BUILDING YOUREMPLOYER BRANDH O W C A N Y O U U S E Y O U R C A R E E R S B R A N D T O AT T R A C T T O P TA L E N T ?

AGENDA

WHAT IS AN EMPLOYER BRAND?

THE COMPONENTS OFAN EMPLOYER BRAND

TELL YOUR STORY

UNDERSTAND YOUR AUDIENCE

OPTIMIZE YOUR EFFORTS

MONITOR YOUR EMPLOYER BRAND

CREATE ADVOCATES

GET STARTED IN 7 STEPS

PROFILES OF SUCCESS

This presentation and the companion eBook can be downloaded at http://slideshare.net/amyneumann

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 2

37% O F C A N D I DAT E S MOVE O N T O T H E N E X T O P P O R T U N I T Y I F T H E Y C A N ’ T F I N D ANY R E L E VA N T E M P LOY E R INFORMATION. 1

WHAT IS AN EMPLOYER BRAND?

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 3

Your company projects a brand, whether you mean it to or not.

“Figure out what you stand for and how to communicate that on a regular basis, so you can build an audience that believes in your

company and will want to work for you.”

— Joe Pulizzi, founder of the Content Marketing Institute

THE COMPONENTS OF AN EMPLOYER BRAND

CULTURE

What is it like to work for your company on a daily basis?

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 4

MISSION

What goals does your company have for itself and its employees?

VALUES

What operating philosophies and principles define and guide your company?

A BAD REPUTATIO N C A N C O S T YO U AN E X T R A$ 4, 7 23 PER EMPLOYEE. 2

TELL YOUR STORY

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 5

For job seekers, considering a new position is an exercise in imagining their own future. Paint the picture for them.

UNDERSTAND YOUR AUDIENCE

76% of full-time, employed workers are either actively looking for a job or open to new opportunities.3

Understanding active versus passive job seekers allows you to use the right tools for each audience.

6 8 % O F E X E C U T I V E S SAY A C T I V E J O B S E E K E R S ARE M O S T IDEAL D U E T O MOTIVATION. 4

PA S S I V E C A N D I DAT E S ARE 120% MORE L I K E LY T O MAKE AN IMPACT AND ARE 56 % MORE I N T E R E S T E D IN A G O O D C U LT U R A L FIT. 5

6

THE ACTIVE SEEKER

• You can best target active seekers through strategies such as job postings that include targeted keywords, newsletters, blog posts, podcasts and video.

THE PASSIVE SEEKER

• Passive candidates can become active seekers in the future, so it is important for this demographic to be aware of and understand your employer brand.

• You may need to target them specifically through social media or by soliciting referrals.

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 7

OPTIMIZE YOUR EFFORTS

38% OF JOB SEEKERS S P E N D O N E T O T W O H O U R S R E S EA R C H I N G A J O B AND 18% S P E N D T W O T O F O U R HOU RS . 7

Make information about your employer brand readily accessible on your website and social media, and a part of your company’s larger search engine optimization (SEO) and search engine marketing (SEM) strategy.

T H E NUMBER O F

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 8

J O B S E E K E R S U S E 616= S O U RC ES AVERAG E

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 9

SOCIAL MEDIA IS A BIG OPPORTUNITY

SEO/SEM STRATEGIES

• Use keywords that are relevant to your job description. Include brands or products, industry-specific terms, and alternative job titles and location.

• Make sure a concise branding message appears on a variety of outlets, including job posts and social media.

• If you are only beginning to build your online presence, consider paid advertising like paid search advertising, pay-per-click advertising and social media marketing.

10

MONITOR YOUR EMPLOYER BRAND• Conduct regular search-engine queries of

your company.• Set up email alerts to let you know when

your company is mentioned online in news stories and on social media.

• Monitor employer review sites like Glassdoor and Indeed to see what people say about what it’s like to work for your company.

• Consider using third parties, such as brand consultants or social listening tools, that can analyze information about your company.

• Ask for your employees’ opinions (anonymously) about what they feel your employer brand is and compare their perceptions to your stated brand.

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 11

CREATE ADVOCATES

Magnify the power of your employer brand by sharing it through newsletters, articles, blog posts, videos or podcasts.

“Pick a form of content that you do really well and focus on that first. Your goal is get people engaged with your story and sharing it, so you can build an audience that becomes an advocate for your organization.”

- Joe Pulizzi, CMI

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 12

DRIVE TO APPLY

Analyze and streamline your application process.

Having a mobile-friendly website and application is key.

O N E IN T E N MILLENNIALS SAID THAT THEY MIGHT S T O P CO N S I D E R I N GA COMPANY IF THEY DIDN’T HAVE A MOBILE PRESENCE. 9

T HRE E

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 13

O U T O FF O U R J O BS E E K E RSH U N T F O RA J O BO N THEIRMO BIL EDE V I C E .10

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 14

More than 60% of all traffic on Advance sites was mobile in 2016.

“Three-quarters of internet usage will be mobile in 2017” – Fortune, Reuters

GET STARTED IN 7 STEPS

15

Pulizzi suggests starting by distributing content to your company’s employees, then encouraging them to share it in their social networks.

Consider the following for engaging your audience.

1. KNOW YOUR AUDIENCE2. MAKE IT RELEVANT3. SAY IT WITH PICTURES4. TAP YOUR CURRENT

EMPLOYEES5. KEEP YOUR CAREERS PAGE

CURRENT6. NARROW YOUR FOCUS7. ENGAGE DIRECTLY

Why use Data Ingestion?

• Utilizing your customer database or CRM information, it is possible to expand upon what you know about your talent and help you find them in the online world.

Goals of Data Ingestion/CRM Services:• Allows you to send messaging to your talent anytime they are

online, and not just via email. Additional capabilities allow for audience profile analysis for more relevant messaging strategies.

Tactics Utilized:• Data imported and anonymized for privacy• Anomous data points matched to active web devices (computers,

phones, tablets, etc)• Messaging can be tailored to audiences based on interests,

affinities and other behavioral attributes

DATA INGESTION – DOING MORE WITH YOUR DATA

1. KNOW YOUR AUDIENCE

Consider the traits and habits of your best employees. What interests them? What challenges do they face?

2. MAKE IT RELEVANT

Create content that relates to the interests and concerns of the people you want to hire and connects them to your company.

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 17

3. SAY IT WITH PICTURES

People process images more quickly than text. A visual element makes people more likely to remember and share content. Social media platforms like Instagram and Facebook provide good forums for telling your company’s story visually.

4. TAP YOUR CURRENT EMPLOYEES

Ask employees what it is like to work at your business, and use those stories to create content they can share to their own social and professional networks.

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 18

5. KEEP YOUR CAREERS PAGE CURRENT

Maintain an active careers page with job openings and include contact information for hiring managers, salary, benefits, your company’s approach to work/life balance, perks, and information on team structure and roles.

6. NARROW YOUR FOCUS

Use big social networks like Facebook and LinkedIn, and also job boards and online groups specific type of hire you want.Top niche job categories:• Healthcare

& nursing• IT &

engineering• Energy

• Trucking & construction

• Diversity & veterans

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 19

7. ENGAGE DIRECTLY

Use social media to speak directly about issues in your industry.

Use sites such as Facebook and LinkedIn to speak to candidates directly by sharing information with them, commenting on posts they make or even actively recruiting them.

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 20

PROFILES OF SUCCESS: THE 7 STEPS IN ACTION

Let’s take a look at how major companies have addressed employer branding challenges—and how you can use their ideas to boost your own brand.

21

CHALLENGEMaking their workplace stand out from the crowd

SOLUTIONZendesk, a customer service software company, created a humorous video to show potential employees what it is like to work in the company offices. It also shows local restaurants, coffee shops and bars where employees go to get lunch and hang out, giving potential hires a holistic view of what it’s like to work for the company.

LESSONWorking for a company goes beyond the office. Providing as much information as you can about work life helps potential employees understand your office culture, including what sets it apart from your competitors. That way they are more likely to know if they’re a good fit for the company before they apply.

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 19

CHALLENGEBuilding an engaging careers page

SOLUTIONMen’s clothing company Bonobos created a careers page that’s all about the user experience. Text is concise, easy to read and explains the company’s mission and culture. High-quality photos make the site and the company visually appealing. The up-to-date list of job openings lets users click on a job to read its description and complete an easy-to-fill-out application. The page design works well on both desktops and mobile devices, and job applicants can apply on either.

LESSONAn up-to-date jobs page with a clear and simple application process helps convert interested parties into applicants. For a company like Bonobos, which has a Millennial client and employee base, a mobile option for job applications is crucial.

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 20

CHALLENGEHarnessing the power of pictures

SOLUTIONSoftware company VMware has been using its Instagram account @vmwareu to help attract college students to its entry-level positions. In addition to posting inspirational messages and calls to action, the account highlights pictures of recent hires having a good time in and outside the workplace. These pictures give job seekers an idea of what it’s like to work at VMware, while making the experience look fun.

LESSONYou don’t need a comprehensive, elaborate visual brand to make use of striking visuals. Pictures are processed faster than words and can help make a workplace look attractive to potential hires.

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 24

BUILDING YOUR EMPLOYER BRAND

Remember, if you need help implementing any of the brand- building ideas we shared, we’re a full-service agency ready to do all the hard work for you.

As your local recruitment resource, Advance Ohio experts understand the job search habits of candidates and can ensure you have the visibility, industry insights and tools you need to be successful with your hiring efforts.

OUR SOLUTIONS• Employer Brand Development• Content Marketing (Native and

Branded)• Job Postings, Distribution &

Optimization• Social Media Optimization• Search Engine Marketing• Custom Career Website Development• Display (Digital and Print) Advertising• Direct Mail

Learn more about your recruiting options by contacting Amy Neumann at aneumann@advance-ohio.com

Advance Ohio uses data to implement proven industry solutions to drive measurable results for our clients.

Through solutions crafted for each industry we serve, we ensure the right message reaches the right audienceat precisely the right time and place.

Advance Ohio is part of Advance Local, a leading media company comprised of 12 local affiliated news and information websites that rank #1 among local media in their respective markets and more than 30 affiliated newspapers known for their award winning journalism.

Advance Local is part of Advance Publications, along with Condé Nast and American City Business Journals.

This presentation and the companion eBook can be downloaded at http://slideshare.net/amyneumann

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 25

ADVANCE- OHIO.COM BUILDING YOUR EMPLOYER BRAND 26

THANK YOU

Amy NeumannAdvance Ohio

https://www.linkedin.com/in/amyneumann

Presentation and eBook available to download:http://www.slideshare.net/amyneumann

NOTES:1. CareerBuilder, “Candidate Beavior Study,” 2016 http://www.careerbuilder.com/share/aboutus/

pressreleasesdetail.aspx?ed=12%2F31%2F2016&id=pr951&sd=6%2F1%2F2016

2. LinkedIn, “Winning Talent,” August 2015 https://business.linkedin.com/content/dam/business/talent- solutions/global/en_us/talenttrends/2015-us-canada-talent-trends-report.pdf

3. See note 1 above

4. Futurestep, September 2015 http://www.futurestep.com/news/futurestep-survey-motivations-and- drivers-trump-skills-and-experience-when-sourcing-job-candidates/

5. The Undercover Recruiter, “How to Recruit Passive Candidates,” 2011 http://theundercoverrecruiter. com/infographic-how-to-recruit-passive-candidates-online/

6. See note 1 above

7. Talent Board, “North American Candidate Experience Research Report,” 2015 http:// www.thetalentboard.org/wp-content/uploads/2016/02/2015_NAM_Talent_Board_ Candidate_Experience_Research_Report_FINAL_160208.pdf

8. Indeed, “Talent Attraction Study,” 2015 http://offers.indeed.com/rs/699-SXJ-715/ images/TalentAttractionStudy.pdf

9. See note 1 above

10. Glassdoor, “The State of Mobile Job Search,” 2014 https://www.glassdoor.com/employers/blog/mobile-survey/

27