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How to build a highly compelling talent brand via social media
This document discusses how to drive a compelling talent brand through social media. It emphasizes the importance of talent brand and outlines a 5-step process for building a highly social talent brand: 1) Get buy-in from leadership by using data, 2) Listen to employees and audit your brand, 3) Craft an authentic approach by being real, personal and consistent, 4) Promote and engage through social platforms and leading by example, and 5) Measure performance and adjust using metrics like the Talent Brand Index. Developing an effective talent brand through social media can help companies lower costs, reduce turnover, and influence job candidates.
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Similar to How to build a highly compelling talent brand via social media
How to build a highly compelling talent brand via social media
- 1. How to Drivea Highly Compelling Talent Brand Through Social Media Leela Srinivasan | Director of Marketing | LinkedIn Talent Solutions The Conference Board | January 2014
- 2. It’s official: we’reobsessed with talent brand Prioritization of talent brand (by company size) 69% < 500 Employees 84% Agree that talent brand has significant impact on ability to hire great talent 1,000-10,000 Employees > 10,000 Employees 70% Source: LinkedIn 2013 Global Recruiting Trends survey 65% 501-1,000 Employees talent.linkedin.com 70% 75% Agree talent brand is a top priority for their organization
- 3. 3 clear reasonsto invest Lower cost per hire by up to 50%. 94% Reduce employee turnover by up to 28%. Influence the conversation with candidates. Source: LinkedIn 2011 research on value of employer brand; 2013 Global Recruiting Trends survey talent.linkedin.com of companies increased or maintained their talent brand investment in 2013.
- 4. Talent Brand: employerbrand on social steroids Your talent brand is the highly social, totally public version of your employer brand that incorporates what your talent – past, present and potential - thinks, feels and shares about your company as a place to work. talent.linkedin.com
- 5. The rise ofsocial platforms for talent brand Top 10 Channels to Communicate Your Talent Brand Company website Friends/family, word of mouth Online professional networks (e.g. LinkedIn) Social media (e.g. Facebook, Twitter) Public recognition/awards (e.g. 'Best Places to Work') Traditional Job Boards Public relations efforts YouTube videos Glassdoor Print ads Source: LinkedIn 2013 Global Recruiting Trends survey, US only talent.linkedin.com 2012 2013 Increase (+) Decrease (-) 85% 63% 47% 43% 27% 35% 23% 13% 10% 11% 79% 61% 54% 45% 30% 26% 25% 12% 11% 9% -6% -2% +7% +2% +3% -9%
- 6. Social or not,the same principles still apply
- 7. 5 steps toa highly social talent brand STEP 1 Get buy-in STEP 2 Listen and learn STEP 3 Craft your approach talent.linkedin.com STEP 4 Promote and engage STEP 5 Measure and adjust
- 8. 5 steps toa highly social talent brand STEP 1 Get buy-in STEP 2 Listen and learn STEP 3 Craft your approach • Start at the top • Arm yourself with data • Bring partners to the table talent.linkedin.com STEP 4 Promote and engage STEP 5 Measure and adjust
- 9. “In God wetrust. All others bring data.” - William Edwards Deming Examples: - Industry facts and figures - Social footprint vs peers - Talent flows – where are you winning and losing?
- 10. Buy-in often startswith small wins SAIC turns to data to ease concerns Challenge: fear of poaching. Approach: Presented the unchanged pre- and post-attrition rates to leadership. Result: Leadership bought in it, built their own profiles, and even became active themselves. talent.linkedin.com “I probably delivered the same deck 40 times, sometimes to the same audience. You will feel like a broken record but it doesn’t sound like that on the other end.” Kara Yarnot SAIC
- 11. 5 steps toa highly social talent brand STEP 1 Get buy-in • Start at the top • Arm yourself with data STEP 2 Listen and learn STEP 3 Craft your approach • Audit • Do your research • Bring partners to the table talent.linkedin.com STEP 4 Promote and engage STEP 5 Measure and adjust
- 12. When listening, avoiddeath by survey talent.linkedin.com
- 13. Listening makes allthe difference Strategic annual survey use Challenge: Keeping employees engaged in a connected world. Ellie Shephard Global Recruiting Program Manager, Vice President Approach: Via annual survey, JPMorgan asked what employees need/ want in order to stay. Top answers: mobility and development opportunities. Result: Launched extensive internal mobility program. • In 10 months, internal hire rate rose by 5% • Ranked #1 in Europe and #2 in the US in Vault’s 2013 Best Places to Work for Internal Mobility rankings. talent.linkedin.com
- 14. 5 steps toa highly social talent brand STEP 1 Get buy-in • Start at the top • Arm yourself with data • Bring partners to the table STEP 2 Listen and learn STEP 3 Craft your approach • Audit • Be real • Do your research • Be personal • Be consistent • Set goals talent.linkedin.com STEP 4 Promote and engage STEP 5 Measure and adjust
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- 16. Promise what youcan deliver Promise what you can deliver Challenge: Talking about work-life balance at a professional services firm. Approach: Shifted focus from work-life balance to “flexibility” - just as valuable, much more realistic. Danielle Bond, CMO Result: Believable talent brand, internally and externally. talent.linkedin.com
- 17. A lesson fromRapid7 http://lnkd.in/edrocks talent.linkedin.com
- 18. 5 steps toa highly social talent brand STEP 1 Get buy-in • Start at the top • Arm yourself with data • Bring partners to the table STEP 2 Listen and learn STEP 3 Craft your approach • Audit • Be real • Do your research • Be personal • Be consistent • Set goals STEP 4 Promote and engage • Polish at individual & company level • Lead by example; leverage team • Go multitouchpoint and targeted talent.linkedin.com STEP 5 Measure and adjust
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- 20. Jason Seiden, CEO,Ajax Workforce Marketing
- 21.
- 22. After New headline New professional photo Increasedreach Summary section with rich media
- 23. Built out workhistory with rich media Added Volunteers & Causes Section
- 24. Added more skills Rich mediain Education section
- 25. Spruce up yourcompany presence (on LinkedIn and elsewhere)
- 26. Use Targeted StatusUpdates 71% of company followers on LinkedIn are interested in career opportunities Don’t over-target! Profile data is rich (but also user-generated) talent.linkedin.com
- 27. As with othersocial platforms, incorporate visuals to drive engagement 98% higher comment rate YouTube video links drive a 75% higher share rate Images result in a 27 talent.linkedin.com
- 28. How to bethe world’s most interesting company on LinkedIn • • • • Be concise and snappy Include a clear CTA Consider thoughtful questions Develop an ed cal; mix it up 28 talent.linkedin.com
- 29. THE IDEAL TEXT PULSE (LINKEDINTODAY) GOOGLE ALERTS PRODUCT LAUNCHES INDUSTRY PUBLICATIONS INDIVIDUAL BLOG THOUGHT LEADERS PHOTO POP CULTURE INTERNAL COMMUNICATIONS YOUTUBE HIRING TEAM HUMOR talent.linkedin.com @leelasrin
- 30. We all needa little humor. Even in a professional context. talent.linkedin.com 30 @leelasrin
- 31. HR and marketingmust lead the way talent.linkedin.com
- 32. Help your teamshine on social platforms Path 1: train global employees at scale Path 2: take a brown bag approach • Went low-budget, grassroots route • Got exec buy-in on brown bag lunches for hiring managers • Helped employees overcome anxieties about what to say on profiles • “SMaC University” (Social Media and Communication) • Global certification program with structured classes • Strong exec support • 5,000 trained since mid-2010 talent.linkedin.com
- 33. Unleash your beststorytellers Brett Wallace, Director of Sales 3 weeks on SlideShare, 113K+ views Today: 260K+ views talent.linkedin.com
- 34.
- 35. 5 steps toa highly social talent brand STEP 1 Get buy-in • Start at the top • Arm yourself with data • Bring partners to the table STEP 2 Listen and learn STEP 3 Craft your approach • Audit • Be real • Do your research • Be personal • Be consistent • Set goals STEP 4 Promote and engage STEP 5 Measure and adjust • Polish at individual & company level • Leverage social data • Lead by example; leverage team • Go multitouchpoint and targeted talent.linkedin.com • Leverage Talent Brand Index
- 36. If you don’tmeasure it, you can’t manage it only one out of three talent.linkedin.com
- 37. Sample metrics Key indicatorsof talent brand success In-house • Your offer acceptance rate goes up • Employee retention increases • Internal surveys confirm your employees are excited Online • Traffic to your employee video stories goes up • You double the number of employees with an optimized social presence Talent Brand Index • Your Talent Brand Index score rises versus your peers and in the segments that you care most about talent.linkedin.com
- 38. How Talent BrandIndex works What percent of people who know about you are interested in you as a place to work? Talent Brand Engagement Talent Brand Engagement Talent Brand Reach = Talent Brand Index 264,362 members Benchmark your score, e.g. v.s key competitors Talent Brand Reach 1,873,354 members talent.linkedin.com
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