1. +SocialHR+ Social Employment Branding We Make HR Better

2. + What is an Employment Brand? An employment brand is the way your organizationsprospective applicants, candidates, and employeesperceive you as an employer. Geoff WebbIts no coincidence that many of todays most successful and admired businesses Google,Whole Foods, Apple, IBM, USAA, Microsoft and UPS, to name a few are widely recognizedfor their forward-thinking business practices as they are for their reputations as employers ofchoice. These companies all share one characteristic; A Strong Employment Brand.All companies have an employment brand. Not every company, however, realizes just howcritical a role their employment brand plays in both attracting and retaining talent.Our role is to maximize the story around your company, and use the inherent power ofSocial Media to broadcast that brand to a target audience of the right talent for yourorganization.2 3. +Top 7 Reasons to Invest in YourBrand.1. Improved Quality of Candidates: Companies with strong employment brands have an easier timerecruiting qualified candidates, because candidates come in already understanding what the company stands foras an employer. They recognize something in a companys culture that appeals to them and makes them feel as ifthey would be a good fit for the company. A well-communicated brand also helps job seekers understand whenthey would NOT be a good fit for a company, saving them the trouble of applying and you the time of sortingthrough another irrelevant resume.2. More Passive Candidates: A clearly articulated employment brand also helps attract candidates who arenot actively looking to change jobs but would consider a good opportunity if it came their way. A global studyconducted by CLC (Corporate Leadership Council) found that effective employment branding enablesorganizations to reach into a deeper pool of talent. The study of more than 58,000 new hires and tenuredemployees from 90 organizations found that organizations with managed employmen brands are able to sourcefrom more than 60 percent of the labor market, while those with unmanaged brands can source from only 40percent3. Fewer Costs Associated with Turnover: Companies do damage to their employment brand whenthey fail to deliver on the expectations they set for their employees during the interview and hiring process leading, in turn, to higher turnover. In fact, a recent CareerBuilder survey found that 35 percent of workers citedthe company as the main reason they decided to voluntarily leave a previous position, while only 28 percent citedthe job itself.4. Fewer Costs Associated with Recruitment: If you have a compelling and well-communicatedemployment brand message, candidates are more likely to seek you out to inquire about open positions. You saveyourself the time and trouble of sourcing candidates from scratch because theres less of a need to advertise openpositions and wait for applications to come in.5. Happy Employees (A.K.A. Productive Employees): When your company creates an environmentwhere employees feel challenged, feel that their contributions hold valued and are recognized for their efforts,employees become more engaged in their work. This increased level of engagement leads to a higher quality ofservice or product, and, ultimately, a better bottom line.6. Brand Advocates: Speaking of engaged employees When people love their jobs, they tend to be vocalabout it. For this reason, employees can be your greatest asset not only in driving your business forward, but alsoin filling your talent pool. Because they know what it takes to fit in and work for your company, employees are theutmost authority on who else will make a good employee. They also know how to sell your company to their peersbecause they know first-hand what job seekers want in their ideal employer.7. A Better Bottom Line: Research has shown a definitive link between a companys employment brand andits financial performance. A recent study of publicly traded companies on FORTUNEs 100 Best Companies toWork For In America list by professors at Michigan State University and University of Wisconsin-Madison showeda connection between the strategy of developing an attractive workplace and performing financially well. Beingan attractive employer may create an important intangible asset, positive employee relations, that differentiatesthe firms in a value-producing way, the authors wrote3 4. + Communicating Your Brand Through Social MediaSocial media provides a great platform for companies to communicatewith employees and candidates about everything from announcing newopportunities to discussing the benefits of working at their company. Ifyour company has a profile on a social networking site, make sure youreutilizing it in the most effective way.Create an Authentic User Experience Use your social networking profile page (such as aFacebook page) to post compelling content (such as videos, photos, article links or statusupdates) that provides insight into what its like to work at your organization information userswouldnt find anywhere else. By providing them an inside look at your organization, yourecreating an exclusive user experience, engaging them and compelling them to want to work foryou.Listen, Learn and Engage This step denotes an ongoing process. Once you have a profileand are active on the site, you can start to listen to the conversations about your brand. Allowemployees and job seekers to post questions about the company. You may find that theyreconcerned about issues you never would have considered addressing before. Dont be afraid ofcriticism, either. This is an opportunity for you to respond and clarify misconceptions about yourbrand. (Because the truth is that people are going to talk about your brand regardless ofwhether youre there or not. At least now you have the opportunity to steer the conversation inyour favor.)4 5. +Highlight Specific Jobs We use the medium as a platform to give information beyond just a jobdescription. You can post employee testimonials, for example, of others who hold that position andwant to be advocates for the company and the job.Visually Stimulate - Sharing videos and photos of company events is a great way to givecandidates snapshots into your organization in ways theyve never seen. Day in the life videos, forexample, give would-be employees an idea of what its like to work for your company, and theyresonate stronger than anything job seekers might read.Boost Your Rankings We explore other social networking sites where you can create a companyprofile and disseminate information. A presence on multiple social networks will improve yourrankings in Google and Bing search results, making it easier for job seekers to find you when theyperform organic searches for either your company or your industryPromote Tapping into those passive talent streams and connect with your ideal talent requirespromotion both internal and external. We use your social networks to market your open positions,company news, or other messages you want to get across to job seekers. We make sure tocommunicate internally as well, so your employees can further their efforts as brand advocates andpush that information out, too.Dedicate Time and Effort It takes time to build a following and generate engagement (and evenlonger to see a return on your business), but in the long run, you will reap the rewards for our efforts.5 6. +What Gets Measured Gets DoneBelow are the metrics we will provide to test the effectiveness of your employment brand:Attraction:Retention: Number of job applicants per dollar spent Turnover of new hiresadvertising the job Turnover of veteran employees Quality of job applicants per dollar spent Employee satisfaction and engagement Candidate acceptance rate per dollar spent Aided and unaided awareness response rate Cost per hire Length of time to fill job openings Today companies like yours rely on SocialHRs SocialEmployment Branding solutions to maximize the way they target, engage and attract their Employees.6 7. Digital WorkforceDigital Employment BrandOptimization:Audit: Do you know what people are saying Do your employees have the profile about your company online?presence to attract the best talent? Do you have a sense of your true Have you trained them on how to digitial reputation?optimize their digital IDs? Do you understand who the digital We provide a simple influencers are within yourtraining/optimization solution that organization?scales to the size of your We perform a comprehensive auditorganization of your digital brand taking into account: o Social Media o SEO o SentimentVideo Branding Solutions:Digital Brand Strategy Did you know that video has an 85%Consulting: retention rate over two months What is your employment brand? compared to a 3% retention rate for What are the key messages to attract text? talent? Did you know that an individual is How can those messages map over 79% more likely to accept a peer differing skill sets? recommendation over an How do you digitally optimize your advertisement? messaging? We provide the means to produce a What delivery methods do you use? video that highlights your true We provide all the consulting employment brand that can easily be services to answer these questions distributed via your employee for you. Our consultants are well populations social profiles. versed both in the arts of employment/recruitment marketing but also the deep dive in strategy around Social Media and Messaging.7 8. Career/Website UX Design/Audit: Does your career site attract candidates? Do you lose applicants due to long application procedures? Is your messaging attracting the right talent at the right times? Is it difficult to navigate your site? We delve into a deep audit of your career site including heuristic testing with your own applicant base to see what improvements can be made from an intrinsic design perspective. We then make recommendations to your Talent Teams that can be implemented either a) In House by your design teams or b) by a Radical Events team member.Content Outsource: Are you creating content to speak to a talent or customer community? Are you hoping to attract talent through content marketing? Are you struggling with messaging and mapping? Do you feel like you need an extra pair of hands to help you produce your material? Are you a vendor trying to capture a significant market through content? Then we can help you both map out compelling messaging and map that messaging to a content release schedule and even go so far as to ghost write the content for your organization.8 9. + SocialHR+Contact Us Today:65 Elmer AvenueToronto, Ontario M4L 3R6416-907-9506http://www.socialhr.biz