Bien sabemos que las personas toman el 60% de sus decisiones de compra antes de interactuar con una marca y lo mismo se aplica a la búsqueda o la evaluación de un empleo nuevo. Usamos herramientas como LinkedIn, Twitter, Facebook, Google y sitios web de empresas. También le preguntamos a amigos sobre sus experiencias y consultamos Glassdoor.
Como resultado de esto, necesitas asegurarte de ser cuidadoso con la información que compartes sobre tu empresa: mientras más importante sea para mi y lo que me interesa, es más probable que tome el siguiente paso y solicite potencialmente un empleo contigo.
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Some of the best companies I work with who have very defined, self-aware brand strategies can’t clearly state their Talent Brand in one sentence, but they can tell me things like this – our brand is about leadership, our culture, our employees. All of the things you see on this slide make up your Talent Brand – and as you can see it’s not just what you say – it’s what defines you in the marketplace.
Your Talent Brand is at the intersection of 4 key factors:
Employee Value Propositions - These are your company’s defined EVPs – it’s what you want your brand to be
Company Culture - What‘s it really like to work at your company? Fast paced, traditional, collaborative.
People – This includes not just your current employees, but your alumni, your customers, and finally your candidates
Candidate Experience – This can be impactful long before that candidate actually walks through your door – when they reach out to a friend who is an employee, when they apply for a job or receive a message from a recruiter (say, with typos), or have a good/bad experience on a phone screen.
All of these elements impact your Talent Brand. And when people think about working at your company – that thought – is your Talent Brand coming to life.
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
We’ve done a lot of work at LinkedIn to understand and overhaul the candidate experience, and a lot of what we do can be easily replicated.
For instance, once we invite someone to interview with us, we send them a text to tell them we’re looking forward to their arrival. When they get to the office and check in, they receive an ipad for the day with their schedule and access to the LinkedIn profiles of their interviewers. In the interview room, we write a big welcome sign with their name on the whiteboard, and offer them a goody bag and personalized map with all their connections on LinkedIn. When we extend an offer, we send a [You’re In] card with signed notes from the candidate’s new team.
These simple gestures not only create excitement about the interview process itself, but also communicate and demonstrate our company value of ‘relationships matter.’
Let me give you a really simple example -
Whenever LinkedIn hosts a celebration to recognize a business or personal milestone -- you’re sure to find a flood of LinkedIn cupcake images, shared by employees, across their personal social media accounts.
There’s just something about a cute cupcake with a simple logo that drives our employees wild.
So, at this point, you’re probably wondering what a cupcake on social media has to do with talent brand?
I’ve got a theory – a cupcake actually embodies some of the most important aspects of our LinkedIn talent brand – something our employees are proud of – and that’s our sense of fun, our company pride, our team spirit, our love of celebration. And the fact that we don’t take ourselves too seriously.
So our employees are using these cupcakes to share a story of what it’s like to work at LinkedIn – a story they want to tell, because they’re proud.
And from a talent brand perspective, this is the most we could hope for. It’s an authentic, genuine, digital word-of-moth share by our employees, illustrating their pride and passion for their work place.
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Existen muchos factores que informan a los clientes sobre tu marca particular. En LI, trabajamos con muchas empresas de dotación de personal para ayudarlos a activar y desarrollar su marca como empleador preferido, gran socio de negocios y asesor de confianza para los candidatos. Intentamos comprender y crear productos que funcionen conjuntamente con lo que Marty Neumeier explicó en su libro “Zag”. Si tomamos decisiones y creamos las experiencias correctas a través del marketing, de las publicidades y de las prácticas comerciales... la creación de marcas debería estar afectada positivamente.
MARKETING: PROCESO DE COMUNICAR EL VALOR DE UN PRODUCTO O DE UN SERVICIO
PUBLICIDAD: CÓMO SE PROMOCIONAN PRODUCTOS O SERVICIOS
CREACIÓN DE MARCA: LOS SENTIMIENTOS DE LOS CONSUMIDORES SOBRE UN PRODUCTO O UN SERVICIO
MARTY NEUMEIER ES UN AUTOR Y ORADOR QUE ESCRIBE SOBRE MARCA, DISEÑO, INNOVACIÓN Y CREATIVIDAD.
ZAG ANALIZA LA ESTRATEGIA DE MARCAS DE ALTO RENDIMIENTO
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?
Así como Nike, todas as empresas, quando criadas, foram pensadas para ter vida longa, mas quando pensamos nisso, pensamos nos empregados?