Be a Modern Recruiter: Automate Your Pipeline with Your Brand | Talent Connect London 2014
•
0 recomendaciones•1,554 vistas
This document discusses how to build and leverage an employer brand through social media and talent branding. It recommends automating the talent pipeline by defining the employee value proposition, developing engaging content for careers sites and social media, and showcasing employee stories. Metrics on job applications and hires through different platforms like LinkedIn, Facebook and YouTube are provided as examples of how to measure the impact of talent branding efforts.
Recomendados
Recomendados
Más contenido relacionado
La actualidad más candente
La actualidad más candente (20)
Similar a Be a Modern Recruiter: Automate Your Pipeline with Your Brand | Talent Connect London 2014
Similar a Be a Modern Recruiter: Automate Your Pipeline with Your Brand | Talent Connect London 2014 (20)
Más de LinkedIn Talent Solutions
Más de LinkedIn Talent Solutions (20)
Último
Último (9)
Be a Modern Recruiter: Automate Your Pipeline with Your Brand | Talent Connect London 2014
- 1. Be a Modern Recruiter: Automate Your Pipeline with Your Anne Dobey Manager Media Solutions LinkedIn N. Europe Brand #intalent Anthony Lasocki Head of Talent Acquisition Verizon, EMEA
- 2. #intalent
- 3. In vital matters…… such as the choice of a mate or a profession, the decision should come from the unconscious, from somewhere within ourselves. In the important decisions of personal life, we should be governed, I think, by the deep inner needs of our nature - Sigmund Freud #intalent
- 4. Unknown Known Consideration Hire #intalent
- 5. Unknown Known Consideration Hire #intalent
- 7. #intalent
- 8. Building Blocks of your Brand Employee Value Proposition Employer Brand The delivery of your EVP across every communication touch point both internal and external Talent Brand The highly social, totally public version of your employer brand incorporating what talent thinks, feels and shares about your company as a place to work #intalent
- 9. #intalent
- 10. The Psychological Contract ‘……part of a matching process between what organisations need and offer, and what individuals offer and need…….’ Source: Schein, 1978; Herriot & Pemberton, 1996 #intalent
- 11. People, Platform, Powerful Answers! Define Connect Engage #intalent
- 12. Talent Pooling needs a reboot! #intalent
- 14. #intalent
- 15. Experience and attributes Attracting Retaining and engaging Discretionary effort Aspirational Authentic #intalent
- 18. Powerful Answers is designed to: Shape opinions Gain credit Showcase Verizon employees Share how our technology is addressing major challenges Bring our Credo and Shared Success strategy to life #intalent
- 19. I Work for the Company that.. ..puts every child at the head of the class ..puts doctors on top of the world.. ..gives data a license to drive.. #intalent
- 21. How Do We Deliver on the EVP? ü Real Employee Stories ü Dynamic Careers Site ü Social Media Strategy ü Interactive Campus Session Educate Engage Ignite Action
- 22. Mobile Media… ü The same experience, regardless of device ü Our brand promise of powerful technology Responsive Web Design… ü A digital experience for a new type of talent It’s All About Content ü Mobile first, for digital natives #intalent
- 23. #intalent
- 24. #intalent
- 25. Leverage Existing Content and Feeds Share approved stories, news feeds etc.. #intalent
- 26. #intalent
- 27. Your culture is your brand - Tony Hsieh CEO Zappos.com #intalent
- 28. #intalent
- 30. Applications by Platform 355 264 40 315 12 43 400 350 300 250 200 150 100 50 0 LinkedIn Google+ Instagram Facebook Twitter Youtube Source: Verizon Social Media Pilot 2014 #intalent
- 31. Percentage Hires by Platform 33% 38% 14% 5% 10% LinkedIn Google+ Instagram Facebook Youtube #intalent
- 32. LinkedIn Company Followers #intalent
- 33. Career Page Visitors #intalent
- 34. Talent Brand Index Data as of September 30th 2014 #intalent
- 35. Reach and Engagement #intalent
- 36. Reach and Engagement #intalent
- 37. Talent Brand Index – Sales Professionals #intalent
- 38. 23% to 47% in mail response rate 3% agency hires 2,000 more sales days! #intalent
- 39. Influence Ø 25% increase in job board conversion Ø 25% increase in click through - niche Ø 83% of traffic – new visitors Ø 10% more time on careers site
- 40. Social Media Basics #intalent
- 41. It’s Not Rocket Science • Brand 1 yourself or be branded 2 • Elevate your professional self 3 • Recruiter’s effective online presence helps Don’t let the “media” part of social media fool you. It’s really communication. It’s about reading, sharing and connecting. Once you connect, it’s about engaging thoughtfully. “Your brand isn’t the ball, it’s the cannon,” Hugh MacLeod #intalent
- 42. Make it part of the routine #intalent
- 44. Talent Branding Automate your pipeline! Recruitment Advertising Search and head hunting Referrals Networking #intalent
- 45. #intalent