at the agency, and some of the best practices that it has adopted for those products.
Este templo neoclásico ubicado en la Plaza Constitución de Huancayo fue construido entre 1799-1831 y elevado a rango de catedral en 1955, albergando pinturas de la Escuela Cusqueña. Fue construido en un terreno donado por vecinos y se ha convertido en un importante espacio público y religioso de la ciudad.
cuestionario de computacion 6 de turismojusue21993
Este documento proporciona definiciones y explicaciones sobre varias herramientas y tecnologías de información y comunicación (TIC). Define TIC, herramientas colaborativas, herramientas en línea como Google Docs y SlideShare, así como blogs, suscripciones y herramientas de oficina.
Get Going With Green: Executive Summary (China)Ogilvy
A team of strategists and ethnographers from Ogilvy & Mather's sustainability practice Ogilvy Earth and consumer insights team Discovery studied 24 families in Tianjin, Shanghai and Wuxi, spending time in people's homes, observing their daily routines and recording consumption and disposal behavior. This was followed by a nationwide quantitative study amongst 1,300 respondents to both understand and measure the sustainability opportunity.
This document provides descriptions of several selective journeys offered by Indus Experiences in Sri Lanka. The journeys range from half to full day excursions that explore various cultural, historical, and natural aspects of Sri Lanka off the beaten path. Destinations and activities mentioned include exploring colonial gems in Colombo, experiencing festivals in Kandy, learning about cooking and markets, cycling, meditating at temples, train travel through tea country, fishing, plucking tea leaves, and more. The goal is to give travelers a richer experience of Sri Lanka beyond the major tourist areas.
This document provides an overview of a talk on fundamentals of web application security and security testing. The talk will last about an hour and cover basic topics like HTTP, host headers, cookies, sessions, cross-site scripting (XSS), and SQL injection. It will also discuss tools for security testing and provide examples of how to test for and exploit vulnerabilities. The talk is aimed at beginners and assumes some familiarity with HTML and the internet. A follow-up workshop on Sunday will allow for deeper practical discussion driven by participants.
Stop Wasting Your Analytics Budget - edUi 2016Mitch Daniels
When approached with clear intentions, web analytics can be a game-changing part of any online presence. It can inform massive redesigns, drive additional engagement, and spur continued site improvements.
Despite its potential, the full power of analytics is often neutered by a misappropriation of priorities and resources, leading to a stream of sterile, uninspiring reports and dashboards. Learn to recognize these challenges, identify them within your own organization, and confront them head on.
We’ll explore the distinction between ‘interesting’ and ‘actionable’ data, the downsides of monthly reports, and the importance of the 10/90 rule. Finally, we’ll identify a single word that will immediately push your analytics strategy in the right direction: “Why?”.
This is the powerpoint presentation I gave at the WASSIC 2011 conference. It's aimed at giving an overview of crowdsourcing, citizen science and social media - and the risks and opportunities that it brings for spatial practitioners.
"What we've learnt from Ember.js developing our new product" by Guillaume Pot...TheFamily
Par Guillaume Potier, CTO at Wisembly (https://twitter.com/guillaumepotier)
Entreprendre n’est pas inné et 80% des erreurs peuvent être évitées.
Ne perds pas de temps, offre-toi Koudetat : http://bit.ly/koudetat-youtube
Inscrivez-vous au prochain meetup! — http://www.meetup.com/StartupWorkshop
Inscrivez-vous à la newsletter pour ne pas rater les prochains évènements ! — http://www.thefamily.co/events/
On adorerait votre feedback & suggestion ! — https://thefamily.typeform.com/to/KlGLnM?date=09/04/2015
Este documento resume la historia de la telegrafía óptica en España durante el siglo XIX. Comenzó con el sistema de Agustín de Betancourt en 1799 entre Madrid y Aranjuez, pero solo funcionó durante dos años. Más tarde, Francisco Hurtado estableció líneas entre Cádiz y otras ciudades entre 1805 y 1820. Juan José Lerena construyó una red entre Madrid y los Sitios Reales entre 1831 y 1836. Finalmente, Manuel Santa Cruz desarrolló un sistema óptico y códigos durante las Guerras Carlistas entre
The document discusses deforestation in the Amazon and its impacts. It notes that expansion of agriculture has increased deforestation rates and could eliminate 40% of Amazon forests by 2050. Models show that large-scale deforestation reduces evapotranspiration and increases surface air temperatures and changes rainfall patterns. However, the impacts of small-scale, complex mosaics of land cover are less clear. Deforestation has increased river discharge in some watersheds due to reduced evapotranspiration and increased runoff, but has not significantly changed precipitation totals or the timing of the rainy season. The impacts on extreme weather events are still being studied using advanced modeling techniques.
The document summarizes information on 16 famous Indian actresses from the 1940s to 1980s who worked in Bollywood: Suraiya, Madhubala, Nutan, Meena Kumari, Mala Sinha, Sharmila Tagore, Tanuja, Hema Malini, Zeenat Aman, Dimple Kapadia, Shabana Azmi, Sridevi, Parveen Babi. It provides brief details about each actress such as the films and decades they worked in, awards received, and accomplishments. Many of these actresses are considered among the most prominent and beautiful in the history of Indian cinema.
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.
Companies with strong employer AND consumer brands outperform their peers on stock performance. However, few companies do both well; what is their secret? Click through this webinar led by LinkedIn and Lippincott to discover their best practices.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Click through this presentation to see the power of employer branding, and how you can incorporate that talent brand for successful talent acquisition.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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.
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 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 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,
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.
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.
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%.
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.
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,
This document discusses employer branding and provides tips for building a strong talent brand. Some key points:
- 69% of companies agree that employer brand is a top priority, with larger companies placing more importance on it. Employer brand significantly impacts hiring ability.
- Steps to build a talent brand include getting executive buy-in, listening to candidates and employees, crafting an approach, promoting the brand, and measuring results.
- Promoting involves optimizing company and employee profiles, leveraging employees' LinkedIn presence, crafting job posts, and engaging candidates on and off LinkedIn through updates and APIs.
- The Talent Brand Index measures brand engagement vs familiarity to benchmark against competitors.
Index of useful facts and figures
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.
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, and bringing partners to the table. Step 2 is to listen and learn by auditing existing materials, planning research among key audiences, and putting findings together. Step 3 is to craft your approach by being real, personal, brave, consistent, and setting goals.
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, and bringing partners to the table. Step 2 is to listen and learn by auditing existing materials, planning research among key audiences, and putting findings together. Step 3 is to craft your approach by being real, personal, brave, consistent, and setting goals.
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.
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.
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 branding is critical to compete effectively in today’s talent
economy. On LinkedIn, 83% of employers believe their brand has a
signicant impact on their ability to hire great talent, but only one third
of them regularly measure it. With the Talent Brand Index, LinkedIn gives
you a simple metric to quantify and benchmark your talent brand —
and determine how attractive you are to the talent you want to hire.
Similar to Linkedinemployerbrandplaybook 130326154834-phpapp02 (20)
2. Table of contents
STEP
Reasons to Invest in Your Talent Brand Measure and Adjust
04
05 42
STEP
Get Buy-In 9 Talent Brand Warning Signs
01 07 46
STEP
Listen and Learn Let the Talent Brand Journey Begin
02 10 47
STEP
Craft Your Approach Additional Resources
03 18 48
STEP
Promote and Engage The Talent Brand Hall of Fame
04 22 49
talent.linkedin.com | 2
3. Index of useful facts and figures
3 Reasons to Invest in Your Talent Brand 04
Global Talent Brand Trends 05
Checklist to Audit Your Talent Brand Materials 11
Top Audiences to Listen to 13
Sample Survey Questions for Employees and Passive Candidates 14
Types of Research to Consider 16
Sample Goals for a Talent Brand Program 20
8 Golden Rules for Promoting (and Protecting) Your Talent Brand 23
6 Tricks for an Irresistible Job Description on LinkedIn 29
Tips to Jumpstart Your Company Page 30
Tips for Targeted Status Updates 31
4 Tips for Turning Your Employees into Talent Brand Ambassadors 36
Tools at a Glance 40
9 Talent Brand Warning Signs 46
talent.linkedin.com | 3
4. 3 reasons to invest in your talent brand
Introduction You’ll spend less on hiring. Lower
Is your company considered a great place to
✓ your cost per hire by as much as 50%.1
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. ✓ You’ll boost retention. Reduce
employee turnover by up to 28%.1
The bottom line impact is real: a strong talent brand
reduces cost per hire by up to 50% and lowers
You’ll influence the conversation with
turnover rates by 28%.1 ✓ candidates. If you don’t, others will.
1
Eda Gultekin, What’s the Value of Your Employment Brand?, http://lnkd.in/valueofEB
(December 1, 2011) . talent.linkedin.com | 4
5. What’s talent brand?
The term “employer brand” has been around for a
while, but social media has radically changed the game. Global talent brand trends
Your employer brand was the messaging you pushed
to the marketplace and periodically refreshed. 91%
Today that messaging is digested and amplified – of companies increased or at
or questioned aloud – in real time based on people’s least maintained their talent
experiences with your company. brand investment in 2012.
Your talent brand is the highly social, totally public
version of your employer brand that incorporates
what talent thinks, feels, and shares about your
83%
of talent acquisition leaders say
company as a place to work. employer brand significantly impacts
their ability to hire great talent.2
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. talent.linkedin.com | 5
6. Don’t be daunted.
We’re here to help.
I’m a small company. Do I have a talent brand? What if my company’s not that special?
Every company has a talent brand. What do candidates find Chin up. Read on and be inspired. We’ll help you find the secret
when they Google your company? What are current and former sauce that sets your company apart.
employees buzzing about in chat rooms? Does your messaging
match what others say? Where do I start?
The good news is that there are multiple things you can do, many
of them free, to showcase what makes your company special. And With the help of a few friends - HR and talent acquisition leaders
yes, you can compete with the big guns if you really focus on the from around the globe, plus our in-house solutions experts –
most relevant talent pools. 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
Start strong with
executive buy-in
Recruiting leaders often call the shots with
01 Start at the top
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 02 Arm yourself with data
companies with strong talent brands have
these three things going for them: buy-in 03 Bring partners to the table
from the C-suite, data to support their case,
and strong cross-functional teamwork.
Before you jump in, be sure to follow
these guidelines.
3
LinkedIn Talent Solutions, The State of Employer Branding, http://lnkd.in/stateofeb
(October 2012), 14. talent.linkedin.com | 8
9. STEP
Set the stage for success 01
✓ ✓ ✓
Start at the top Arm yourself with data Bring partners to the table
Your CEO and their team must get Universal facts Don’t go it alone. Your talent brand
behind your talent brand, and commit Emphasize the business impact of a is part HR, part Marketing, part
to helping promote it. Keep making the strong talent brand. Read “3 reasons Communications - and it’ll need IT
case until they’re on board. to invest in your talent brand” on p.4 support. You don’t have to know
and our “State of Employer Branding” everything about website analytics,
report for ideas. creative design or market segmentation
when your coworkers do!
LinkedIn insights
Ask your LinkedIn team to provide Leverage their expertise by including
facts about your company’s LinkedIn them in a cross-functional talent brand
presence (such as number of employees task force. With more skin in the game,
with profiles, aggregate number of your colleagues will help you succeed.
connections, and more). Explain that
each profile and interaction on LinkedIn
“I probably delivered the same deck 40 can reinforce your talent brand.
times, sometimes to the same audience.
You will feel like a broken record but it Recruiting metrics
doesn’t sound like that on the other end If there are areas where you’re
until you start converting people.” struggling to attract strong candidates,
Kara Yarnot use that data to illustrate the need for
Talent Acquisition Center of Expertise, SAIC talent brand focus.
3
LinkedIn Talent Solutions, The State of Employer Branding,
http://lnkd.in/stateofeb (October 2012), 14. talent.linkedin.com | 9
11. STEP
02
Listen up! Checklist to audit your talent brand materials
Listen to your employees and candidates, and
listen well. Ask questions. Gather facts, opinions, Official
and stories - the building blocks of your brand.
Put aside your own biases about what you should Public
• Corporate website
hear, and seek to understand their views. • Graduate recruitment materials
• Recruitment advertising
Before you talk to your talent, walk in their shoes • Live event materials
to experience your employer brand as they do. • Company and Career Pages on LinkedIn
• Official presence on other social platforms
Audit your existing materials Private
• Direct communications with candidates
Go through the recruitment process step by step. and alumni
Review all materials a candidate can access across • Company intranet
print, online, social media, and events. Put on your • Training and development materials
• Performance management process
employee hat and do the same with new hire
materials, the intranet, and company events.
Unofficial
Cover your bases
Start with traditional print and digital assets, and • Employee exit interviews
• Employee LinkedIn profiles
your official presence on social media platforms. • Activity on other social media platforms
Then review the unofficial conversations taking (e.g., Twitter, Facebook, YouTube, Flickr)
place online, in places where others drive the • Other online discussion forums (e.g., blogs,
discussion. Use our checklist to guide you. LinkedIn Groups, rating sites like Glassdoor)
talent.linkedin.com | 11
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:
50%
of recruiters don’t understand
01 Who are your targets? their own employer brands.4
02 What information will you collect?
03 When will you engage your targets?
04 Where & how will you engage your targets?
4
Corporate Leadership Council, Smart Sourcing: How Talent Advisors Use Sourcing
Intelligence to Extend Recruiting’s Influence (2011), 38. talent.linkedin.com | 12
13. STEP
02
Top internal audiences to listen to
By tenure By function
• New hires • Sales/Marketing
• Current employees • Finance
Who are your • Exiting employees
• Re-hired employees
• IT, etc.
By geography
targets? By seniority
• Recent graduates
• Middle managers
• Office/region
• Country
• Continent
Start with current employees – they know your • Senior leaders
brand best and are easiest to reach. You can’t
By performance
be everything to everyone, so think about • Top performers
which sub-groups are most important to you.
Next, tap people outside your company. Your
Top external audiences to listen to
current employees live the reality today, but
external talent may have a different opinion.
• Former employees • Vendors and
• Candidates who consultants
declined your offer • Customers and clients
• Passive candidates • Competitors
in target functions, • College career
regions or industries administrators
• College students
talent.linkedin.com | 13
14. STEP
What information will you collect? 02
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.
Sample survey questions for current employees Sample survey questions for passive candidates
• What are the most important values you look for in a job? • When you think about companies that hire people with
• Where does XYZCo do a good job of delivering on these your skill set, which companies come to mind?
values? • How familiar are you with XYZCo as a place to work?
• Which important values do you feel XYZCo does not • How likely would you be to consider a job at XYZCo?
deliver on? • What is your overall impression of XYZCo as a place
• What originally attracted you to join XYZCo? Where have to work?
your expectations been met/not met? • What are the most important values you look for in a job?
• What’s your favorite story about working at XYZCo? • Based on your knowledge of the company, where does
• How likely would you be to recommend XYZCo as XYZCo do a very good job delivering on these values?
an employer? • Where do you think they don’t deliver?
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.
talent.linkedin.com | 14
15. STEP
02
When will JPMorgan uses annual surveys strategically
you engage Challenge: Keeping employees engaged is difficult as career opportunities
and temptations abound in a super-social and connected world.
your targets? Approach: Through its annual survey, JPMorgan asked what employees
need and want in order to stay. Mobility and development opportunities
topped the list.
There is no hard and fast rule on when
to conduct research. Employer brand Result: The company launched an extensive internal mobility program. In 10
pros listen continually, monitoring 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
alignment with their corporate and the program’s impact directly, but the company ranked #1 in Europe and #2
consumer brands on an ongoing basis. in the US in Vault’s 2013 Best Places to Work for Internal Mobility rankings.
If your business strategy changes, your
talent brand should be re-assessed.
talent.linkedin.com | 15
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 Types of research to consider
usually more candid with someone from outside
of your organization. Quantitative Qualitative
• Surveys • Focus groups
For internal audiences • Attrition data • One-on-one interviews
• Exit interviews • Suggestion boxes
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.
talent.linkedin.com | 16
17. STEP
Putting it all together 02
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 Look for patterns Handle the truth
Where are the inconsistencies? What themes bubble to the If you learn something
Do your materials match what top? Are there any major unfavorable, address it.
your research says? anomalies? How does the Don’t attempt quick fixes:
feedback vary by audience? 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.
talent.linkedin.com | 17
19. STEP
03
Craft your Be real Be personal
approach What you say about your
company must be true for
your employees. If not, they’ll
Go back to the individual
stories gathered during
the research phase. Stories
Consider what you want people to think see through you and so will are more easily remembered
the marketplace. Divide and are motivational for
about your organization. Is it feasible
your desired messages into employees. Those you feature
based on the reality? three buckets: what you can will be proud to participate.
definitely back up, what’s true
in some circumstances, and
How does your communications what you’d like to say but
can’t just yet.
team position the company?
What does the company aspire to Be brave Be consistent
be as an employer?
Admit some negatives – Think about how to align
people will believe you this messaging with your
more. If you want to claim company’s overall brand.
What does your research tell you a message that you just can’t There should be strong
talent actually thinks? say yet, identify a related one consistency between the two.
that’s still enticing but can be
delivered without eye-rolling.
Now it’s time to refine your message. Brainstorm options with your
marketing team.
talent.linkedin.com | 19
20. STEP
03
Set your goals
It’s important to define success at the outset.
Establish the baseline against which you will
measure progress. Sample goals for a talent brand program
If you’re already using LinkedIn’s Talent Brand • Increase offer acceptance rate by X%
Index (pages 43-45), our free resource to measure
how well you’re reaching and engaging • Reduce attrition by X%
professionals with your talent brand, here • Improve employee survey ratings by X%
are three potential dimensions:
• Increase baseline familiarity with your
talent brand in external surveys by X%
Your score relative to key talent competitors • Double the number of employees
with an optimized social presence
• Increase Talent Brand Index score by X% relative
Variance by geography (e.g., What’s your Talent to key talent competitors or for high-priority
functions/ regions
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.
talent.linkedin.com | 20
21. STEP
03
Test drive your Aurecon promises what it can deliver
messaging Challenge: At a client-facing professional services firm,
achieving work-life balance is often a real challenge.
Don’t make a big splash without first testing Approach: Aurecon’s CMO Danielle Bond worked with her
your research findings. Tailor your messaging Human Capital team to shift the focus from work-life balance
to different talent levels and geographic markets. to “flexibility,” which they found was just as valuable to
Run messaging and campaign visuals by your employees but much more attainable in their environment.
employees and check that they ring true. Result: A talent brand that rings true, internally and externally.
Remember to engage your senior executives
along the way.
talent.linkedin.com | 21
23. STEP
8 golden rules for promoting 04
(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 your culture shine.
✓ Make sure that what you do (and don’t do)
is what you’d like employees to emulate. ✓ It’s never just about jobs. Focus on your
people – their stories and emotions.
Empower your employees. Go viral.
✓ Lay out the goals and show them
a clear, easy path to action. ✓ For amplified results, find creative ways to get more
people talking about your company’s great culture.
Inform your leadership. Be visual.
✓ Use data to gain support, ease concerns,
and help explain your choice of platforms. ✓ Bold and colorful images, graphics, charts,
and videos can bring your brand to life.
Target your messages. Don’t bite off more than you can chew.
✓ The more relevant your message is to a particular
audience, the greater its impact will be. ✓ Show that your efforts are scalable and sustainable
on one platform before moving on to another.
talent.linkedin.com | 23
24. STEP
04
How to promote 01 Upgrade your profile
and engage on 02 Help your team update their profiles
LinkedIn 03 Brand through LinkedIn job postings
We’re biased of course, but LinkedIn is 04 Spruce up your Company Page
the natural place to start building your
talent brand. Our 200 million+ members 05 Reach key talent pools with targeted status updates
use LinkedIn to engage in professional
conversations, share work-related stories, 06 Launch your Career Page
and research their next employer.
07 Leverage ad space on your employee profiles
There’s a wealth of free and paid LinkedIn
tools you can use to showcase your
company as a great place to work. Here 08 Convert your team into talent brand ambassadors
are 10 ways to boost your talent brand
on LinkedIn. 09 Make it interactive with APIs and Groups
We’ll cover these tips in greater detail 10 Go above and beyond
throughout this section.
talent.linkedin.com | 24
25. STEP
04
Upgrade your profile SAIC turns to data to ease concerns
The #1 activity on LinkedIn is checking out profiles. Challenge: Leadership feared that getting more employees
Your profile is the first place a candidate will go on LinkedIn would enable competitors to poach them
after receiving your InMail, so it represents a more easily.
prime branding opportunity. Approach: The talent acquisition team presented the
unchanged pre- and post-attrition rates to leadership.
Set up your own profile as a model for employees,
and have the rest of the recruiting team follow suit. Result: Leadership bought in to the network, built their own
profiles, and became more active themselves, strengthening
the value of it even further.
Treat personal status updates like a megaphone
to further spread the word about your company.
To drive more traffic to your profile, follow our
Targeted Status Update Tips on page 31.
talent.linkedin.com | 25
26. STEP
The anatomy of a well-branded 04
recruiting profile
Stacy Takeuchi
Director of Talent Acquisition – Connecting Talent
Engaging, friendly picture with Opportunity at Universal Technical Institute Descriptive headline
Who wouldn’t want to that goes beyond the title
work with Stacy?
Connect
277
connections
Websites We’re Hiring Great People! »
Links UTI Careers YouTube Channel »
to branded destinations Take a Tour of Our Home Office »
www.linkedin.com/stacytakeuchi/ Contact Info
Other features we like:
BACKGROUND
• Core skills, endorsed
by your network
SUMMARY • Volunteer experiences
Killer summary
• Just enough on prior
Written in the first person,
At UTI, we change the world one life at a time by helping students achieve the career positions to build
oozing with passion
of their dreams—it’s the underlying inspirational reason for our existence and the credibility
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.
talent.linkedin.com | 26
27. STEP
04
Upgrading workforce profiles, brown bag-style
Help your team 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
update their profiles presence on LinkedIn.
Approach: With the exec team’s blessing, UTI hosted a series
Coach your team to make the most of their of brown bag lunches to help hiring managers create a strong
LinkedIn profiles. Every employee on LinkedIn first impression for candidates.
is an opportunity to brand your company as
Results: The informal lunches helped employees overcome
a great place to work. their anxieties about what to say on their profiles – “I don’t
want it to seem like I’m looking for a job”.
talent.linkedin.com | 27
28. STEP
Grooming a global team 04
of brand champions
Dell trains global employees at scale
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 “We empower our employees to be brand
and Communication) to help employees talk about the Dell brand. evangelists through our comprehensive
social media training program. We
Key program features: help build our external brand by giving
• Kick-off class introducing five overarching social media principles employees the tools and guidelines
• Strategy courses on individual platforms feature interactive case studies they need to communicate on behalf of
and scenario-specific tips the company. It’s a lot of work, but the
• Centralized storage of training materials and dedicated forum for questions/feedback payoff is huge.”
• Sponsored regional launches around the world in which employees learn from Brent Amundson
outside experts Dell
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.
talent.linkedin.com | 28
29. STEP
Brand through LinkedIn job postings 04
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.
6 tricks for an irresistible job description on LinkedIn
Avoid overly-creative job titles. Showcase the position’s impact.
Stick with standard titles and keywords commonly used Passive candidates are 120% more likely to want to make
✓ 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.
✓ an impact.5 Your jobs on LinkedIn will be seen by passive
candidates, so get them excited about the potential
of the role.
Use your job post as a talent branding vehicle. Try a conversational tone.
✓ 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.”
✓ Marketing is usually more effective when you write
like you would speak to your audience: simple, direct,
and friendly.
Tie the job to your LinkedIn Company Page. Give high-priority positions extra oomph.
✓ Use the drop-down list to link to your Company Page,
so candidates can easily learn more about you. ✓ Use Sponsored Jobs to showcase key positions to
targeted talent. Simply bid the amount you want to pay.
50% of all job applications via LinkedIn are generated
by recommendation engines like “Jobs You May Be
Interested In” rather than job searches.
5
LinkedIn Talent Solutions, Getting To Know Passive Talent,
http://lnkd.in/PT-infographic1 (May 2012). talent.linkedin.com | 29
30. STEP
04
5 tips to jumpstart your Company Page
Spruce up your Talk to your marketing team and coordinate
01
Company Page your approach.
Add an image that welcomes visitors to your
Well over 100 million professionals come to 02 page and showcases your brand.
LinkedIn every month, so an official presence on
the platform is critical. Make sure your Company
Page reflects your overall brand and provides Post status updates to start a conversation
03 with your target audiences.
a unified experience for your audience.
LinkedIn Company Pages are now optimized for Add products/services and solicit recommendations
mobile devices – which is important since over
04 so people can learn about what you have to offer.
27% of LinkedIn’s unique monthly visitors come
through mobile apps. Feature relevant groups to attract a broader
05 audience and extend your reach.
Netherlands-based Exact has over 300
recommendations for the top products on its
LinkedIn Company Page.
talent.linkedin.com | 30
31. STEP
04
Tips for targeted status updates
Mix it up
Reach key talent Don’t bombard your followers with links to job
openings. Share relevant news stories about your
company, employee interviews from your blog, and
pools with targeted more. Aim for 2-3 status updates per week to start.
status updates Have a plan
Company Page followers have a strong interest in Sketch out what you’ll say in advance and build
career opportunities, making targeted status updates a a dialogue with your followers.
great, free way for interested professionals to engage
with your talent brand.
Stay on brand
Remember the messaging you’re trying to get across
and think about how to incorporate it into your updates.
71% of company followers on LinkedIn are
interested in career opportunities at companies
they follow.6
6
Sam Gager, The Truth About Followers and Connections: Key Reasons to Cultivate Yours,
http://lnkd.in/followers_connections (January 15, 2013). talent.linkedin.com | 31
32. STEP
Launch your Career Page 04
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.
Strong talent brand video examples
✓ Think visually.
Use images to give a real-world glimpse into your organization.
• Work, Life, Benefits @ Zappos
Zappos devotes an entire YouTube channel
to showcasing its culture.
Think digitally. lnkd.in/playbook-Zappos
✓ Whatever you say, keep it brief. Content from your glossy graduate
recruitment brochure may not make sense online, where attention
spans are shorter.
• 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
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.
• 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
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.
talent.linkedin.com | 32
33. STEP
The anatomy of a successful 04
Career Page
Expedia Careers 36,894 followers Follow
Home Careers Products Insights
Bold, memorable visuals Arresting copy
with lively colors that grabs the reader
Where will you go with Expedia?
Connect with us to start today. Multiple page versions
highly targeted to
visiting talent
PEOPLE AT EXPEDIA View all employees » JOBS AT EXPEDIA
Focus on employees Custom Ads
through videos with a branded look
and quotes that See more jobs at Expedia »
emphasize culture 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
talent.linkedin.com | 33
about. We are a quick moving company
where anyone’s idea can become the
34. STEP
Leverage ad space on employee profiles 04
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:
Work with us
Picture yourself Grow your career by
at Company X
at Company X following Company X
YOUR
CREATIVE
HERE
Apply Now View Jobs Follow Company X
“Work With Us” “Picture Yourself” “Follow Us” “Internal Hiring” Custom Ads
Display a targeted set of Invite the viewer to Encourage the viewer to Many employees Show a branded ad with
job openings every time picture themselves at the follow your company so look at their coworkers’ your look and feel, that
someone looks at one company – complete with they can stay informed via profiles. Get branded directs people back to
of your employees. targeted job function, their company status updates. company messages in your corporate career site
picture, and the option to front of your own people or LinkedIn Career Page.
follow your company. for internal hiring.
talent.linkedin.com | 34
35. STEP
04
Spurring a 60% sales referral increase
Challenge: salesforce.com needed to steadily recruit across
functions, especially account executives and sales engineers.
Approach: Kate Israels, the company’s program manager for
Convert your team Talent Acquisition, asked CEO Marc Benioff to rally the team.
Results: Inspired by one email from Marc, within 24 hours
into talent brand 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.
ambassadors Employee referrals from Sales spiked 60% in one week.7
Employees are your unofficial marketers and
recruiters. Show them the way! Train them how To: All Sales Worldwide
Subject: Get Social and Spread the Word
to use LinkedIn and other social media to best
represent your talent brand. Periodically remind
As we work to become a $10 billion company, we need to grow our world-
them of the opportunity and call out those doing class sales team–and you can help us do that by connecting us to amazing
a really stellar job. 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
our first-rate team and receive a nice referral bonus.
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
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). talent.linkedin.com | 35
36. STEP
4 tips for turning employees 04
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.
Educate employees on your brand.
✓ Ensure your executives are on board.
Get C-suite support to drive widespread participation. ✓ The more connected they are to the brand, the better
ambassadors they’ll be.
Encourage share and tell. Monitor for success.
✓ Share authentic stories, pictures, and company events
across a variety of media so your employees (and
followers) can repost and drive viral discussion.
✓ Measure engagement and create action plans to
build your foundation of engaged, enthusiastic brand
ambassadors.
“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
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). talent.linkedin.com | 36
37. STEP
04
Grow your base with “Follow” buttons
Make it Embed “Follow” buttons in these places to expand
your audience and drive social interaction:
interactive with • Your website
• All candidate communications
• Employee signatures and profiles
APIs and Groups
Show talent who they know with Company Insider
Gone are the days when you could push
your campaign message out and watch quality
Visitors to Disney’s corporate careers site instantly see
job applications fly in. Today’s candidates
any employees in their LinkedIn network, providing a
expect a two-way conversation, with context more welcoming path into the organization. A friendly
and personalization. face may be just the thing you need to drive applications.
Leveraging LinkedIn tools including APIs and
Groups is a great shortcut to drive relevancy Hang out with target talent in LinkedIn Groups
and interaction. To download free “Follow”
buttons and the Company Insider widget, Join industry Groups and associations on LinkedIn
go to developer.linkedin.com/plugins. 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.
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). talent.linkedin.com | 37
38. STEP
04
Pfizer transforms its talent brand in Latin America
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
Embrace job boards, headhunters, and print ads; adopted newer social
media tactics.
2. Expose: Made the company’s culture more visible in order to inspire
the power candidates and employees, and to strengthen their emotional
connections with the company.
3. Engage: Trained talent acquisition team in three social media platforms,
of discussion 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!
10
LinkedIn, InDemand Employer Rankings, http://talent.linkedin.com/ Nearly 80% of LinkedIn members want to connect with the
indemand (October 2012). companies in their lives.11
LinkedIn Talent Solutions and TNS Employee Insights, 4 Essential
11
Tips to Convert Your Employees to Talent Brand Ambassadors,
http://lnkd.in/employees (January 29, 2012). talent.linkedin.com | 38
39. STEP
Go above and beyond 04
Here are three tools to help you take your talent brand to the next level.
✓ ✓ ✓
Video Ads Annual branding campaigns Sponsored Groups
using Recruitment Ads
We already discussed the merits of Want to take your LinkedIn Groups
video as a way of showcasing your Are you opening a new office in Brazil? involvement to the next level? Set up
talent brand (p. 32). Consider leveraging Are you ramping up your sales force? your own sponsored group to drive
video in ad modules to share with Best-in-class companies craft an annual dialogue with target talent. Choose
LinkedIn members what it’s like to engagement strategy to keep their your level of sponsorship based
work at your organization. brand and opportunities in front of on your culture, goals, and budget.
passive talent. There are many types of It’s important to target the types of
targeted advertising vehicles to choose individuals you’d like to engage,
from. Work with your LinkedIn team invite them in, and help keep the
to devise a plan. group vibrant.
talent.linkedin.com | 39
40. STEP
LinkedIn tools at a glance 04
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.
Free LinkedIn tools
Profile upgrades LinkedIn Talent Solutions
Targeted status
Company Page
Gold/Platinum
Work With Us
Silver Career
Career Page
Recruitment
Sponsored
Sponsored
Video Ads
Job Slots
updates
Groups
Groups
Page
Jobs
APIs
Ads
Starting out 7 7 7 7
Talent brand stage
Making a modest
investment 7 7 7 7 7 7 7 7
Best-in-class
branding 7 7 7 7 7 7 7 7 7 7 7 7
talent.linkedin.com | 40
41. STEP
Other social platforms to explore 04
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.
Twitter Facebook YouTube SlideShare Pinterest
Talent brand Highly viral and Chatty platform for Authenticity – Strong professional Visual focus –
benefits conversational showing company’s can showcase real context images, charts,
informal side – for employees telling and graphics can
Re-tweets can instance, wacky real stories Strong SEO platform enliven your brand
increase trust photos from the
and credibility holiday party Really good videos Allows you to host
as an employer could go viral longer-form content
and embed in a
blog or site
Talent brand No professional Social, not Can be very Growing a following Not a professional
limitations focus; lots of noise professional resource-intensive takes time platform
network – most to produce video
Character limits people choose Best used in Limited
not to mix social May require conjunction with demographics
Need to go and professional outside help LinkedIn, Facebook, (mainly women
beyond tweeting identities and/or Twitter 18-34)
jobs to engage
talent.linkedin.com | 41
43. STEP
05
Key indicators of talent brand success
In-house
• Your offer acceptance rate goes up
How do you know • Employee retention increases
if your talent brand • Internal surveys confirm your employees are
excited about your company as a place to work
strategy is working? Online
The most typical tool to measure employer brand
is third-party research, which can be expensive. • Traffic to your employee video stories goes up
Here are some alternate metrics that you can
• You double the number of employees with
monitor to better understand the impact of an optimized social presence
your talent brand initiatives.
Talent Brand Index
• Your Talent Brand Index score rises versus your peers
and in the segments that you care most about
Only one-third of talent acquisition leaders say
they consistently measure their employer brands.12
12
LinkedIn Talent Solutions, The State of Employer Branding, http://lnkd.in/stateofeb
(October 2012), 20. talent.linkedin.com | 43
44. STEP
How does the Talent Brand Index work? 05
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.
01 02 03
Talent Brand Engagement Talent Brand REACH
= Talent Brand INDEX
You engage professionals with You reach professionals with Your Talent Brand Index
your talent brand when they: your talent brand when they: score shows:
• Research your Company/ • View your employee profiles What percentage of professionals
Career Pages • Connect with your employees who know about you as a place
• Follow your company of work have a real interest
• View and apply for your jobs
There were 15 billion
interactions on LinkedIn
in 2012.
talent.linkedin.com | 44
45. STEP
05
Over time
14%
13%
Talent Brand 12%
11%
10%
Index in action Versus key peers
Competitor #1 15%
You can use Talent Brand Index to
measure the success of your employer Your Company 14%
branding efforts on several dimensions. Competitor #2 11%
See our examples on the right. Competitor #3 9%
Based on this knowledge, you can invest Across geographies
your time in improving your talent brand
US 19%
in the segments that matter most.
UK 15%
We provide these insights to our Brazil 13%
clients at no charge. To start measuring France 12%
the effectiveness of your talent brand
on LinkedIn today, contact your account Across functions
rep or email TBplaybook@linkedin.com.
Sales 23%
Marketing 18%
Operations 18%
Engineering 15%
talent.linkedin.com | 45
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. Leadership is indifferent, Your company is not
Listen, observe, and talk to industry resistant or even cynical. a household name.
peers outside your organization. Understand what fuels the push-back, Raise grassroots awareness via social
link your goals to the bottom line, and platforms and target messages to
build credibility with small-scale wins. your most relevant audience(s).
Pages 11-17 Pages 8-17 Pages 23-41
You are overwhelmed by Your global company has Your messaging is similar
your talent brand to-do list. employees from a wide range to your competition’s.
Partner with Marketing and of geographies and cultures. Dig deeper in your research to find
Communications. Ask for their Prioritize your audiences and test fresh angles, and seek out extraordinary
guidance, input and co-ownership. messages to ensure that they employee stories.
resonate well.
Pages 8-9, 23-41 Pages 13, 21 Pages 12-17
You don’t know how to turn You’re not sure when your You’re not sure if your talent
employees into ambassadors. talent brand needs a refresh. branding efforts are having
Tap your biggest champions first, Learn from and act on the feedback an impact.
educate them on the brand, and offer you collect, and monitor any changes Set goals up front and measure
incentives to motivate them further. in core business goals. your efforts against them.
Pages 27-28, 35-36 Pages 11-17 Pages 20, 43-45
talent.linkedin.com | 46
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.
STEP 01 STEP 02 STEP 03 STEP 04 STEP 05
Get buy-in Listen and learn Craft your approach Promote and engage Measure and adjust
• Start at the top • Audit your • Be real • Upgrade your profile • Choose your key
existing materials indicators
• Arm yourself with • Be personal • Upgrade
compelling data • Conduct research employee profiles • Explore Talent Brand
• Be brave
based on who, what, Index
• Bring partners • Brand through Jobs
when, where & how • Be consistent
to the table • Spruce up your
• Set your goals
Company Page
• Test drive your
• Leverage targeted
messaging
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
talent.linkedin.com | 47
48. The State of Employer Branding
lnkd.in/stateofeb
Why Your Employer Brand Matters
lnkd.in/playbook-EBmatters
Additional
4 Essential Tips to Convert Your Employees
resources to Talent Brand Ambassadors
lnkd.in/employees
To help you begin your talent brand journey,
we’ve gathered some additional resources What’s the Value of Your Employment Brand?
to ensure your success. lnkd.in/valueofEB
We wish you the very best of luck in building
a strong, vibrant and authentic talent brand! The Mindset Divide
Keep in touch by sending your success stories lnkd.in/mindset-study
and questions to TBplaybook@linkedin.com.
What Passive Talent Wants
lnkd.in/playbook-PT
The Truth About Followers and Connections
lnkd.in/followers_connections
talent.linkedin.com | 48
49. Talent Brand Hall of Fame
Throughout this playbook we’ve woven in best practices and
advice from these talent acquisition leaders and companies.
Brent Amundson Ellie Shephard Noortje ten Hoope
Executive Director Global Talent Acquisition Global Recruiting Program Manager VP Corporate Recruiter
Dell JPMorgan Exact
Christa Foley Jeremy Langhans Paul Maxin
Senior HR Manager Talent Acquisition Manager Director of Global Resourcing
Zappos.com Expedia, Inc. Unilever
Christian Jaramillo Kara Yarnot Phil Hendrickson
Talent Acquisition Manager
VP Talent Acquisition Manager of Global Talent Sourcing Strategy
Mexico, Central America & Carribean
SAIC Starbucks
Pfizer
Danielle Bond Kate Israels Stacy Takeuchi
CMO Program Manager Director of Talent Acquisition
Aurecon salesforce.com UTI
Dawn Wilson Lopa Gore
Enterprise Recruitment Marketing Manager Global Employer Brand Lead
The Walt Disney Company BP
talent.linkedin.com | 49
50. ✓ See more details on our solutions
About LinkedIn
talent.linkedin.com
Talent Solutions Follow us on LinkedIn
linkedin.com/company/linkedin
Founded in 2003, LinkedIn connects the world’s
professionals to make them more productive Follow us on Twitter
and successful. With over 200 million members @hireonlinkedin
worldwide, including executives from every
Fortune 500 company, LinkedIn is the world’s
largest professional network. LinkedIn Talent Access presentations on Slideshare
Solutions offers a full range of recruiting solutions slideshare.net/linkedin-talent-solutions
to help organizations of all sizes find, engage
and attract the best talent.
Contact us directly
TBplaybook@linkedin.com
talent.linkedin.com | 50
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.