Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
Effective Approaches to managing Children's Behaviour in the Early YearsSammy Fugler
This presentation was given by Sammy Fugler, Day Care Director at Rainbow Nursery, Tel Aviv in October and December 2019. It sets out a framework for early years practitioners to support behaviour in early years settings, specially relevant to 3 - 5 year olds.
Effective Approaches to managing Children's Behaviour in the Early YearsSammy Fugler
This presentation was given by Sammy Fugler, Day Care Director at Rainbow Nursery, Tel Aviv in October and December 2019. It sets out a framework for early years practitioners to support behaviour in early years settings, specially relevant to 3 - 5 year olds.
How to engage candidates with an always-on digital strategy | Talent Connect...LinkedIn Talent Solutions
At Enterprise Holdings (Alamo Rent A Car, Enterprise Rent-A-Car, and National Car Rental), great customer service is at the core of their business, and that extends through to potential candidates, too. Even with the massive volume of applicants they have year over year, with the combination of the right people and the right technology they strive to provide their candidates with a process that is both highly responsive as well as approachable. Follow the journey taken by Enterprise over the years as they worked to build an always on digital strategy, while continuously optimizing their efforts through smarter metrics. Working to improve how they interact with candidates, build strong relationship with media partners and deliver the best candidate funnel to their teams internally.
Understanding that this level of sophisticated marketing doesn’t happen overnight, Enterprise worked in partnership with their consumer marketing group and agency partner TMP Worldwide to track ROI (customer sentiment, awareness, etc.) and improve the measurable results.
This is the deck used in The Digital Marketing Workshop at SXSW 2014.
Panelists include:
Blake Robinson, Director, Social Data @Kantar
Israel Mirsky, Global Managing Director, Social & Performance @ Annalect
Margaret Francis, VP, Product @Heroku
Marshal Kirkpatrick, CEO @GetLittleBird
Did you know that a strong talent brand attracts more than 2x the number of applicants for job postings, and can cut your cost per hire by almost 50%?
3 things you'll learn how to do in this deck:
Brand your organization as a great place to work
Engage individuals with exactly the skills you need
Get your opportunities in front of mission driven candidates
Social media levels the branding playing field. By leveraging LinkedIn strategically, even small nonprofits can compete with the hottest companies for talent.
Check out the full webinar on how to make your nonprofit irresistible: http://youtu.be/GhgpWsQcvR4
Achieving your objectives via LinkedIn's Marketing SolutionsLinkedIn Europe
What’s your business objective? Generating leads? Building awareness, consideration or preference? Building a community? Driving advocacy? Whichever professional audience you’re trying to target, and whatever objective you are aiming to fulfill by targeting them, LinkedIn can provide you with a solution that’s rooted in a precise understanding of how they behave on our platform.
That’s the promise of the webinar that I’ll be presenting alongside Lucie Durnford on Thursday August 27th. It’s called Achieving your Objectives via LinkedIn Marketing Solutions – and it will showcase the many different ways in which we can leverage unique understanding of our members to help you achieve your goals.
Just when you think you’ve mastered social media… along comes UGC, the “visual web” and SnapChat. We explore practical tips on how to adapt 6 key social media trends.
The “What” of Pipeline Building: Relevant Engagement MediumsRecruitDC
By now, most recruiters understand the importance of proactively engaging talent pools, but what do we do to actually engage them? Send newsletters? Open job lists? Funny jokes? Our goal is to engage them, but we may just be another annoying source of SPAM.
marketing strategy workshop - what you need to market your digital project ea...Mutaz Ghuni
- Inbound marketing
- outbound marketing
- persona
- Technologies for marketing
- Data on Saudi market
- Choosing the right metrics for your startups (the one metric that matters)
- Creating the digital marketing funnel
- Choosing the right metrics for the funnel
- Applying some of the concepts on your startups
Live Webinar: Using LinkedIn for Brand MarketingLinkedIn
It’s your job to create and sustain positive awareness for your brand throughout the long buyer’s journey and beyond. We can help.
You're invited to join special guest speaker Adrianne Psarras, Communications Manager at Seed Equity Ventures, and LinkedIn's own Andrew Kaplan as they demonstrate how to get—and keep—your brand in front of the professionals that matter most to your business. They will cover how to:
- Get in front of the right people early and often
- Reach and influence business professionals in the right context
- Educate your audience with the relevant content they crave
- Use awareness and engagement to drive bottom-funnel conversions
- Measure the impact of your branding efforts every step of the way
Non Profit Power Hour @LinkedIn Sydney - October 16th 2015Jesse Rothstein
Event information for Non Profit Power Hour 2015
Hosted by LinkedIn, Salesforce, Hubspot, Dropbox and Church Resources. Empowering non profits in the ANZ region with technology resources and ideas.
How to increase your talent pool using skills-based workforce planningCielo
Whilst most organisations aren’t currently embarking on skills-based workforce planning, many have discovered that it is a future proof answer to talent shortages and are at the start of this journey. Our expert panel of talent acquisition leaders discuss what TA challenges organisations are facing and outline tactical solutions that are being planned for and implemented that will provide practical takeaways to help you as a TA/HR leader to start your own journey.
In this webinar, our TA experts – Sally Hunter, Madeleine Lüdemann and Hannah Bunt – discuss:
* Market trends that have changed the status quo,
* Why skills-based workforce planning can be a future-proof answer to talent shortages,
* How you can embark on designing a skills-based workforce planning strategy.
Watch this webinar replay to hear from these talent acquisition experts and understand how you can ensure your organisation’s TA strategy is achieving your business goals – now and in the future.
Supply & Demand in the U.S. Talent Market - And What You Can Do About ItCielo
Fewer people in the United States are actively seeking work across all industries, making hiring difficult for many organizations. Experts say this trend will continue as demand outpaces candidate supply. But there are changes you can make, both small and big, to help you land the talent vital to business success.
View these slides to learn about:
-Tips to tailor your employee value proposition to match current candidate expectations
-Ways to differentiate your job listings & recruitment marketing to attract interest
-Examples from leading organizations with proven tactics you can implement now
How to engage candidates with an always-on digital strategy | Talent Connect...LinkedIn Talent Solutions
At Enterprise Holdings (Alamo Rent A Car, Enterprise Rent-A-Car, and National Car Rental), great customer service is at the core of their business, and that extends through to potential candidates, too. Even with the massive volume of applicants they have year over year, with the combination of the right people and the right technology they strive to provide their candidates with a process that is both highly responsive as well as approachable. Follow the journey taken by Enterprise over the years as they worked to build an always on digital strategy, while continuously optimizing their efforts through smarter metrics. Working to improve how they interact with candidates, build strong relationship with media partners and deliver the best candidate funnel to their teams internally.
Understanding that this level of sophisticated marketing doesn’t happen overnight, Enterprise worked in partnership with their consumer marketing group and agency partner TMP Worldwide to track ROI (customer sentiment, awareness, etc.) and improve the measurable results.
This is the deck used in The Digital Marketing Workshop at SXSW 2014.
Panelists include:
Blake Robinson, Director, Social Data @Kantar
Israel Mirsky, Global Managing Director, Social & Performance @ Annalect
Margaret Francis, VP, Product @Heroku
Marshal Kirkpatrick, CEO @GetLittleBird
Did you know that a strong talent brand attracts more than 2x the number of applicants for job postings, and can cut your cost per hire by almost 50%?
3 things you'll learn how to do in this deck:
Brand your organization as a great place to work
Engage individuals with exactly the skills you need
Get your opportunities in front of mission driven candidates
Social media levels the branding playing field. By leveraging LinkedIn strategically, even small nonprofits can compete with the hottest companies for talent.
Check out the full webinar on how to make your nonprofit irresistible: http://youtu.be/GhgpWsQcvR4
Achieving your objectives via LinkedIn's Marketing SolutionsLinkedIn Europe
What’s your business objective? Generating leads? Building awareness, consideration or preference? Building a community? Driving advocacy? Whichever professional audience you’re trying to target, and whatever objective you are aiming to fulfill by targeting them, LinkedIn can provide you with a solution that’s rooted in a precise understanding of how they behave on our platform.
That’s the promise of the webinar that I’ll be presenting alongside Lucie Durnford on Thursday August 27th. It’s called Achieving your Objectives via LinkedIn Marketing Solutions – and it will showcase the many different ways in which we can leverage unique understanding of our members to help you achieve your goals.
Just when you think you’ve mastered social media… along comes UGC, the “visual web” and SnapChat. We explore practical tips on how to adapt 6 key social media trends.
The “What” of Pipeline Building: Relevant Engagement MediumsRecruitDC
By now, most recruiters understand the importance of proactively engaging talent pools, but what do we do to actually engage them? Send newsletters? Open job lists? Funny jokes? Our goal is to engage them, but we may just be another annoying source of SPAM.
marketing strategy workshop - what you need to market your digital project ea...Mutaz Ghuni
- Inbound marketing
- outbound marketing
- persona
- Technologies for marketing
- Data on Saudi market
- Choosing the right metrics for your startups (the one metric that matters)
- Creating the digital marketing funnel
- Choosing the right metrics for the funnel
- Applying some of the concepts on your startups
Live Webinar: Using LinkedIn for Brand MarketingLinkedIn
It’s your job to create and sustain positive awareness for your brand throughout the long buyer’s journey and beyond. We can help.
You're invited to join special guest speaker Adrianne Psarras, Communications Manager at Seed Equity Ventures, and LinkedIn's own Andrew Kaplan as they demonstrate how to get—and keep—your brand in front of the professionals that matter most to your business. They will cover how to:
- Get in front of the right people early and often
- Reach and influence business professionals in the right context
- Educate your audience with the relevant content they crave
- Use awareness and engagement to drive bottom-funnel conversions
- Measure the impact of your branding efforts every step of the way
Non Profit Power Hour @LinkedIn Sydney - October 16th 2015Jesse Rothstein
Event information for Non Profit Power Hour 2015
Hosted by LinkedIn, Salesforce, Hubspot, Dropbox and Church Resources. Empowering non profits in the ANZ region with technology resources and ideas.
How to increase your talent pool using skills-based workforce planningCielo
Whilst most organisations aren’t currently embarking on skills-based workforce planning, many have discovered that it is a future proof answer to talent shortages and are at the start of this journey. Our expert panel of talent acquisition leaders discuss what TA challenges organisations are facing and outline tactical solutions that are being planned for and implemented that will provide practical takeaways to help you as a TA/HR leader to start your own journey.
In this webinar, our TA experts – Sally Hunter, Madeleine Lüdemann and Hannah Bunt – discuss:
* Market trends that have changed the status quo,
* Why skills-based workforce planning can be a future-proof answer to talent shortages,
* How you can embark on designing a skills-based workforce planning strategy.
Watch this webinar replay to hear from these talent acquisition experts and understand how you can ensure your organisation’s TA strategy is achieving your business goals – now and in the future.
Supply & Demand in the U.S. Talent Market - And What You Can Do About ItCielo
Fewer people in the United States are actively seeking work across all industries, making hiring difficult for many organizations. Experts say this trend will continue as demand outpaces candidate supply. But there are changes you can make, both small and big, to help you land the talent vital to business success.
View these slides to learn about:
-Tips to tailor your employee value proposition to match current candidate expectations
-Ways to differentiate your job listings & recruitment marketing to attract interest
-Examples from leading organizations with proven tactics you can implement now
Technology moves quickly. Investing in a flexible, future-forward TA tech infrastructure that allows for easy integrations and scalability is crucial for your organization’s success down the line. Now is the time to reevaluate if your technology is working for you.
View these slides to learn more about:
-Market trends that have changed the status quo
-The current state of tech-enabled TA delivery and the leading models
-Techniques for assessing process & technology gaps to identify the right solutions
-How to build the business case for change and investment
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The KSA talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for KSA-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the KSA region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Being clear, decisive and resilient are keys to success in today’s executive talent markets. Join us as we talk through steps to strengthen and stabilize your strategies moving forward.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Increasing TA Effectiveness in China through Data and Talent PlanningCielo
Increasing TA Effectiveness in China through Data and Talent Planning
With an unpredictable job market, rapidly changing roles and skill sets, increased agility and shifting behaviour of job seekers, talent leaders in China need to use accurate and current data to inform their strategy and decision making. Therefore, precise and effective talent market insight becomes more and more important. Market insights for talent planning encompass talent data mining, cleaning and analysis, local market intelligence, and industry benchmarks to inform talent-related decisions. Ideally, data-driven insights guide the whole recruitment process including sourcing, selection and on-boarding, as well as employee reskilling, development, and succession planning.
In this webinar, Joseph Zhu, Client Solutions Director, China, will be joined by Shirley Wang, China Head of Talent Acquisition at Kimberly Clark, and Stacy Zhao, Head of Talent Acquisition, Great China Region at Nestle. The group will discuss how companies in the Greater China Region can use market insights to shape their strategy and improve the effectiveness of their talent acquisition.
We will explore:
• How to develop better business strategy based on talent market insights
• How to assess your current plan and identify areas to improve
• Which stakeholders have important responsibilities for talent planning, with examples of how these roles support your talent acquisition
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Think Again: Changing Your Perspective on Today’s Talent MarketCielo
The pandemic, massive unemployment, unprecedented federal action and a new low-touch economy have forced the talent acquisition world to evolve at record speed. For talent acquisition leaders looking to create near-term plans while also preparing for the future, a deeper understanding of the hiring environment can help you manage risk and emerge stronger.
In this webinar, Greg Summers, Cielo President – North America, will lead a panel of experts to share insights and practical recommendations for how TA leaders can navigate four unique realities facing their hiring managers and organizations as they look to recover.
We will explore:
• Managing the pent-up attrition that could impact your workforce when uncertainty lessens
• Why high unemployment – and more talent in the market – doesn’t mean easier and cheaper recruiting
• How proactive communication to candidates about work flexibility, health and safety strengthens your employer brand
• Accelerating your Diversity & Inclusion actions and making racial justice a core promise in your EVP
Staying on top of changes in today’s talent market is more important than ever. Join us as we discuss what’s most important to act on now – and how to plan for what’s next.
Employer Branding for Challenging, Changing Times in APACCielo
The global talent landscape continues to evolve in response to COVID-19, and organisations need to pivot their strategies. From nationwide lockdown in India to the extension of ‘circuit breaker’ measures in Singapore and gradual opening of markets in China, employer brand communications need to align with the fast-changing needs of audiences now – but were you ready before this started?
In this webinar, Cielo experts will discuss the importance of employer branding and experience marketing from the perspective of current world events. Joining them will be James Williams, SEA Head of Talent Acquisition at Johnson & Johnson and Nikhilesh Mathur, APAC Head of Talent Acquisition at RELX Group, who will share their journeys and what they are considering next.
We will:
• Consider how traditional employer branding mostly focuses on the basic processes of talent engagement
• Demonstrate the need for agile organisations to implement new levels of engagement and change management for the rapidly digitising world of work
• Showcase how organisations can differentiate through experience marketing for success now and moving forward
Being timely, topical and using the appropriate tone are keys to success in employer branding. Join us as we talk through steps to strengthen and stabilize your employer brand during these uncertain times.
Managing Your Employer Brand During the PandemicCielo
As the digital landscape evolves in response to COVID-19, it’s important for you to pivot employer brand communications to align with the fast-changing needs of your audience. From social media and advertising to career websites and email, how job seekers engage with content is shifting.
View these slides to learn more about:
-Shifts in job-seeker behavior right now and strategies for employers to connect
-How to update your messaging to be useful, relevant and aligned with your hiring needs
-Examples from talent teams of how they’re adapting employer brand and career websites to reflect the changing market during COVID-19
The global crisis related to COVID-19 is forcing businesses worldwide to adjust and adapt. Each organization is taking actions to stay productive while properly responding to the health needs of candidates, employees and customers. With the situation rapidly evolving, we’ve collected input from Cielo client leaders on what they're doing to guide their teams and organizations through this crisis.
View these slides to learn more about:
-Actions you can take today to adapt your recruitment process, as well as keep employees engaged and manage business operations
-Examples from leading talent teams of how they’re approaching operations during COVID-19
-Insights on useful tech solutions and additional external resources to leverage for more information
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Fill Your Talent Pipeline: A Blended Approach to Candidate GenerationCielo
In talent acquisition, change is the new normal. Reaching today’s candidates requires going beyond traditional one-size-fits-all approaches that only use a single communications channel to target people who are actively looking for jobs.
New recruitment technology, a shifting economy where workers demand more flexibility, and more detailed metrics have made it necessary to step up our game when it comes to generating candidates. It requires leveraging parts of the business that give us more effective ways to reach people where they are and when they want. But having these tools isn’t enough. You need to know how best to use them.
View these slides to learn more about:
-Why a holistic approach to candidate generation is outpacing siloed functions
-Understanding how to measure candidate generation success beyond just the obvious metrics
-Hot trends such as programmatic advertising, crowdsourced sourcing and talent attraction
Talent Leaders & Hiring Managers: How to Win Over Your Most Critical Stakehol...Cielo
As a talent leader, it’s essential for you to form a strong alliance with your hiring managers. Otherwise, the only thing your talent acquisition team will experience is a slow, misaligned process that is bad for your internal stakeholders and worse for your candidates.
Involving hiring managers early in the process can ensure that your most critical stakeholders are also your most effective and enthusiastic recruitment partners.
View these slides to learn more about:
-Understanding the positive business impact of alignment among recruiters and hiring managers
-Learning important steps to implement at each stage in the hiring process
-Building a system for measuring and reporting program improvements
Change Management: Going from Roadblocks to ResultsCielo
Change will come to your team or organization whether you’re ready for it or not. Making sure you are prepared to handle technology implementations for Workday, ATS, or CRMs, changes in process (e.g., how you do assessments), a merger/acquisition, new organizational leadership, or other disruptive situations is essential to keeping everyone moving forward together to reach your goals.
View these slides to learn more about:
-Effective and efficient tools to enable change and make change stay
-Which critical points you need to monitor, and how often
-Strategies of talent acquisition teams who successfully handle change management
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
2. WE BECOME YOU™
CIELO’S EMPLOYER BRAND PRACTICE
Equal parts strategic, creative and focused on results
Global team of consultants, strategists,
researchers, storytellers, brand-developers,
designers, website builders, social media
experts, and award-winning professionals.
We help clients develop employer brand,
candidate attraction, and communication
strategies that are globally consistent,
locally relevant, sustainable and successful.
7. WE BECOME YOU™
WHAT’S IN THIS SESSION FOR YOU?
Opportunity to:
• Engage with core principles of how to boost Talent Magnetism
• Evaluate your current level of Talent Magnetism (top-level)
• Identify next steps for boosting your Talent Magnetism
40%
extra firm-wide productivity is enjoyed
by firms with an engaged workforce
8. REACH
“A tribe is a group of people connected to one
another, connected to a leader, and connected to
an idea. A group needs only two things to be a
tribe: a shared interest and a way to communicate.”
Seth Godin
9. WE BECOME YOU™
REACHING YOUR TALENT TRIBE / BUILDING YOUR COMMUNITY
Visibility
Website
Social Media
Advertising
Events
Competitions
Brand/PR
Direct approach
Source +
Email
LinkedIn
Mail
Phone
Networking
Applicant/ Talent community
Keep-in-touch
1-to-1 conversation
Open days/evenings/meet the team
Virtual open houses
Virtual experiences/games
Chat-bots
Introduction
Employee referral
Candidate referral
Agency
10. WE BECOME YOU™
WHAT GOOD LOOKS LIKE
Considered candidate engagement
“Ultimately, it is your people who are going to
innovate, design and deliver exceptional
experiences and products to your customers.”
Talent magnetism… consumer loyalty
• Thoughtful, segmented messaging
• “You” focused
• All elements of EVP covered
• Engaging, inspirational language
• Consumer-grade videos
• Cross-over consumer content, esp. re: D&I
• Strong digital footprint and communities
11. WE BECOME YOU™
WHAT GOOD LOOKS LIKE
Great results on a lower budget
New employer branding
- Fully segmented
- Multiple media
- Multiple channels
RESULTS
• Improved new hire satisfaction score: 94%
• Improved hiring manager submit ratio: averaged
at 3:1 outperforming goal of 5:1
• Improved time to hire – average for tier 1 positions
at 24.5 days, outperforming 35-day goal and tier
2 positions at 48 days, outperforming 55-day goal.
• Award winning: most effective employer branding.
12. WE BECOME YOU™
EXERCISE – FOR YOU TO DO IN YOUR OWN TIME
Assessing your reach into the talent market
13. WE BECOME YOU™
• Integrate careers-related content into corporate channels = instant reach-booster
(both social media and PR)
• Raid Glassdoor/Indeed for a quick talent intelligence update
• Refresh your tone of voice (automated/templated communications)
• Ask your people to appraise your current outreach communication – is it current, credible and
compelling?
• Connect the dots between your web and social channels – make it easier for candidates to
stay on your territory
• Estimate the 80/20 rule: which of your channels are smashing it? Where can you re-route
resource/optimise investment?
• Re-ignite your referral programme: boost your reach
• Raid internal channels for content gems you can repurpose
• Consider a license-based social sharing platform
QUICK WINS
14. WE BECOME YOU™
JobsTheWord - Talent mapping platform
• Locate your resource
• Skills-based searches
• Geographically specific
• Market and competitor intellligence
• Licensed-based model
SoAmpli - Social sharing platform
• Empower your people to amplify your messages
• So Ampli starts at £500 per month for 50 individuals
= 550,000 clicks on content = £5,600 worth of media
Meet and Engage/Virtual Open House – Engagement Platforms
• Virtual events – unlimited content – live/on-demand – great candiX
HOT TECH TIPS
15. REPUTATION
“Your brand is what people say about you when
you are not in the room.”
Jeff Bezos
“Build brands not around products but around
reputation.”
Richard Branson
“What’s in it for me?”
A. Candidate
17. WE BECOME YOU™
BURIED TREASURE
• What great sales messages do
you use that are missing from
your website?
• Where and how else could you
leverage those points?
18. WE BECOME YOU™
QUICK WINS
• Make a list – what other hidden treasure do you have?
• Leverage employee endorsements – raid Glassdoor/Indeed/Surveys
• Feature soundbites on your website and social media channels
• If your reviews are really great, link to GD/I or even live-stream
• Encourage positive endorsements – ask during review process/after salary increase.
• Emphasise your assets – e.g. if your culture is awesome, make it shine on your website.
• Make content go further – chop up videos, create video snippets for social media, re-purpose
quotes etc.
• Become an engaged employer on Glassdoor
• Ask your employees to submit 15-second videos about what’s best about working for you
• Feature your awards/ratings prominently on your site
19. EXPERIENCE
“I’ve learned that people will forget what you
said, people will forget what you did, but people
will never forget how you made them feel.”
Maya Angelou
20. WE BECOME YOU™
A LESSON FROM VIRGIN MEDIA…
Every year thousands of people apply for jobs with
Virgin Media…many of them are customers.
• In 2014, 7500 customer-candidates cancelled their
contracts with Virgin Media because of a lousy
candidate experience. The cost to the business was
estimated at £4.4million loss of revenue.
• Executive Leadership backed investment into the
candidate experience and employer brand.
• Virgin Media partnered with an external agency to
design a truly candidate-focused journey, leveraging
the best of technology, creativity and personal touch
to impress and delight candidates, irrespective of
whether or not they were successful.
• They now estimate that candidate experience is
worth an extra £5.3 million to the business in
saved/extra revenue.
23. WE BECOME YOU™
IMPACT OF APPLICATION TIMES ON COSTS
(VOLUME hiring)
Example: Bupa site.
30-minute application
reduced to 3 clicks. 700%
improvement
SHORTER APPLICATIONS = LOWER COSTS + FASTER HIRING RATIOS
1 - 5 6 - 15 15 +
£13.85
£7.17
£4.01
# of Minutes
£16.00
£14.00
£12.00
£10.00
£8.00
£6.00
£4.00
£2.00
£
75,000 applications to achieve 2000 hires
2000 hires = total media cost of £1,038,750
2000 hires savings in moving from 15+ min to 1-5 min = £295,200 / yr
[Reduction in media costs = the savings] Therefore:
If you reduce your application process from 15min+ to 1-5 mins, you are likely to save 28%
on media costs. AND you improve time-to-hire because you’re not losing viable candidates.
27. WE BECOME YOU™
HEINEKEN RESULTS
• Career Page viewers nearly quadrupled after the launch of the campaign
• New monthly followers more than doubled at launch of campaign – building talent community
• Job applications doubled during the campaign
• They hired more of those applicants than any other company = better matching and better
magnetism
28. WE BECOME YOU™
o2– DIGITAL HIRES
Sophisticated targeting, tailored
messaging and vibrant credentials
turned the right heads.
RESULTS
• Microsite performance higher than usual
career pages
• 1,000% increase in content engagement
• NO 3rd party media spend, 45 premium
digital hires
• Approximate saving against standard hiring
process, c£450k
29. WE BECOME YOU™
WHAT GOOD LOOKS LIKE - ABI RESULTS
Recruitment metrics for emerging talent – 6-month period (Sept. to March)
1000% increase in applications (8,000 in total)
500% increase in visits to the careers site
(50,000 in total)
41% of site visits were driven from social media
33% of applications were from focus universities
(compared to 20% in previous year)
108% improvement in conversion from Assessment
Centres to final Panel (71% compared to 34% in
previous year)
106% improvement in conversion from Final Panel
to Offer (93%, compared to 45% in previous year)
30. WE BECOME YOU™
• Know your audience
• If it’s good for the candidate, it’s good for you
• Be conversational, be quick, cut clicks
• Map your candidate journey
• Prioritise your problem areas
• Any step forward is a good step!
PRINCIPLES/KEY TAKEAWAYS
31. WE BECOME YOU™
THANK YOU
Please don’t be shy….
Dawn Hollingworth
Strategy Director – Brand,
Communications and Engagement,
Cielo
dawn.hollingworth@cielotalent.com
M: +44 (0)7808 202920