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The Key to Recruiting Talent: Showcasing Your Company's Unique Strengths
This document outlines a webinar on developing an authentic talent brand to attract top candidates. It discusses how the recruiting landscape has changed with low unemployment, skills gaps, and increased competition. It emphasizes the importance of having a clearly defined employer value proposition and understanding your audience. The webinar also provides tips on creating and sharing compelling content from a variety of sources, including employees, that represents your authentic culture and values. The key takeaways are that talent branding is critical, authenticity is key, understanding your audience is important, and sharing compelling content that represents your brand is essential.
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Similar to The Key to Recruiting Talent: Showcasing Your Company's Unique Strengths
The Key to Recruiting Talent: Showcasing Your Company's Unique Strengths
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- 2. Wednesday, February 22 12PM CST Duration: 45 Minutes The Key To Recruiting Talent: Showcasing Your Company’s Unique Strengths
- 3. Your Speaker forToday
- 4. Today’s Agenda Autodesk’s TalentAttraction Strategy Why Talent Brand? Autodesk’s Talent Attraction Strategy Autodesk’s Talent Attraction Strategy Developing an Authentic Brand How to Create & Share Content Autodesk’s Talent Attraction Strategy Q & A
- 5. Here’s Why… It’s GettingTougher to Recruit Top Candidates Unemployment Rates A Growing Skills Gap Competition Unemployment rates are at some of the lowest the U.S. economy has seen in 30 years There is a skills gap between talent and opportunity. 20M unemployed individuals, yet 4M open jobs. The workforce is challenged in keeping up with the constant change in “in- demand” skills Companies are feeling the competitive pressures as they go after the same “in- demand” talent as their competitor companies down the road A growing problem for many companiesSource: U.S. Department of Labor
- 6. What Are CompaniesDoing in Response? Source: U.S. Department of Labor Increased spend in overall recruiting budgets, agencies, employee referrals, etc. Greater investment in marketing talent brand and open opportunities Offering training opportunities to current employees in order to address the skills gap Improved “working conditions” Stock options, bonuses, variable salary Reducing the education level and skills knowledge requirements for their open roles Recruiting Marketing Training Skills Requirements Non-Wage Compensation Culture
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- 11. The biggest roadblockcandidates face when changing jobs is NOT KNOWING what it’s really like to work at the company Source: LinkedIn 2016 Global Talent Trends
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- 13. Culture Your company’s personality,who you are as a company, and perhaps more importantly, who you aspire to be Values The principles that guide the organization’s day – to – day decisions; a defining component of your culture
- 15. Do You Havea Clearly Defined Employer Value Proposition? Can you answer these questions? • Who are we? • What do we do? • Why does it matter? • Why do people work here? • What do people like or dislike about working here? • Why do people leave?
- 16. Do some researchto understand what you have to offer If not, find yourself Tools for doing this research Lead discussions with groups of executives Research your company mission, vision, & values Hold focus groups with employees Conduct new hire surveys
- 17. Understand your audience Whatdo they want to hear? Source: LinkedIn 2016 Global Talent Trends
- 18. Understand your audience Directadvice from candidates on what to share about your company Source: LinkedIn 2016 Global Talent Trends
- 19. Identifying key talentsegments allows you to tailor your content Segment your audience Demographics Who are they? Years of experience Seniority Industry Skills Function Degree type Psychographics What are their values and attitudes? Work/life balance Competitive pay Challenging Work Good benefits Inspirational Leaders Behaviors How do they interact with companies? LinkedIn Job Boards Career Fairs Employee connections Passive vs. Active Geography Where are they? Actual geographic location Cultural nuances Currently employed Undergrad Grad school Target Candidates
- 20. Creating & SharingCompelling Content
- 21. Build compelling content Tobe authentic, you need to be true to who you are You’re not all Google, and that’s ok! Your content should represent you.
- 22. The “3 Horsemenof Awesome Content” Build compelling content Useful Emotional Relatable 3 key ways your content can be authentic and successful courtesy of Tara Hunt – Principal at Truly Social, LinkedIn Influencer
- 23. You don’t haveto go it alone, you can get great content from many places Build compelling content Employees Marketing team Industry news sources LinkedIn Pulse Blogs Executives Your corporate website
- 24. Don’t be so“corporate” – mix it up
- 25. 5 Great EmployerBrand Videos This is Zendesk What It's Like to be a Starbucks Partner Come Join Us at OpenTable What it's like to work at Kimberly-Clark Sephora's New HR Campaign
- 26. Don’t just focuson what the content is, pay attention to who’s creating it Mix up your sources as well Source: Edelman Trust Barometer, 2016
- 27. Encourage them tocreate and share content Your employees are your best asset • Create a company hashtag and ask people to share photos • Ask subject matter experts to publish à gives you easy access to content to share and sponsor • Give people pre-made updates with links that they can copy and paste to share and make it available in multiple easily accessible places (your internal site, a regular newsletter, a social media advocacy tool like Elevate) For every 6 pieces of content a LinkedIn member shares, it influences 6 job views 3 company page views 1 company page follower 6 profile views 2 new connections
- 28. Keep these tipsin mind Build with the goal of engagement Including a link boosts engagement by 84% Updates with images get 2x as many comment Updates with videos get 1.5x more shares
- 29. Use what’s atyour fingertips Limited budget or design team? You have a video camera at your disposal Canva is an easy online tool – no graphic design degree needed Info.gram allows you to create and publish beautiful visualizations of your data with charts and infographics.
- 30. Share your story Makea plan, but keep it flexible • Create an editorial calendar • What are you going to share? • When are you going to share it? • What channels are you going to use?
- 31. Optimize your postsbased on the channel Share the right amount at the right time
- 32. 1. Talent Brandingstrategies are a “must have” in today’s economy 2. Authenticity is critical as you explore who you are, and who you aspire to be 3. Understand your audience – don’t share what you want, share what they want 4. Build and share compelling content that truly represents your authentic talent brand Key takeaways