Data & creativity: How marrying the two can inform your employer | Talent Connect 2017branding strategy

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This document discusses how employers can use data and research to inform their employer branding strategies in three key ways: 1. Data from both internal and external sources can provide insights into the target audience for an employer brand, including their backgrounds, goals, and reasons to believe in the brand. 2. This audience research and analysis can then help identify the right employee value proposition, channels to reach the target group, and key messages to express through the employer brand. 3. Employers should establish metrics to measure the success of their employer branding strategy based on this data, such as career website traffic, brand awareness, social media engagement, quality of hires, and time to hire. Regular measurement allows employers to refine

Recrutement & RH

Data & Creativity:
How marrying the two can inform your employer
branding strategy
Laura Gregg
Solutions Consultant

Employer Branding – where to spend your time
Measurement
11%
Strategy
33%
Research
34%
Deployment
22%
Source: Universum

Four data types to watch out for
Broader view
data about
industries and
talent pools
MACRO MICRO
Measured in
numbers
QUANTITATIVE
Information on
qualities/attributes
QUALITATIVE
Data about
your company

How data can inform
strategy

Channels
Images: Freepik

What data to look at internally
INTERNAL
• EVP
• Career Website
• Social Media channels
• Current employees
• Candidate experiences

EXTERNAL
What data to use to build profiles
of candidates
• Paid research
• Talent Pools
• Social Media channels
• Whitepapers
• News

QUESTIONS TO ANSWER
• What’s the background?
• What’s the goal?
• Who’s our target audience?
• What action would we like them to
take?
• What’s the reason to believe?

What success looks like for you
SOCIAL MEDIA ENGAGEMENT PIPELINE

What success looks like for you
QUALITY OF HIRE TIME TO HIRE

RESEARCH
ANALYZE
BRAINSTORM
LAUNCH
MEASURE

Why data, why now?

Top Trends
SKILLS
SHORTAGE
COMPETITION INNOVATION

Three Takeaways
What’s the insight
into your audience?
INSIGHT
What action can you
take from that
insight?
EXPRESS
How will you know if
you’re successful?
MEASURE

Thank you

Data & creativity: How marrying the two can inform your employer | Talent Connect 2017branding strategy

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Get an in-depth look at all the new features rolling out this quarter. New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results. Live Demos: Get an in-product demonstration of the updates with our product experts. Presenters: Maridawn Lamb, Customer Success Manager Brad McIntyre, Customer Success Manager Sankar Venkatraman, Global Product Evangelist

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Quarterly Product Release Webinar: Summer Edition

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When it comes to investing in diversity, 71% of talent professionals report that achieving gender parity* at their company is a top priority.1 And while there is a long way to go to get there, a thoughtful, data-driven recruiting strategy can help you make meaningful gains toward that goal. To understand how gender impacts the candidate journey, we analyzed LinkedIn data on billions of interactions between companies and candidates from job applications to recruiter outreach and hires. The results show that while women and men explore opportunities similarly, there’s a clear gap in how they apply to jobs — and in how companies recruit them. The good news is that this data is actionable. This report will help you improve every step of the job seeker journey on LinkedIn, from how you position your employer brand and interact with candidates, to benchmarking your gender diversity hiring goals against your industry. Your push for #BalanceForBetter can start today.

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LinkedIn Talent Solutions

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Quarterly Product Release Webinar: Spring Edition

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Data & creativity: How marrying the two can inform your employer | Talent Connect 2017branding strategy

1.

2. Data & Creativity: How marrying the two can inform your employer branding strategy Laura Gregg Solutions Consultant

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5. Employer Branding – where to spend your time Measurement 11% Strategy 33% Research 34% Deployment 22% Source: Universum

6.

7. Four data types to watch out for Broader view data about industries and talent pools MACRO MICRO Measured in numbers QUANTITATIVE Information on qualities/attributes QUALITATIVE Data about your company

8. How data can inform strategy

9. 1. Your Employee Value Proposition & Employer Brand 2. Target Audience 3. Channels

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13. Channels Images: Freepik

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16. What data to look at internally INTERNAL • EVP • Career Website • Social Media channels • Current employees • Candidate experiences

17. EXTERNAL What data to use to build profiles of candidates • Paid research • Talent Pools • Social Media channels • Whitepapers • News

18. QUESTIONS TO ANSWER • What’s the background? • What’s the goal? • Who’s our target audience? • What action would we like them to take? • What’s the reason to believe?

19. What success looks like for you CAREER WEBSITE TRAFFIC BRAND AWARENESS

20. What success looks like for you SOCIAL MEDIA ENGAGEMENT PIPELINE

21. What success looks like for you QUALITY OF HIRE TIME TO HIRE

22. RESEARCH ANALYZE BRAINSTORM LAUNCH MEASURE

23. Why data, why now?

24. Top Trends SKILLS SHORTAGE COMPETITION INNOVATION

25. Three Takeaways What’s the insight into your audience? INSIGHT What action can you take from that insight? EXPRESS How will you know if you’re successful? MEASURE

26.