EMPLOYEE ENGAGEMENT & PERSONAL BRANDING – WHAT PROGRESSIVE COMPANIES DO TO RETAIN TOP TALENT

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Frequently
Asked
Ques%ons

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Employee Engagement &
Personal Branding
How Progress Retain Top Talent

How many years
of experience do
you have?

Tell me
about
where you
work…

B2B
Branding

Marke%ng
&
Messaging

Complex
Sale.

Considered
Purchase.

Consistent
Eﬀort.

Your
reputa%on
as
an
employer
and
perceived
value
to
employees

83
percent
of
HR
leaders
say
that
talent

is

the
#1
priority
at
their
company.

56%
say
that
their
team’s
hiring
volume

will
increase.
They
measure
success
on

retenBon,
hiring
manager
saBsfacBon,

and
Bme
to
ﬁll.

While
nearly
70%
of
recruiBng
budgets

are
spent
on
job
boards
&
staﬃng

agencies,
talent
leaders
idenBfy

employer
branding
as
the
#1
area
where

they
want
to
invest
more.

Talent
acquisiBon
is
a
top
priority.

RetenBon
is
too.

Employer
branding
is
eﬀecBve.

Second
most
important
employer
brand
channel
is
LinkedIn.

The
#1
channel
for
quality
hires
is
your
employees.

WHAT
CAN
WE

DO
ABOUT
IT?

Employer

Business
Personal

Personal
Branding
at Work
Valuable
soT
skill
that
drives

employee
retenBon

Proven
strategy
to
recruit
top

talent

Cost-‐eﬀecBve
way
to
create

online
employer
brand
advocates

Empower
Every
Employee to
Promote
Themselves
ArBculate
Their
Value
ProposiBon

CraT
An
Airplane
Pitch

Update
Internal
HR
Systems

Intracompany
Networking

Speak
Up
&
Show
Up

Send
Leadership
Signals

OpBmize
Their
Digital
Footprint

Prospective Hires
Current Employees
Prospects & Clients
Strategic Partners
Vendors & Suppliers
Trade & Local Media
Your Competition

Every employee’s digital footprint
should promote three brands:
1.  Personal
2.  Employer
3.  Business

Baby steps
are still steps
forward STOP:
Using
Social
Media
simply
to
eliminate

candidates

START:
Treat
Social
Media
like
a
content

marke%ng
plaTorm,
and
engage

PEW
RESEARCH
Recruiters
need
to
be
on

TwiVer.
Nearly
two-‐thirds
(61

percent)
of
job
seekers
use
Twiaer
in

their
search,
most
commonly
to
look

at
company
proﬁles
for
opportuniBes

(74
percent).

Pos%ng
job
openings
oXen
on

TwiVer
is
a
must.
Forty-‐one
percent

of
job
seekers
that
use
Twiaer
say

companies
are
“ineﬀecBve”
at

posBng
job
openings
there

frequently.

Baby steps
are still steps
forward STOP:
Believing
your
website
career
sec%on
is

suﬃcient

START:
Showcasing
your
employees
on

YouTube

Baby steps
are still steps
forward STOP:
Ignoring
your
own
personal
brand

START:
Understanding
that
you
are
extension

of
the
business

Baby steps
are still steps
forward STOP:
Playing
small.

START:
Lead
by
example
and
take
thoughTul

risk.

“In
a
complex
organizaBon
like
United
Airlines,

being
able
to
promote
your
skills,
abiliBes,
and

interests
is
criBcal
for
career
progression.

The
personal
branding
training
we
rolled
out
to

high
potenBals
has
given
them
the
knowledge

and
conﬁdence
they
need
to
proacBvely

manage
their
careers.

It’s
been
so
successful
that
we’ve
oﬀered
a

similar
program
to
the
3,000
members
of
our

management
associaBon
as
part
of
a
broader

retenBon
strategy.”

Ellen
Sistovaris,
Director,
Leadership
Development

UAL Program
Elements
Half-‐Day
Workshops
for
High
PotenBal
LEAD

parBcipants

One
Hour
Lunch
‘n
Learns
for
Employee

Resource
Groups

90-‐minute
Deep
Dive
Sessions
for
Managers

60-‐min
Reinforcement
Webinars
for
Remote

Employees

Access
to
On-‐Demand
Content
on
Sway

Academy

Individual
Coaching
Sessions
as
Need

You
Get
What

You
Measure

• Ongoing
Employee

Training
Provide

• Shareable
Content
Deliver

• Target
Behavior
Reward

• Everything
Track

Sway Factor™ - What’s Your Number?
Stand out. Stay Relevant. Be in demand.™

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5 Ways to Unlock the Hidden Value in Your
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Tuesday, July 24, 2018
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EMPLOYEE ENGAGEMENT & PERSONAL BRANDING – WHAT PROGRESSIVE COMPANIES DO TO RETAIN TOP TALENT

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EMPLOYEE ENGAGEMENT & PERSONAL BRANDING – WHAT PROGRESSIVE COMPANIES DO TO RETAIN TOP TALENT