DIY Employer Branding webcast South Africa
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Is your company considered a great place to work? In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it. The good news is that there are multiple things you can do, many of them free, to showcase what makes your company special. This webcast will cover the following areas: How to work together with leadership and staff on defining your Employee Value Proposition Establishing and motivating employee ambassadors The best channels to promote your employer brand The key content and resources to help you along the way
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DIY Employer Branding webcast South Africa
- 1. Webcast Series: Identify and attract the best talent in South Africa Webcast begins at 11AM
- 2. 5 Steps to a a DIY Employer Brand Rob Leach Talent Brand Consultant LinkedIn Guillaume Turpin Media Account Manager LinkedIn
- 3. Every candidate you have ever hired has been on the same journey
- 5. Employer Brand is your companion on this journey Unaware Aware Considering Hired
- 6. The beauty of employer brand is you don’t need everybody to know your name. Only the right people. #TalentBrand
- 7. What does it mean to work for your organization?
- 8. We all have different motivations
- 9. 9 The EVP is what an organization offers in exchange for employment. It is also referred to as the employment deal. It encompasses every aspect of the employment experience — from the organization’s mission, purpose and values, to its jobs, culture and people, to the full portfolio of its total rewards programs. Towers Watson Global Workforce Study What is an Employee Value Proposition (EVP)?
- 10. Post- Application Experience Pre- Application Experience Application Experience Campus recruitment Awareness Engagement Commitment Retention Consideration Preference Internship Career site Invitation letter Introduction Performance review Interview Rejection letter Exit interviews Informing / Involving people Career development Management behavior Assessment Contract handling Employer Brand Company brand Philips Touchpoint Wheel
- 12. Download the 2015 South Africa Talent Trends Report HERE
- 13. THE FACTS 83% Agree that talent brand has significant impact on the ability to hire great talent. Lower cost per hire by up to 50%. Reduce employee turnover by up to 28%. Influence the conversation with candidates. If you don’t, someone else will.
- 14. Talent brand: Gap between value and action. Talent brand is prioritised but action is yet to follow 79% 60% 49% 46% 20% 40% 60% 80% We regularly measure the health of our employer brand Those responsible for our employer brand have enough resources to do it well We have a proactive employer brand strategy Our employer brand has a significant impact on our ability to hire great talent2
- 15. Talent brand: SA companies are above average SA companies are far above average on talent brand To stay ahead, SA companies must continue to create a proactive talent brand strategy, measure, and invest in their talent brand. Talent brand is a top priority for our organization Mycompanyhasaproactivetalentbrandstrategy Part 3: Talent Brand US UK Australia India Nordics Germany Spain Italy Brazil SE Asia China Netherlands France Canada MENA Belgium Hong Kong Mexico South Africa 35% 65% 25% 75% 2015 SA Recruiting Trends Download the South Africa Recruiting Trends Report HERE
- 16. 16 Talent in South Africa is more active than the global average but most are still passive SA professionals are more likely to seek new job opportunities than professionals in other parts of the world. South AfricaGlobal Passive Active 76% 61% 39% Passive Active 70% 30%
- 17. Intro slide 17
- 18. 5 Steps To A DIY Employer Brand 18 Leaders People EVP Content Channels RESEARCH & ANALYSE CREATE & IMPLEMENT
- 19. Leaders Research – Talk to your leaders • Leaders determine the strategic direction of the company They set the tone of it’s working environment and have the biggest influence on the employer brand • Select a number of senior members in the organisation and ask them about their vision for the company • What was your decision process in joining this company? • What does success look like for employees working here? • What makes the company a great place to work? • Define the organisation’s leadership style. • Where will the organisation be in 5 years time? • What makes the working experience here better than your biggest competitor? • What needs to be improved in the working experience? ExampleQuestions
- 20. People Research – Talk to your people • Employees live the culture every day. Their views are the most realistic reflection of what the company is like to work in today. • Conduct several focus groups (different groups to gain different views) with no more than 10-12 people in it and try to stimulate discussion. • Why did you join? • What is the company’s main strength as an employer? • What can the company improve in it’s employment experience? • What do your tell friends/family about what it is like to work here? • How would you describe the leadership? • Is the reality the same as your expectation before joining? FocusGroupQ&A
- 21. EVP Analyse your research to draft your Employee Value Proposition • Look for common themes from the interviews and focus groups Break it out into topics. For example: The day to day The company Employee growth Leaders Culture Rewards Employee Value Proposition The EVP should be a statement that captures the “essence” of what it is like to work at the company. It should clearly communicate what it “means” to work there. Get buy in from all stakeholders. This statement will define your company as an employer.
- 22. 22 LinkedIn’s EVP Transformation Work-Life Balance Total Rewards Powerful Brand Top Talent
- 23. Content Creating content and telling your story Create content, using your employees as ambassadors, in the following ways: Copy Image Video Hire a copywriter (or use a strong internal writer) to write about the company based on the EVP. Ask your employees for testimonials. A picture is worth a thousand words, so sharing images that capture your company spirit and values is a great way to showcase your talent brand. You can have a lot of fun making your own video – check out this video!
- 24. Channels Selecting your channels and communication strategy Now your content is ready, it is time to let your target market know! Channels – think about all of the places, online and offline, where people can learn what it is like to work for you. Build in the content you have created. Reference the Philips Touchpoint Wheel. Communication Strategy – Get your story out there! • Plan – Define your audience and build a content calendar • Share your content – where, when and how • Amplify – Increase and optimise engagement • Measure & Adjust – Find out if your strategy is working • See our Content Marketing eBook!
- 25. Questions?
- 26. Webcast Series Identify and attract the best talent in South Africa Webcast 2 : Identify the Best Talent: Your Roadmap to Sourcing Like A Pro 13th of October Presented by Matt Davis, Customer Success Consultant LinkedIn
- 27. To Register for the Live stream follow this link: http://bit.ly/TalentConnectLondon
- 28. ©2014 LinkedIn Corporation. All Rights Reserved.
Editor's Notes
- Ok I see you think these are billions of companies and major global brands and some of you this too, but not everyone . And I see you think these are not fair comparisons. This is correct , but the beauty of employer branding is that not everyone needs to know your organization . If you have a birthday coming up and people ask where you work and they do not say the same oh I know that does not matter , but if you 're looking ITers and you hunt a Iter and saying , what do you make this actually out . Make sure you send the messages to the right audiences . I will tell you about how to use the power of your employer brand to enhance your recruitment activities and their outcomes to be so successful at your goals for this year but also to achieve the following years.
- I spent more time at work than to my children and me with so many others where you work is very important. So if you look at your own organization , what does it mean to work for your organization? Not what you do or do or what role within the organization , but what is the deeper meaning? This is a difficult question for many to answer.
- I guarantee you that what gets these guys jumping out of bed in the morning…
- Every one of these brand attributes are true of your talent brand. You have to be relevant to your target market… to the right people… to the talent you need to engage. You have to be consistent. If you are forever reinventing yourself, you are very unlikely to resonate. Remember, this isn’t a slogan or a campaign, it’s the real experience, the real meaning, of working for your company. Your talent brand has to be credible. If you are not delivering on the promise, not walking the walk every day with your employees, that credibility gap is going to become a big problem. Your talent brand has to inspire. Inspire top talent to join. Inspire top talent to stay. Inspire top talent to achieve the best possible results every day. And your talent brand also has to be unique. Not unique in the sense of being the only company in the world to think the way you do or do what you do, but unique amongst the set you recruit against. You know who you are up against. You know who some of your best hires choose you over. You know where some of your people leave you to go. What is going to stand you apart from, and ultimately above, them?
- SA recruiting leaders agree that talent brand is a priority that impacts their ability to hire top talent. Their actions are now beginning to catch up. Companies can get ahead of the competition by investing in and measuring their talent brand. Most SA companies believe in Talent Brand but fewer measure it or have enough resources to do it well.
- SMB Companies don’t have the resources of a Google or Microsoft to invest in developing their employer brand. So we want to show you how you can do this yourself in-house.
- Tell the audience to record and/or have someone take notes in the focus groups.
- It may be useful to draft 3 or 4 EVPs, worded in different ways, to get the perfect one.
- This is the stage where you see your story come to life. It is the most exciting stage but can also be the most daunting. The simplest and most effective way to achieve inspiring and authentic content is to use your employees as ambassadors of your EVP and brand.