We had a recent webcast where we partnered with TNS to bring you valuable research and unique insights on how to utilize your employees to be Talent Brand Ambassadors to drive your talent brand. We also discussed the linkage between employee engagement and cultivating followers on social networks, such as LinkedIn.
Presentation on Presentation (make an ideal PPT)Adwait Hegde
This presentation tells you how to make an effective presentation. It covers the topics that make a presentation an ideal one, their dos and don'ts. It also covers the problems faced during the online presentations along with their solution.
Empowering Employees As Brand Ambassadors Hr.FinalWrite Speak Sell
This presentation is designed as a step-by-step process for companies to empower employees to promote the company’s products, services and brands on social media. This session is designed for any HR professional to provide a step-by-step process for companies to mobilize employees to promote the company’s products, services and brands
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Transforming Employees Into Brand AmbassadorsLauren Friedman
According to the 2014 Edelman Trust Barometer, customers trust the average employee 2X more than a chief executive. Many brands are overlooking one of the most valuable types of advocates — their employees.
Social media gives brands an avenue to do much more than market and advertise. In this new era, our connected customers expect more from us. Social media allows us to deepen customer relationships and becoming a true social business requires all employees.
In this session, Adobe’s Head of Social Business Enablement will walk you through the ins and outs of Adobe’s social media employee training program, Social Shift, as well as the activation programs that take social media training to the next level. By infusing social media into every aspect of the way Adobe does business, we empower and enable all Adobe employees to be active on social media both personally and professionally. Walk away with an understanding of how to run a social media training program and the value it brings to your business.
Presentation on Presentation (make an ideal PPT)Adwait Hegde
This presentation tells you how to make an effective presentation. It covers the topics that make a presentation an ideal one, their dos and don'ts. It also covers the problems faced during the online presentations along with their solution.
Empowering Employees As Brand Ambassadors Hr.FinalWrite Speak Sell
This presentation is designed as a step-by-step process for companies to empower employees to promote the company’s products, services and brands on social media. This session is designed for any HR professional to provide a step-by-step process for companies to mobilize employees to promote the company’s products, services and brands
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Transforming Employees Into Brand AmbassadorsLauren Friedman
According to the 2014 Edelman Trust Barometer, customers trust the average employee 2X more than a chief executive. Many brands are overlooking one of the most valuable types of advocates — their employees.
Social media gives brands an avenue to do much more than market and advertise. In this new era, our connected customers expect more from us. Social media allows us to deepen customer relationships and becoming a true social business requires all employees.
In this session, Adobe’s Head of Social Business Enablement will walk you through the ins and outs of Adobe’s social media employee training program, Social Shift, as well as the activation programs that take social media training to the next level. By infusing social media into every aspect of the way Adobe does business, we empower and enable all Adobe employees to be active on social media both personally and professionally. Walk away with an understanding of how to run a social media training program and the value it brings to your business.
Employer branding - the art of effectively communicating an organization's talent strategies - requires a unique approach with the evolution of social media. Click through to see how organizations have simply leveraged their assets as talent magnets to attract quality professionals on LinkedIn.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
The Engagement Roadmap
4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it!
While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it.
In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores.
Learn 4 ways strategic HR departments are using integrating engagement including:
1. Engaging Applicants - how to increase the number of quality hires with less work
2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year!
3. Engaging Line Managers - how to get managers to embrace your engagement program
4. Engaging the C-Suite - how to get buy-in for your engagement goals
Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company.
To learn more, visit http://hrsoft.com
Employee Value Proposition PowerPoint Presentation SlidesSlideTeam
An eligible team is the backbone of a company and a satisfied employee is more productive is a general rule. We have designed this set of PowerPoint slides in order to cover up a set of associations and contributions provided by an organization in return for the skills, capacities, and experiences an employee returns to the organization. Including graphics of employee performance and teamwork, we have indicated catching visuals and topics, including, rewards and benefits, employment brand, recruiting strategy, employee feedback, corporate brand and employee feedback. Employee value proposition feedback has been shown here through different PPT templates, including topics like compensation & benefits, work life, professional development, recognition and rewards, culture, career, and benefits. Given an impressive layout which is fit for the company's employee value proposition framework, we have included engaging icons and images for an engaging experience. Just download and personalize for an intimate experience with our employee value proposition PowerPoint presentation slides.
Employee Value Proposition Powerpoint Presentation SlidesSlideTeam
An eligible team is the backbone of a company and a satisfied employee is more productive is a general rule. We have designed this set of PowerPoint slides in order to cover up a set of associations and contributions provided by an organization in return for the skills, capacities, and experiences an employee returns to the organization. Including graphics of employee performance and teamwork, we have indicated catching visuals and topics, including, rewards and benefits, employment brand, recruiting strategy, employee feedback, corporate brand and employee feedback. Employee value proposition feedback has been shown here through different PPT templates, including topics like compensation & benefits, work life, professional development, recognition and rewards, culture, career, and benefits. Given an impressive layout which is fit for the company's employee value proposition framework, we have included engaging icons and images for an engaging experience. Just download and personalize for an intimate experience with our employee value proposition PowerPoint presentation slides. https://bit.ly/3jP94YR
PowerPoint Presentation that will help you know all about LinkedIn, How it works? what are the metrics to be successful and best time to post content, estimated cost.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
Net Promoter Score (NPS) - Measure Customer Satisfaction in 1 QuestionCheckMarket
The Net Promoter Score (NPS) is a simple but powerful tool to measure client satisfaction with one single question, an indication of the growth potential of your company or product. Read further for an overview on the use, application and pitfalls of NPS.
Net Promoter and NPS are registered service marks, and Net Promoter Score and Net Promoter System are service marks, of Bain & Company, Inc., Satmetrix Systems, Inc. and Fred Reichheld.
Most people want to know:
WHY should I use LinkedIn?
Someone invited me to LinkedIn. I made a profile, have a few connections and now I wonder WHY am I on this website?
How can I benefit from LinkedIn without spending too much time?
The Future of Employee Engagement - Aon HewittAon Hewitt EMEA
This report provides an overview of Employee Engagement practices in 150 companies across Europe. Our research shows that while many organisations are taking a similar approach to gathering employee feedback only a few stand out in terms of their ability to increase Employee Engagement in challenging times. The report outlines common practices and the practices of these exceptionational few.
B2B and B2C Content Marketing Trends to Look for in 2023.pdfAdsy
Do you want to execute a successful content marketing strategy for your company?
Then you need to know current content marketing data and predictive statistics for the next years.
We gathered the main data for B2B and B2C marketers based on the Statista's "Content Marketing Trends Report 2022."
Have you ever wondered, “is upgrading to LinkedIn Recruiter worth it?”
Short answer: yes. Whether you’re looking to find more of the world’s best talent, maximize your efficiency, or build a pipeline to stay ahead of the game, LinkedIn Recruiter is the best tool available.
We could tell you all about the benefits of Recruiter, but a picture is worth a thousand words - so we thought we'd show you what makes the Recruiter experience so powerful instead.
Learn even more: http://linkd.in/1d225G6
How does an employee become a brand ambassador?Nick Vinckier
How does an employee become a brand ambassador?
www.socialseeder.com

Brand Ambassadorship?
The brand advocacy that employees display to how far they act like people who know, love and spontaneously ‘sell’ the brand

Never underestimate the power of a strong brand

It is relatively easy to launch countless innovations in terms of product development, pricing, promotion or distribution sites.

Provided that a company takes the time it needs and has sufficient funds, it is relatively easy to launch countless innovations in terms of product development, pricing, promotion or distribution sites.

It is much easier and cost effective to build a strong brand if a company has an entire army of employees flying their organization’s flag, defending it with heart and soul – those are true brand ambassadors.

Who is a brand ambassador?

The 3 Ambassador Dimensions:
- INTELLECTUAL DIMENSION
- EMOTIONAL DIMENSION
- BEHAVIORAL DIMENSION
What affects the decision to become an ambassador?
- Length Matters!
- The problem is the mid-range group
- What’s your favorite position?
- Beauty gets attention Personality gets the heart
Stimulating & boosting brand ambassadorship
- Internal advertising
- Research
Who leads the brand ambassadorship program?
- HR
- Communication
- Marketing
Four things to remember
- Good brand ambassadors need to know what the brand’s values are and what they entail.
- There are three dimensions in ambassadorship: the intellectual dimension, the emotional dimension and the behavioral dimension.
- Employees who have only just been hired and senior team members rank the highest as brand ambassadors.
- If a company wants to turn its employees into real brand ambassadors, it needs to invest in internal ‘advertising’ & communication campaigns, just like the ones aimed at customers.
Talent acquisition leaders understand the need to proactively establish relationships with candidates in order to attract and retain the best talent. But being successful requires more than big ideas--in fact, it often comes down to something far more practical: Operations.
Consistency and operationalized best practices are critical success factors, and both rely on sophisticated data management and robust back-end processes. In this webinar, Kyle Lagunas shares how to identify the right operational best practices to help your talent organization become truly proactive.
Almost 60% of employees are proud of their company and ready to tell the world about it.
Over half of employees would recommend their company to others as a place to work.
Learn how to leverage your greatest assets - your employees - to strengthen your employer brand:
• Understand what motivates employees to share their stories
• Discover the importance of engagement and measurement
• See how top recruiting teams involve their teams in brand-building
• Take away four steps to cultivate talent brand ambassadors at your organization.
Learn more: http://bit.ly/1NmnyWZ
Employer branding - the art of effectively communicating an organization's talent strategies - requires a unique approach with the evolution of social media. Click through to see how organizations have simply leveraged their assets as talent magnets to attract quality professionals on LinkedIn.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
The Engagement Roadmap
4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it!
While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it.
In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores.
Learn 4 ways strategic HR departments are using integrating engagement including:
1. Engaging Applicants - how to increase the number of quality hires with less work
2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year!
3. Engaging Line Managers - how to get managers to embrace your engagement program
4. Engaging the C-Suite - how to get buy-in for your engagement goals
Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company.
To learn more, visit http://hrsoft.com
Employee Value Proposition PowerPoint Presentation SlidesSlideTeam
An eligible team is the backbone of a company and a satisfied employee is more productive is a general rule. We have designed this set of PowerPoint slides in order to cover up a set of associations and contributions provided by an organization in return for the skills, capacities, and experiences an employee returns to the organization. Including graphics of employee performance and teamwork, we have indicated catching visuals and topics, including, rewards and benefits, employment brand, recruiting strategy, employee feedback, corporate brand and employee feedback. Employee value proposition feedback has been shown here through different PPT templates, including topics like compensation & benefits, work life, professional development, recognition and rewards, culture, career, and benefits. Given an impressive layout which is fit for the company's employee value proposition framework, we have included engaging icons and images for an engaging experience. Just download and personalize for an intimate experience with our employee value proposition PowerPoint presentation slides.
Employee Value Proposition Powerpoint Presentation SlidesSlideTeam
An eligible team is the backbone of a company and a satisfied employee is more productive is a general rule. We have designed this set of PowerPoint slides in order to cover up a set of associations and contributions provided by an organization in return for the skills, capacities, and experiences an employee returns to the organization. Including graphics of employee performance and teamwork, we have indicated catching visuals and topics, including, rewards and benefits, employment brand, recruiting strategy, employee feedback, corporate brand and employee feedback. Employee value proposition feedback has been shown here through different PPT templates, including topics like compensation & benefits, work life, professional development, recognition and rewards, culture, career, and benefits. Given an impressive layout which is fit for the company's employee value proposition framework, we have included engaging icons and images for an engaging experience. Just download and personalize for an intimate experience with our employee value proposition PowerPoint presentation slides. https://bit.ly/3jP94YR
PowerPoint Presentation that will help you know all about LinkedIn, How it works? what are the metrics to be successful and best time to post content, estimated cost.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
Net Promoter Score (NPS) - Measure Customer Satisfaction in 1 QuestionCheckMarket
The Net Promoter Score (NPS) is a simple but powerful tool to measure client satisfaction with one single question, an indication of the growth potential of your company or product. Read further for an overview on the use, application and pitfalls of NPS.
Net Promoter and NPS are registered service marks, and Net Promoter Score and Net Promoter System are service marks, of Bain & Company, Inc., Satmetrix Systems, Inc. and Fred Reichheld.
Most people want to know:
WHY should I use LinkedIn?
Someone invited me to LinkedIn. I made a profile, have a few connections and now I wonder WHY am I on this website?
How can I benefit from LinkedIn without spending too much time?
The Future of Employee Engagement - Aon HewittAon Hewitt EMEA
This report provides an overview of Employee Engagement practices in 150 companies across Europe. Our research shows that while many organisations are taking a similar approach to gathering employee feedback only a few stand out in terms of their ability to increase Employee Engagement in challenging times. The report outlines common practices and the practices of these exceptionational few.
B2B and B2C Content Marketing Trends to Look for in 2023.pdfAdsy
Do you want to execute a successful content marketing strategy for your company?
Then you need to know current content marketing data and predictive statistics for the next years.
We gathered the main data for B2B and B2C marketers based on the Statista's "Content Marketing Trends Report 2022."
Have you ever wondered, “is upgrading to LinkedIn Recruiter worth it?”
Short answer: yes. Whether you’re looking to find more of the world’s best talent, maximize your efficiency, or build a pipeline to stay ahead of the game, LinkedIn Recruiter is the best tool available.
We could tell you all about the benefits of Recruiter, but a picture is worth a thousand words - so we thought we'd show you what makes the Recruiter experience so powerful instead.
Learn even more: http://linkd.in/1d225G6
How does an employee become a brand ambassador?Nick Vinckier
How does an employee become a brand ambassador?
www.socialseeder.com

Brand Ambassadorship?
The brand advocacy that employees display to how far they act like people who know, love and spontaneously ‘sell’ the brand

Never underestimate the power of a strong brand

It is relatively easy to launch countless innovations in terms of product development, pricing, promotion or distribution sites.

Provided that a company takes the time it needs and has sufficient funds, it is relatively easy to launch countless innovations in terms of product development, pricing, promotion or distribution sites.

It is much easier and cost effective to build a strong brand if a company has an entire army of employees flying their organization’s flag, defending it with heart and soul – those are true brand ambassadors.

Who is a brand ambassador?

The 3 Ambassador Dimensions:
- INTELLECTUAL DIMENSION
- EMOTIONAL DIMENSION
- BEHAVIORAL DIMENSION
What affects the decision to become an ambassador?
- Length Matters!
- The problem is the mid-range group
- What’s your favorite position?
- Beauty gets attention Personality gets the heart
Stimulating & boosting brand ambassadorship
- Internal advertising
- Research
Who leads the brand ambassadorship program?
- HR
- Communication
- Marketing
Four things to remember
- Good brand ambassadors need to know what the brand’s values are and what they entail.
- There are three dimensions in ambassadorship: the intellectual dimension, the emotional dimension and the behavioral dimension.
- Employees who have only just been hired and senior team members rank the highest as brand ambassadors.
- If a company wants to turn its employees into real brand ambassadors, it needs to invest in internal ‘advertising’ & communication campaigns, just like the ones aimed at customers.
Talent acquisition leaders understand the need to proactively establish relationships with candidates in order to attract and retain the best talent. But being successful requires more than big ideas--in fact, it often comes down to something far more practical: Operations.
Consistency and operationalized best practices are critical success factors, and both rely on sophisticated data management and robust back-end processes. In this webinar, Kyle Lagunas shares how to identify the right operational best practices to help your talent organization become truly proactive.
Almost 60% of employees are proud of their company and ready to tell the world about it.
Over half of employees would recommend their company to others as a place to work.
Learn how to leverage your greatest assets - your employees - to strengthen your employer brand:
• Understand what motivates employees to share their stories
• Discover the importance of engagement and measurement
• See how top recruiting teams involve their teams in brand-building
• Take away four steps to cultivate talent brand ambassadors at your organization.
Learn more: http://bit.ly/1NmnyWZ
4 Essential Tips to Convert your Employees to Talent Brand Ambassadors | WebcastLinkedIn Talent Solutions
Click through this webcast to learn how to leverage your greatest assets (hint: your employees) to strengthen your employer brand.
Get inspired with LinkedIn's Employer Brand Playbook: http://linkd.in/174lYC9
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
Talent Brand ROI Webcast: Metrics To Measure Talent Brand SuccessLinkedIn
Join LinkedIn's Talent Brand experts for a live webcast: 'Talent Brand ROI: Metrics Speak Louder Than Words', and learn how to demonstrate the impact of your talent brand including four key metrics to measure ROI and talent brand success.
How can you encourage your employees to help build your employer brand, by using their personal brands to create one strong brand?
Many organizations are working on a powerful employer brand to attract new talent. This is often the responsibility of HR- and communications departments. A talent shortage is a threat for the entire organization. Just imagine how beneficial it is for your organization to show the outside world who you are as an employer together with your employees? In this presentation we will give you tips and tricks about mobilizing your employees and turn them into brand ambassadors. In addition to that we will share some research to show the importance of a solid ambassador strategy.
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
Do you easily attract new talent? Is your brand well-known?
It's not just about being well-known; being a publicly known brand doesn't automatically mean you'll attract the right people, just that people are aware of your products or services. The motivations and decisions that go into buying a soft drink, for example, are very different to how people decide to place big bets with their careers. Employer branding may be owned by the HR or Marketing department, but it is the responsibility of the entire organisation. Make sure that employer branding is discussed at the boardroom level within your company to ensure your future business success. It is not a campaign-based strategy, but an ongoing business strategy.
During this workshop we will share more on the importance of Employer Branding and how to unify your brand. We will also share how to be successful in communicating the right message to the right audience and the importance of the C suite playing a part in the go to market strategy.
The session will be led by LinkedIn’s Senior Solutions Consultant, Marlene de Koning who is a Brand Strategy Consultant in our Amsterdam office. She combines a strong background in marketing and business with in-depth knowledge on employer branding.
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
Do you know what professionals in your field really think about your employer brand? Learn how you can get exclusive access to LinkedIn’s proprietary Talent Drivers study of over 300,000 professionals.
Get started on up-leveling your talent brand today: http://linkd.in/10lwE3B
To truly influence business decisions, you
need to understand where the industry is
going. This 5th annual report uncovers
worldwide recruiting trends that will move
your organization forward, and help position
you as a strategic business partner.
Truly influence business decisions with emerging recruiting trends worldwide.
Learn top recruiting priorities, upcoming challenges and opportunities ahead in LinkedIn’s annual report.
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
Designing for Diversity - Global Recruiter SummitLinkedIn Europe
Presenter: Sophie Mitchell, Global Solutions Consultant, LinkedIn
Building diverse teams is of the utmost importance for today’s businesses.
These businesses aren’t just ticking a box, saying the right thing or trying to burnish their brand with a sense of purpose. They’re responding to hard data and a growing body of evidence that shows diversity to be one of the most vital sources of competitive advantage.
However, the evidence is also growing that no business, large or small, can simply decide to be more diverse. As recruitment businesses seek to hire more diverse teams for their clients and for their own organisations, the reality is these initiatives are hard work. Achieving diversity requires deliberate design – and it requires the right types of actionable insights to drive that design.
Event: LinkedIn Talent Insights launch, Staffing
Speakers: James Osborne & Phil Edwards
Every day you’re asked to answer complex questions that shape the future of your business, such as how do I find and win my next big client?
You’ve needed reliable, accurate data to answer these questions and to enable your organisation’s success. Now it’s here.
We’re excited to officially launch LinkedIn Talent Insights – a self-service tool that gives you direct access to rich data on talent pools and companies.
https://business.linkedin.com/talent-solutions/talent-insights
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly
As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.
In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.
How to use data and insights to become more socially engaged [webcast] LinkedIn Europe
This webcast was run on the 3rd October 2018.
The presentation covers:
- Importance of data and insights in the recruitment industry
- Using insights to create an effective engagement strategy
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
The Era of Talent Intelligence: ReImagine HR SlidesLinkedIn Europe
Event: ReImagine HR London 2018
Speaker : Annmarie McCormack
Talent strategy is getting smarter and faster. The era of Talent Intelligence has begun, driven by the combination of unprecedented market forces, data signals, powerful insights unlocked by AI, and your instincts to make people your competitive advantage has begun.
Hear how talent intelligence is driving LinkedIn’s next wave of product innovation and discover new ways and means of accelerating your business with LinkedIn Talent Insights.
Content marketing for search and staffing webcastLinkedIn Europe
Slides from the webcast that took place on the 11th October 2017. Content:
1. Importance of Content Marketing
2. 3 Core Audiences (Client, Candidates, Consultant)
3. Anatomy of a Great Post
4. Curate vs. Create
Recruiters: How to win at social engagement webcast slidesLinkedIn Europe
This presentation was used for the LinkedIn webcast held on the 26th September 2017. The content was created with the Search & Staffing industry in mind.
Do you prefer to Watch Video with the Sound On or Off?LinkedIn Europe
Proof that B2B video works best when it targets the eyes rather than the ears. New research from LinkedIn shows that video content works best when it doesn’t rely on sound.
More than half of today’s professionals consider that a break from work isn’t a break from work unless it’s also a break from connected devices. Our data shows digital detox could become a regular part of professional life:
To expand your talent pools of qualified candidates, we recently announced 3 new product updates: Open Candidates, Apply Starters, and Contractor Targeting.
These slides take us through the recent webcast to learn more about these features — along with other recent product enhancements.
Is Wearable Technology part of your Daily Life?LinkedIn Europe
The world’s professionals are driving the adoption of wearable technology as part of daily life.
More than a third are heading out to work with devices such as smart watches or fitness trackers as part of their outfit. However, it’s not necessarily hip young millennials that are driving the adoption of wearables in the workplace. The most enthusiastic users of the devices are actually their department directors and VPs.New research from LinkedIn shows that only 26% of those aged 18-24 use a wearable device on a daily basis. However, this jumps to 37% amongst those aged 25-34 and then leaps again, to 40% amongst those aged 45-54. The seniority level of those adopting wearables provides more evidence that this is a trend led by those in leadership roles. The most likely groups to use a wearable as part of daily life are directors (42%) and VPs (40%), with enthusiasm levels very similar amongst men and women.In every country in our study, at least 30% of professionals say that they use wearables on a daily basis, demonstrating how rapidly such technologies have entered the mainstream. However, there are big gaps between the most enthusiastic markets and those less convinced by the value that smart watches and fitness trackers can add. In Brazil, in particular, nearly half
of all professionals (46%) use a wearable daily. In Hong Kong, it’s 40%, and adoption levels are
also significantly higher than average in The Netherlands and the UAE. In the UK and US meanwhile, only 31% of professionals are using wearables regularly.
Will you purchase a self-driving car when they become available?LinkedIn Europe
Almost a quarter of professionals worldwide would consider buying a self-driving car – but the countries with most enthusiasm are those least likely to get the chance
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
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TNS Employee Brand Ambassadors
1. Cultivating Employees
as Brand
Ambassadors
The Truth About
Followers and
Connections
&
Research insights to drive your
talent brand
Reasons to cultivate your
followers
Top 5 incentives for employees
to become brand ambassadors
Analysis of brand
ambassadorship and how it
relates to talent recruiting
Linkage between employee
engagement and followers
5 reasons employees become
drivers of your brand
&
4 Essential Tips to Convert your
Employees to Talent Brand
Ambassadors
Speaker – AmyIn order to learn more about the audience on the webcast, we are going to start off with a poll question.OPEN POLLPlease answer the poll regarding what function you work in: HR Talent AcquisitionCorporate CommunicationsMarketing OtherAmy Facilitating the pollsMultiple Choice – 2 minutes to answer
Speaker – AmyWith me today, I have two outstanding speakers who are going to share their expertise and perspectives around Employer Brand and Employees as Brand Ambassadors. Mike Schroeder from TNS Employee Insights - Michael J. Schroeder is CEO of TNS Employee Insights. For more than 25 years, he and his team have designed and implemented large-scale employee engagement survey systems for some of the world’s largest organizations. Mike and his team maintain a large global normative database which includes millions of respondents from over 100 countries. This information is used by many organizations to benchmark their performance against high performing organizations. In addition to providing an overview as to how effective employee engagement programs can actively support and energize organizational growth, Mike will be sharing some specific tips on how employees can become ambassadors of your brand. Etienne from LinkedIn –Etienne is Media Solutions Consultant at LinkedIn, helping companies to build and develop their Employer Brand. He has worked with Fortune 100 companies in Europe and advised them on their Employer Value Proposition definition, graduate attraction strategies, and communication channels selection. He will share some of the insights gained from his experience with you today, including how to leverage social media, to make your most valuable assets, your employees your brand ambassadors. I will now hand the presentation over to Mike to give us some background on TNS
Speaker - MikeThank you Amy. I would also like to welcome and thank all of you for attending today. I wanted to start off by providing a little background about TNS. We are the world’s largest provider of custom research, analysis and insights. Our focus is on providing innovative solutions to clients in topics that include: employee engagement, retention of top talent, brand awareness, customer engagement and leadership development. We take pride in supporting many of the world’s leading organizations, whose businesses cover all industries. We work with our clients to deliver actionable and insightful tips to leaders and teams in order to further engage their employees and deliver on the brand promise.We survey millions of employees around the world every year and have one of the largest normative databases available.I am now going to hand the presentation over to Etienne to give us a little more information on linkedin talent solutions.
Speaker – EtienneOn behalf of LinkedIn welcome everyone and thank you for joining today.LinkedIn is the world’s largest professional network and helps companies transform the way they source, find and retain the best talent.LinkedIn has now over 200 million members, and we’re now adding more than two members every second. This is the fastest rate of absolute member growth in the company’s history.Talent Solutions - is about connecting the right Talent with the right opportunity for improved success and economic opportunity for your business.LinkedIn connects talent with opportunity at massive scale.
Speaker - EtienneSo now you better understand who TNS & LinkedIn are and what we do, Let’s jump to into the real reason we are here today. How do we enable you to leverage your most valuable and greatest asset – your employees – to be come your #1 brand ambassadors? Talent attracts talent. How do you create, define and utilize your brand ambassadors to do just that. We also want to touch on a recent change- the transition from employer to talent brand. Employer branding referred to a company’s positioning and messaging about what it’s like to work there. But social media has changed this. It is no longer a one way message, a company can no longer own its position, message and be done with it. It’s now a marketplace of interactions, where recruiters, employees, customers and prospects are all listening to one another. The company is no longer the owner of the brand, but one among many participants. The online social world has taken the brand from the hands of the Employer and put it in the hands of the Talent, both past, current and future. We now focus on talent brand - a multi-faceted conversation that addresses the questions of who our employees are, and how they fit in with each other. Today, Mike and I are going to equip and enable you and your company regardless of its size to do just that. Throughout today’s webcast we will be deep diving into how to first get your employees engaged so they WANT to be brand ambassadors. 2. Once you have them engaged how do you educate your employees about your talent brand so that when they are networking, they can become your brand evangelists and comfortably talk about their company as an employer. 3. From there its all about share and tell. Social media allows employees to have a voice which can potentially have an amplification effect. And 4, how do you measure employee engagement? how do you continue to measure and develop action plans that build a foundation of engaged employees and brand ambassadors. As you start to think about employee brand ambassadors, think about endless opportunities and connective tissue that can occur once your brand ambassadors leverage social media to share their story, success, wins etc.Which brings me to my next question…
Speaker – EtienneResearch shows that people follow companies on different social platforms for different reasons. There is a context to these social platforms that you need to be aware of. Missing the signal on context means your business content can be lost among your audiences, or even worse…ignored. On Facebook and Twitter, people follow companies for deals and discounts. This is the context of the site and what people expect to get.Alternatively, on LinkedIn, people follow companies for news, career opportunities,actionable insights, and information. This is the context of the site and what people expect to get.Key Takeaway for you: People expect different things from the companies they follow on the different social platforms. Therefore, makes sure you send the relevant content through the right channel.
AMY PLEASE CLICK TO RELEASE POLL RESULTSSpeaker - EtienneYour employees are your biggest talent brand ambassadors.Let’s set the baseline – What is your Employer Value Proposition ? Your Employer Value Proposition is the attributes that you most want associated with your company. Once that is established, we then layer on the critical piece of branding and ensuring you are delivering your company’s EVP across every relevant communication channel both internal and external. They are equally important.Here are examples of what I always ask my clients – What are you famous for? What differentiates you amongst your competitors? Is it your culture and values? Reputation? Essentially, what makes you unique?We know that companies who showcase their talent brands effectively, help motivate well-qualified prospects to become applicants as well as typically have higher retention rates within their organization.Key takeaway:Leverage your Brand Ambassadors to execute your brand promise and amplify your message and impact.
Speaker – EtienneEstablishing an employer branding value proposition then developing an effective employer branding strategy can be a lot of work. This leads me to our next question: why should you and your company care?
Speaker - EtienneBecause of the impact of social media. This is news. You’re going to hear a lot more about this and how social media can impact your employer brand. When a member identifies themselves as an employee at your company they automatically become “Followers”. Now, this is when it gets really interesting. Your employees are following your company, sounds simple right? It is, however what’s really interesting is that every time you post a company status update with engaging content about your company, the content instantly lands in the hands of your employees. They have now have a wealth of knowledge and content regarding job opportunities within their company, relevant industry and company news at their fingertips which they can push out into their network and not only be brand ambassadors but also help you grow your Follower base. So what’s the value of having Followers? LinkedIn ran a survey to find out why people follow companies. Data coming from there show that followers are an engaged talent pool. Research has shown that 71% of members who follow your company want to hear about career opportunities. Convertpassive talent into new hires. Passive talent takes longer to warm up….Create and build a relationship with them now to ensure your company is top of mind whenthey look for their next career opportunity.Also, we see that Followers tend to follow companies indefinitely. So, keep content relevant, interesting, give people a reason to engage, digest and look forward to your next update.Companies want to be able to guarantee a certain amount of followers – they can grow the community organically. But by investing, companies have the ability to speed up the process grow their Follower base through our targeted media capabilities.Mike will now take you through how to create and utilize your employees as brand ambassadors.
Speaker - MikeThank you Etienne. The linkage between employee engagement and business outcomes is well-established. Research by TNS and many other organizations have identified numerous connections between employee engagement and profitability, product and service quality, HR metrics, and brand and reputation. For example, a study of a global diversified manufacturing firm estimated that disengaged employees cost the company nearly $73 million USdollars a year in terms of lost productivity, poor quality, lower service levels, higher accident rates and absenteeism.
Speaker – MikeSo how does Employee Engagement relate to Brand Ambassadorship?Etienne did a great job in helping us understand what an employee value proposition is and what employer branding is. Just to reiterate, the employee value proposition are the attributes that you want associated with your company and employer branding is the delivery of your employee value proposition across every communication touch point – both internally and externally. Employee engagement is, in part, an evaluation of the employer brand as it is lived within the organization. Engaged employees are better suited to deliver on your brand promise, in terms of service and most importantly, advocacy. Therefore, a highly engaged employee is a brand ambassador and these are the employees that you want representing your brand.As you can see from the graphical display on the left hand side of the slide, high performing organizations have strong leadership, set the goals and direction of the organization while clearly communicating the brand promise. These organizations provide the resources and have the capability of engaging employees and converting these highly engaged employees into ambassadors for the organization. On the right hand side of the slide you can see how this impacts customer engagement and the ability to attract and hire top talent. Our research has shown that high performing organizations that excel in these areas see an increase in customer loyalty and financial performance.
Speaker - MikeSo how do we know if we have brand ambassadors in our organization?LinkedIn and TNS research converge on two key findings: engaged employees are less likely to leave which lowers overall costs of recruitment and training of employees. Also, engaged employees are more likely to be your brand ambassadors for high quality potential hires. Yet, our research suggests that employee brand ambassadorship is hardly rampant within organizations. Only 53% of employees would recommend their company to others as a good place to work and only 58% are proud of their company and gladly tell people about it through social media channels such as LinkedIn. When looking at our normative database, we see that ambassadors are much higher, at 85% plus to both of these questions. On the contrary, disengaged employees are much lower, around 25% favorable to both questions.
Speaker - MikeBased upon a global study that TNS conducted across 21 countries, we found that brand ambassadors are supported through strong leadership and effective brand training initiatives.the following 5 items emerged as the top reasons employees become brand ambassadors:The company brand experience sets us apartThere is trust in senior leadershipThe work that employees do provides them a feeling of accomplishmentThecompany is environmentally responsibleAnd, employees feeling valued by the organizationAdditionally, this research suggests that there are four key drivers of ambassadorship efforts. Our brand experience sets us apart from the competitionMy supervisor supports brand experience efforts Employees have had effective coaching and training on how to deliver the brand experienceAnd,employees understand the behaviors needed to deliver the brand experience
Speaker – MikeResearch conducted by LinkedIn displays the impact of connections via the LinkedIn network. There is a 129% difference in knowledge about companies where individuals have a first degree connection. Individuals are 22% more likely to have a positive impression of companies where they have first degree connection and are 29% more likely to consider a job with companies where they have a connection. As this data suggests, professional connections alone have a significant impact on all aspects of talent management, having more brand ambassadors in your organization will improve these perceptions.
Speaker – MikeSo far during our presentation we have covered the impact of social networks and employee engagement and how these relate to creating and utilizing talent brand ambassadors. Now Etienne and I will dive into greater detail on how to convert your employees to talent brand ambassadors and how to implement these 4 tips throughout your organization.The four tips that we are going to take you through are:Focusing on employee engagement, educating your employees on the employee value proposition, encouraging employees to utilize social networks such as LinkedIn to share company stories and measuring and monitoring your initiatives to gauge success.
Speaker – MikeOur first tip focuses on employee engagement. Highly engaged employees are brand ambassadors, the brand experience they deliver separates high vs. low performing organizations. Organizations need to communicate the brand promise and how it relates to the goals of the organization, how it differentiates them from the competition and how individual teams can contribute to these goalsThere are some key drivers of Employee Engagement that I would like to touch on.In order to be high performing, organizations need to set the direction of what employees should be engaged in and manage this performance. Top talent wants to understand how their individual objectives fit into the overall goals of the organization. Career development is a consistent key driver of employee engagement. Companies need to communicate a clear career path, prepare employees for the next role and provide lateral growth opportunities for top talent. The key here is the immediate manager engaging and empowering their employees. Recognition is a ‘basic’ area but extremely important to employee engagement. The senior leadership team sets the goals and direction of the organization. Top talent wants to work for organizations that have good reputations and are considered ‘best employers’. Senior leaders need to connect employees to the company mission, vision, goals and brand promise. Most importantly, leaders need to instill confidence in the employees that the direction and changes being made in the organization will help the company grow and prosper in the future. One of our clients, International Hotels Groups (IHG) is the world’s largest hotel company with 350,000 employees around the globe and recent recipient of one of the “Best Places to Work” as named by the Atlanta Journal. As a long standing TNS employee research client, IHG leaders regularly use employee surveys to help hotel managers improve engagement. They have done a great job of implementing an engagement program and tying it into the mission, vision, values and employee value proposition. They were successful because they had executive support in implementing an engagement program. This support is absolutely necessary for their continued success. Research shows that hotels with high levels of employee engagement deliver higher levels of Gross Operating Profit.
Speaker – MikeBefore we move onto our second tip in regards to educating your employees we would like the audience participate in two poll questions and we will share the results with everyone later in the presentation. The first question is: Are your highly engaged employees part of your talent acquisition process?And, the second poll question is: Are your highly engaged employees currently sharing on social media?Amy Facilitating the polls2 minutesAre your highly engaged employee part of your talent management process?YES, NO, MAYBEAre your highly engaged employees currently sharing on social media?YES, NO, MAYBEPOLL RESULTS WILL TALK ABOUT BY MIKE ON SLIDE 26, please release the results by slide 25
Speaker – MikeIn order for highly engaged employees to be converted into brand ambassadors they need some guidance and questions answered by the organization.First, why is this organization a great place to work?What is the value proposition for prospective, new and current employees?Why does this organization exist? What differentiates us from the competition?What type of talent does this organization need to continue to grow?Finally, what resources and training is available to help with this effort? What are the policies of the organization in terms of utilizing social media?This last question leads us directly into a case study that I would like to share with you. A Fortune 500 organization found that almost 40% of its employees feel restricted by the organization’s social media policy and more than half would share company stories given more flexible social media guidelines. After adding social media to their intranet, over 60% of its employees engage in intranet social media sites either daily or weekly.What this case study shows us is that establishing a social media policy that is easy to understand is very important. This study also shows that more than half of the employees are willing to share company stories. Employee engagement programs tie into this directly because we want has many engaged employees on the social media sites as possible, being advocates of the organization and attracting additional top talent. In order to attract the best talent and be successful, employees need answers and guidance on these questions that I have presented to you.Etienne is now going to discuss how to encourage employees to share company stories.
Speaker - EtienneThanks Mike. We are now going to take a look at tactical ways to educate your employees.How to Build Brand Ambassadorship in your Organization??The answer is : Encourage ‘share and tell’Firstly, develop and communicate a social media policySecondly, bring cross-functional teams togetherFinally, use intranets and social media platformsEarlier, Mike took you through some tips on how to focus on employee engagement as well as educating your employees on your talent brand. So, what Iwould like to share with you today is a success story of a client who has successfully leveraged their employees and seen results across the board.
Speaker - EtienneFirst example. Salesforce.com has had a strong and established partnership with LinkedIn and have seen great success to date. Now, just to set the stage Saleforce.com came to LinkedIn with the business challenge of having to hire hundreds of account execs and sales engineers in a short amount of time, which I am sure is not a foreign business challenge for some of you. So what did Salesforce.com do? They looked in their own backyard and leveraged their greatest asset – their employees as well as ensuring they leveraged their leadership team to get the word out. So once the strategy was developed and a playbook was outlined Salesforce.com, CEO Marc Benioff led the charge by sending out a template with 3 distinct posts that employees could share in their network promoting Salesforce.com as an employer of choice and a link to career opportunities within Saleforce.com. Salesforce.com had a clear and distinct playbook that they shared with their employees ensuring they got buy-in and support.Let’s see the impact of this initiative was
Speaker – EtienneSalesforce.com saw impressive results, beyond what was first understood. Overall, 60% increase in employee referrals in the first week, and they also saw great success in building awareness about their hiring efforts as well as successfully communicating their talent brand.350 links were shared by SFDC employees which is more than double the daily average seen in month prior, and 128% increase compared to prior monthsOf members sharing links just on the one day, Saleforce.com employees’ posts were visible to ~159K professionals at over ~40K companies+70% more ‘likes’ were generated at the peak of the week compared to the daily average of the month priorIncluding members who were exposed to the employees posts via “likes”, had a total potential audience of ~275K professionals at over ~63K companies.What is really key was that Salesforce.com got the right message in front of the right audience at the right time. The targeted audience was highly relevant for this campaign, potentially reaching ~38K sales professionals at Saleforce.com’s target companies and peers.To summarize, Salesforce transformed they way they find, recruit and retain the best talent!
Speaker - EtienneAnother inspiring story of how employees can be your talent ambassadors, from a smaller company, Rapid 7, a software security firm facing the challenge of building a team that can scale to the massive 50% employee growth rate. The challenge came with an uphill battle of Rapid 7 having no tools, process, or planning in place to address the targeted growth. Their strategy was focused on agencies with a reactionary ‘hurry up and wait’ mentality, and no social media presence to share their employer brand.
AMY PLEASE CLICK TO RELEASE POLL RESULTSSpeaker - EtienneRapid 7 started with baby steps – focusing on employees and ensuring they had a voice to speak about the company. Next, they invested in the tools and process to ensure hiring 100 employees in a year was scalable through developing a consistent process across functions and as a result improved hiring manager’s overall satisfaction. Rapid 7 created a talent scout model, since they were looking for the brightest candidates. Lastly, they strengthened their social media, ensuring it was a two way street, encouraging dialogue. As a result, Rapid 7 enjoyed the success of: 70% to 100% of employees on LinkedInFrom 1,000 to over 4,000 Company Page FollowersVoted in 2012 as one of Boston’s Best Places to workInternally, 94% of employees had an employee satisfaction of “high”And now, Mike will walk you through how to measure and monitor your initiatives to judge success.
Speaker - MikeThank you Etiennefor sharing those two case studies. During our presentation we’ve learned how to engage our employees and why it’s important, educate them, and encourage them to share company stories. A critical area in change management is the measurement of programs and learning what you are doing well and what areas need to be improved. Once we understand what needs to be improved, we can implement action plans to ensure continued improvement in the programs that have been developed. Strengths should also be communicated and leveraged in your action planning initiatives.In relation to what we have discussed today, there are three main areas that we should be measuring and monitoring.The first area is our employee engagement program. As we have discussed, a highly engaged employee is your best ambassador. Employee Engagement programs are never ending, meaning, companies need to make employee engagement a priority and continually monitor engagement levels. Within the survey should be questions that assess the communication, coaching and delivery of the brand promise. Analysis of this information will help identify the key drivers of brand ambassadorship within your organization.By measuring and monitoring your engagement program you are able to demonstrate ROI and value to the organization. With one of our clients that utilize our employee engagement program, we have found that increases in employee engagement reported a savings of lost productivity by $30 million dollars per year. The company was able to accomplish this by improving employee engagement and implementing actions plans that made the most impact throughout the company. The second area is the training and coaching of brand ambassadors. Organizations need to know if the information, training and coaching is working.The third area that we should be monitoring are the ‘share and tell’ programs that are being implemented. An example could be what Etienne shared with us when looking at Salesforce and Rapid7’s success stories. They were able to monitor and gauge the success of these initiatives. Before I pass the presentation back to Etienne,I would like to briefly review the poll results with you.When asked: Are your highly engaged employees part of your talent acquisition process?XX% answered Yes, XX% answered No and XX% answered MaybeWhen asked: Are your highly engaged employees currently sharing on social media?XX% answered Yes, XX% answered No and XX% answered MaybeEtienne will now recap the important areas that we should take away from this webinar.
Speaker – EtienneSo what's next? Where do you go from here?A question I am often asked is “what are my competitors doing today?” “How can I leverage my brand ambassadors to find and attract the best talent?”Our best in class clients see the most success in showcasing and promoting their Talent Brand Ambassadors by leveraging the LinkedIn platform and our dynamic media solutions.
Speaker – Etienne'You may not know this, but 50% of applications to jobs on LinkedIn come from recommendations and routes other than actual job search. One of those ways is through seeing a job in your status updates as posted by colleagues and connections which lands in their networks homepage feed.Another fun fact which you may not know is the #1 activity on LinkedIn is viewing member’s profiles, LinkedIn now gives the opportunity for companies to lockdown the advertising unit on their employees profiles ensuring that a relevant job opportunity or targeted message is served up to the member every time they network with your employees, allowing you to not only own 100% share of voice but also remain top of mind to passive candidates.Remember employees automatically follow your company when they list you as an employer, we see best-in-class companies frequently engage their followers with relevant and targeted company status updates and I always recommend the 30/30/30 rule – 30% of your content should be about your company, 30% about your industry and 30% about career opportunities.Develop a targeted and dynamic Career Page to showcase your employer brand and ensure your messaging is relevant and targeted every time active and passive talent visit your Career page.Most importantly, develop your own playbook, follow Salesforce.com and Rapid 7’s already proven success and leverage our 4 Tips to Convert Your Employees to Talent Brand Ambassadors.
Speaker – EtienneKnowing the Brand => Living the Brand => Spreading the WordIn its own work with clients and as confirmed in the TNS global panel data, it has been noted that employees outside the marketing department are generally unaware of what a brand is (it’s the logo, right?) much less what their company’s brand is. For example, less than half (47%) report they understand the behaviors required to deliver the brand promise to customers. As such, it is probably hard for employees to be brand ambassadors if they don’t know what a brand is, much less what YOUR brand is. LinkedIn and TNS Employee Insights research converge on two key findings: engaged employees are less likely to leave, lowering overall costs of recruiting and training and engaged employees are more likely to be your brand ambassadors for high quality potential hires. Additional analysis of TNS global panel data suggests that employees need to be actively supported in brand awareness and how to express the brand in their interactions with others. Based upon statistical analyses, specifically focusing on brand behaviors, coaching and training around what your brand is and what the brand experience means in practical terms emerged as particularly important for employer brand ambassadorship. Your brand, employer or corporate, is really a reflection of the culture, values, and norms of your company. When we talk about culture, we often talk about enacted (the one appearing in mission statements or posters on the wall) and espoused (the one that happens in the hallways). In regards to the difference between enacted versus espoused brands – if your established employee brand starts diverging too far from your employee brand reality, employees and prospective talent will become increasingly distrusting and disturbed by this lack of congruence. This distrust will manifest in subtle and not so subtle ways: Why aren’t we getting the best applicants for our jobs? In order to positively influence word on the digital street, it is crucial to properly train and engage your employees, which will ultimately lower your organization’s costs of recruiting. I will now hand the presentation back over to Amy
(AMY/ETIENNE PLEASE ADD YOUR ANSWERS TO THE QUESTIONS BELOW)Speaker –AmyThank you Mike and Etienne. We received a lot of great questions from our audience today and it looks like we have time to review a few of them. Please feel free to send any additional or confidential questions to the email addresses on the screen and our team will work to get them answered as soon as possible.It looks like our first question is for Etienne:Do companies have the ability to target a specific audience when doing company status updates?”ETIENNE’S ANSWERCompany Status updates can be targeted to give companies the ability to tailor content to specific audiences. Updates are targeted based on followers' rich profile data. Only Company Page administrators can post Targeted Status Updates.The targeting parameters include Company size, Industry, Function, Seniority, and Geography. Companies can also target non-employee followers with these same targeting parameters.Thanks Etienne. our next question appears to be directed at Mike and is ….What impact does the C-Suite have on creating brand ambassadors?MIKE’S ANSWER: The C-Suite drives the unification process. There are connections that need to be made across employee, customer and brand initiatives at the strategic level, not merely at the tactical levels. Decisions and behaviors need to be aligned to your brand promise and this starts at the top of the organization.Here is another question for Mike: How do you recommend a company measure employee engagement?MIKE’S ANSWER: The design of an engagement program is done in collaboration with our clients to ensure alignment to the organizations mission, vision, values and goals. It is important to align the engagement program to these areas to ensure that you are engaging employees to focus on areas that are important to the organization. In most of the engagement surveys we include items that asses pride, advocacy, leadership, etc. We have also been including brand ambassadorship items as we have discussed today.I think we have time for one more question forEtienne: How have you seen companies adapt culturally to the shift from employment to talent brand? ETIENNE’S ANSWERWhat’s talent brand? The term “employer brand” has been around for awhile, but social media has radically changed the game. Your talent brand is the highly social, totally public version of your employer brand that incorporates what talent thinks, feels, and shares about your company
(AMY/ETIENNE add in Etienne’s contact information on slide)Speaker – AmyThank you for joining us today on this webcast. A key takeaway for me is how leveraging employees as talent brand ambassadors is more tangible than expected and a win-win for employees, potential candidates, and companies as a whole To continue this discussion you can stay in touch with TNS through: Their website at www.tnsei.comTheir blog at: blog.tnsei.comOr through twitter at tns_insightsAnd with LinkedIn through:OurTwitter at:Our Slideshare at: Our Website at: Our Blog at:That wraps things up for our webcast today, thanks again for joining us.