1.
Employer Branding
Essentials
4 Tips on Becoming a Top Company
from Cisco and LinkedIn

2.
Stacy Takeuchi
Senior Talent Brand Consultant
LinkedIn
Aaron Rector
Senior Talent Brand Manager
Cisco

3.
• Top Attractors – introducing
the new ranking
• Cisco’s approach to talent
brand management
• LinkedIn + Cisco’s tips for
strengthening your talent
brand
Agenda

4.
How did we determine
the Top Attractors?
We assessed companies on four factors to determine who
was most sought-after:
Reach
How well-known
they are.
Engagement
How much interaction
their content receives.
Job interest
How much interest
their jobs generate.
New hire staying
Power
How well they retain
new hires.

5.
A breakdown of
the most attractive
companies

6.
A breakdown of
the most attractive
companies

7.
$4,723
1 Burgess, Wade. Research Shows Exactly How Much Having a Bad Employer Brand Will Cost You. 30 Mar 2016.
The additional cost per employee hired, when an
employer fails to invest in its reputation

8.
Cisco Talent Brand Journey

9.
Social/
Content
Unifying brand &
amplifying core messages
using We Are Cisco
Talent Brand Channels
and engaging employee
driven content, including
stories, photos, videos &
blogs.
By driving quality content,
we will continue to build a
authentic engaged
community of both
employees and potential
employees of Cisco.
Events
Strategic event
participation and
collaboration to grow
Cisco’s brand visibility,
creating personal
connections through
thought provoking and
innovative event
execution to attract and
attain top talent globally.
Career Site
Create a dynamic and
engaging site for job
seekers to quickly and
easily discover career
opportunities at Cisco
and educate about the
amazing culture,
benefits and programs
that await them at Cisco.
Recruitment
Marketing
Improve rankings and
awards across most
impactful indexes
(LinkedIn, Glassdoor,
Fortune).
Implementing marketing
strategies that bring
qualified leads.
Specializing business
hiring campaigns.
LinkedIn 4 part strategy
approach.
Cisco Talent Brand Team Pillars

10.
We Are Cisco

11.
Expand your reach:
rally employees to
spread the word about
your company
1

12.
• Encourage employees to
update their profiles
• Utilize new hire orientation as
an opportunity to share your
social vision
• Make it easy for employees to
post and engage with content
• Support employees when it
comes to expanding their
networks and being social
For more profile inspiration and tips, check out
6 Steps to Building Your Recruiter Brand on
LinkedIn and other great examples of
headlines and summaries.

13.
Build engagement:
reach talent via Company
and Career Pages
2

14.
How Does Your Career Site Stack Up?
Career site is the #1 place that candidates
go to explore and learn about working at
your company.
“The vision for Cisco career site is to
create a dynamic and engaging site for
job seekers to quickly and easily discover
career opportunities at Cisco and
educate about the amazing culture,
benefits and programs that await them at
Cisco.”
1. Responsive design/Mobile apply.
2. Showcasing employee testimonials.
3. Strategic user pathing throughout site
to easily find information.
4. Link to 3rd party sites for candidates
to explore more.
5. Focus on the visuals!

15.
Each channel you use for Talent Brand has
a different purpose and use.
For LinkedIn, we’ve seen that our followers
are looking for both culture/fun, as well as
business impact.
Cisco has also used different careers
pages to be strategic in how we approach
unique recruiting needs.
Created a Greater China specific page to
help meet regional needs.

16.
Boost interest in
your jobs:
talk company culture in
your descriptions
3

17.
To get more views, stick to standard
job titles
To get more applies, show off your
culture and values
Tips:
1. Use natural/inviting language in
your job descriptions.
• By humanizing your job
descriptions, data shows that
candidates respond positively
which drives applies.
2. Highlight team culture in job
descriptions.
• Candidates are looking to see
what it is like to work on a
team, so paint a picture to
share team culture/dynamics.

18.
Job Description Update: Before

19.
Job Description Update: After

20.
New hire staying
power:
onboard well, build skills,
and pave the way for
advancement
4

21.
Ensure the authenticity
of your hiring process
Make certain the candidate-to-
employee transition is smooth
Create and highlight career
advancement opportunities
Download our Onboarding in a Box Toolkit for all
the tools and resources you need to develop a
great new-hire process.
You can find out about developing a more formal
internal hiring process and other fresh ideas in 3
Ways to Increase Employee Retention

22.
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