EB Encyclopedia
1. BRANDS TO FOLLOW: Lidl presenting new talent brand
Oh yahs, we know the joy when tones of research and endless disscussions finaly ends up with announcing the new talent brand startegy! Exciting moments! Happy for Lidl global team reached that moment after 18 months of the journey 🙂 Fingers crossed for countries’ rollout now!
New EVP pilllars being announced:
✅ Freedom within a framework
✅ Authentic und diverse images
✅ High flexibility for our countries
✅ Colorful and enthusiastic designs
#EVP #talentbrand #lidl #umbrellaEVP
2. BRAND TO FOLLOW: Allianz boosting open candidates communication
We are all on the journey to openly communicate with job market. Some setting up the the Linkedin profile, some implementing employee advocacy, some building a hotline or live chat at their career website. Here is another way how to take care of your candidates being able to know all that they need/want to. Great move into the candidate-centric approach and yet using your employees to boost it! well done, Allianz team!
#careerwebiste #opencommunication #employeeadvocacy #candidateexperience
3. ACTIVATION TO FOLLOW: Google using candidates’ referrals
People who apply to your company simply have power. Their stories from the recruitment process can be appealing and, if honest, engaging. A good example of such a piece from Google’s candidate.
? TIP – candidates’ stories haven’t to be published on your career site, sometimes it is better to use their native medium, especially when the job position is kind of a niche.
? Link to the candidate blogpost HERE
#contentstrategy #referrals
4. NUMBER TO USE: remote work = higher productivity
Still struggling to convince your CEO to remote work? Here are so numbers (but also challenges to be prepared for) from few research reports collected all together by VentureBeat ??
Omdia’s Future of Work survey, which compiled over 300 responses from executives at large companies, implies that working away from traditional offices will become the new norm. Fifty-eight percent of respondents said they’ll either be primarily home-based or adopt a hybrid work style, while 68% of enterprises believe employee productivity has improved since the move to remote work.
? Full article HERE
#remotework #remotculture #EVP
5. TASK TO CATCH UP: decide on your culture shift after c19
As the pandemic strained and tested the worker-employer relationship there is an urgent need on deciding and communicating what is work, how we define our culture and what does it mean to employees. Nice report from Deloitte, showing the 4 possible scenarios you can take. No, they are not obligatory, you can take your own direction, but at least start here.
A must-to-read position to those working on #EVP or #employerbrandingstrategy ?
6. CHECKLIST TO USE: before applying for $ questions
Let’s be honest, we all money to execute the projects in #employerbranding well. Even the small projects or internal-resources based ones. So buy-in strategy is as important as delivering the project itself. How to pitch to your boss/decisionmaker on employer branding budget? Here is the checklist from Papirfly with a bunch of questions you can use to prepare yourself to SELL THE EB PROJECT. Good luck! ps. As it needs practice, test the elevator pitch method first 😉
#buyin #pitch #projectmanagement
7. TOOL TO USE: hiring managers video
As two big questions every candidate has are, “Will I fit into my team culture?” and “What will my manager be like?” here is the tool helping to answer that: hiring managers video!
Why it is important? (from Stories Inc)
- 72 % of hiring managers believe they provide clear job descriptions. Yet, 36 % of candidates find most job descriptions fail to give insight into the role or culture. (HR Dive)
- Candidates find employee voices, including hiring managers’, three times more credible than the CEO’s when it comes to talking about working conditions in that company. (Glassdoor)
- 58 % of candidates who are leaving their current jobs due to culture cite their managers as the reason. (SHRM)
??TIP: these videos don’t have to be perfect as we all leaving the TikTok way these days 😉 They need to be natural. So teach you hiring managers how to do it to make them be cool with video recording.
✍️ See the checklist “how to prepare” from OnGig HERE and look at the randomly selected example:
#jobad #tools #videojobdescription #jd #hiringmanagers
8. SKILL TO GET: bonding with tech candidates
As Linkedin is dead for tech recruitment they say ;), we need to find/test/find other ways to not only reach but to BOND with tech candidates. Funny, yet cynical sometimes, yet true most of the points, piece from Iwan Gulenko on that. Nice reflection and tips on how to talk to tech people being the non tech one 🙂 We like it. You can review it HERE
#tech #recruitment #techrecruitment #sourcing
9. PODCAST TO LISTEN TO: brands taking to undergrads on TikTok&Insta
Great episode from Employer Content Marketing Pod on #tiktok and #instagram. It is a about what content students have been creating and sharing and how brands can engage with them on Instagram and TikTok. Well done and thank you Chris Le’cand-Harwood for bringing Miles Tragen (Redbull Student Ambassador) to your podcast ?
#tiktok #instagram #podcast #socialmedia
10. DATA TO CRUNCH: uncovering your missing talent pool
Most of the companies we know are increasingly desperate for workers. At the same time, an enormous and growing group of people are unemployed or underemployed, eager to get a job or increase their working hours. However, they remain effectively “hidden” from most businesses that would benefit from hiring them by the very processes those companies use to find talent. Have you been reviewing the missing talet pool lately?
Nice guidebook on how leaders can improve hiring practices TO UNCOVER MISSED TALENT pools, close skills gaps, and improve diversity from Accenture & HBS??
#missingtalents #talentacquisition #personas #report
BONUS PART: Employer Branding Stars 2021 Winners!
Congratulations to all Employer Branding Stars Winners announced on 22th of September! We do appreciate your hard work on the way to be a Star! Well done and fingers crossed for you further development!
ps. you can join us whenever you feel your brand is ready! See more HERE
