Is your company considered a great place to work? In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it. The good news is that there are multiple things you can do, many of them free, to showcase what makes your company special.
This webcast will cover the following areas:
How to work together with leadership and staff on defining your Employee Value Proposition
Establishing and motivating employee ambassadors
The best channels to promote your employer brand
The key content and resources to help you along the way
Ok I see you think these are billions of companies and major global brands and some of you this too, but not everyone . And I see you think these are not fair comparisons. This is correct , but the beauty of employer branding is that not everyone needs to know your organization . If you have a birthday coming up and people ask where you work and they do not say the same oh I know that does not matter , but if you 're looking ITers and you hunt a Iter and saying , what do you make this actually out . Make sure you send the messages to the right audiences . I will tell you about how to use the power of your employer brand to enhance your recruitment activities and their outcomes to be so successful at your goals for this year but also to achieve the following years.
I spent more time at work than to my children and me with so many others where you work is very important. So if you look at your own organization , what does it mean to work for your organization? Not what you do or do or what role within the organization , but what is the deeper meaning? This is a difficult question for many to answer.
I guarantee you that what gets these guys jumping out of bed in the morning…
Every one of these brand attributes are true of your talent brand.
You have to be relevant to your target market… to the right people… to the talent you need to engage.
You have to be consistent. If you are forever reinventing yourself, you are very unlikely to resonate. Remember, this isn’t a slogan or a campaign, it’s the real experience, the real meaning, of working for your company.
Your talent brand has to be credible. If you are not delivering on the promise, not walking the walk every day with your employees, that credibility gap is going to become a big problem.
Your talent brand has to inspire. Inspire top talent to join. Inspire top talent to stay. Inspire top talent to achieve the best possible results every day.
And your talent brand also has to be unique. Not unique in the sense of being the only company in the world to think the way you do or do what you do, but unique amongst the set you recruit against.
You know who you are up against. You know who some of your best hires choose you over. You know where some of your people leave you to go. What is going to stand you apart from, and ultimately above, them?
SA recruiting leaders agree that talent brand is a priority that impacts their ability to hire top talent. Their actions are now beginning to catch up. Companies can get ahead of the competition by investing in and measuring their talent brand.
Most SA companies believe in Talent Brand but fewer measure it or have enough resources to do it well.
SMB Companies don’t have the resources of a Google or Microsoft to invest in developing their employer brand.
So we want to show you how you can do this yourself in-house.
Tell the audience to record and/or have someone take notes in the focus groups.
It may be useful to draft 3 or 4 EVPs, worded in different ways, to get the perfect one.
This is the stage where you see your story come to life. It is the most exciting stage but can also be the most daunting. The simplest and most effective way to achieve inspiring and authentic content is to use your employees as ambassadors of your EVP and brand.
DIY Employer Branding webcast South Africa
Identify and attract the best
talent in South Africa
Webcast begins at 11AM
5 Steps to a a DIY
Talent Brand Consultant
Media Account Manager
Every candidate you have ever
hired has been on the same
The EVP is what an organization offers in exchange for
employment. It is also referred to as the employment deal.
It encompasses every aspect of the employment experience —
from the organization’s mission, purpose and values, to its jobs,
culture and people, to the full portfolio of its total rewards
Towers Watson Global Workforce Study
What is an Employee Value Proposition (EVP)?
Philips Touchpoint Wheel
Download the 2015
South Africa Talent
Agree that talent brand has
significant impact on the
ability to hire great talent.
Lower cost per hire by up
turnover by up to 28%.
candidates. If you don’t,
someone else will.
Talent brand: Gap between value and action.
Talent brand is prioritised but action is yet to follow
20% 40% 60% 80%
We regularly measure the health of our employer brand
Those responsible for our employer brand have enough resources to do it well
We have a proactive employer brand strategy
Our employer brand has a significant impact on our ability to hire great talent2
Talent brand: SA companies are above average
SA companies are far above
average on talent brand
To stay ahead, SA companies must
continue to create a proactive talent brand
strategy, measure, and invest in their talent
Talent brand is a top priority for our organization
Part 3: Talent Brand
Brazil SE Asia
2015 SA Recruiting Trends
Download the South
Africa Recruiting Trends
Talent in South Africa is more active than the global
average but most are still passive
SA professionals are more likely to seek new job opportunities than professionals in other parts of the world.
5 Steps To A DIY Employer Brand
Leaders People EVP Content Channels
RESEARCH & ANALYSE CREATE & IMPLEMENT
Leaders Research – Talk to your leaders
• Leaders determine the strategic direction of the company
They set the tone of it’s working environment and have
the biggest influence on the employer brand
• Select a number of senior members in the organisation
and ask them about their vision for the company
• What was your decision process in joining this company?
• What does success look like for employees working here?
• What makes the company a great place to work?
• Define the organisation’s leadership style.
• Where will the organisation be in 5 years time?
• What makes the working experience here better than your
• What needs to be improved in the working experience?
People Research – Talk to your people
• Employees live the culture every day.
Their views are the most realistic reflection of
what the company is like to work in today.
• Conduct several focus groups (different groups to gain
different views) with no more than 10-12 people in it
and try to stimulate discussion.
• Why did you join?
• What is the company’s main strength as an employer?
• What can the company improve in it’s employment
• What do your tell friends/family about what it is like to work
• How would you describe the leadership?
• Is the reality the same as your expectation before joining?
Analyse your research to draft your
Employee Value Proposition
• Look for common themes from the interviews and focus
Break it out into topics. For example:
Leaders Culture Rewards
Employee Value Proposition
The EVP should be a statement that captures the “essence” of what it
is like to work at the company. It should clearly communicate what it
“means” to work there.
Get buy in from all stakeholders. This statement will define your company as an employer.
Creating content and telling your
Create content, using your employees as ambassadors, in
the following ways:
Copy Image Video
Hire a copywriter
(or use a strong
internal writer) to
write about the
company based on
the EVP. Ask your
A picture is worth a
so sharing images
that capture your
company spirit and
values is a great
way to showcase
your talent brand.
You can have a lot
of fun making your
own video – check
out this video!
Selecting your channels and
Now your content is ready, it is time to let your target
Channels – think about all of the places, online and offline, where people can learn
what it is like to work for you. Build in the content you have created.
Reference the Philips Touchpoint Wheel.
Communication Strategy – Get your story out there!
• Plan – Define your audience and build a content calendar
• Share your content – where, when and how
• Amplify – Increase and optimise engagement
• Measure & Adjust – Find out if your strategy is working
• See our Content Marketing eBook!
Identify and attract the best talent in South Africa
Webcast 2 :
Identify the Best Talent:
Your Roadmap to
Sourcing Like A Pro
13th of October
Presented by Matt Davis,
To Register for the Live stream follow this link: