Search “roadmap employer brand on Google,” and you’ll be met with over 2.5 million results in just over half a second. With so many directives and options, Crystal Miller Ray and Rachel [last name] led a member call to distill some advice on getting started using this tactic to lay out your EB and RM plans.
There are numerous lists and awards that HR technology vendors have cobbled together to raise their brand and product awareness. They want to get the eyes of their audience on a piece of content by highlighting the people who already have the gravitational pull of their attention.
The Talent Brand Awards are nominated, judged, and presented by practitioners who are doing the talent brand work.
Glassdoor. The review site that we have a love/hate relationship with. It’s one of the main platforms out there that provides a perception of organisations that we can’t control. So how do we manage it effectively? From creating the right strategy for your organisation, to getting effective leadersp buy in and writing reviews that really listen, our recent TBA member call went through how we can properly manage the platform.
But – what’s the next step for you? For those of us in the wonderful world of employer brand and recruitment marketing, knowing those next steps can be difficult. What have been the main things that have helped you achieve more, hit those targets, get that promotion?
Was it a stretch assignment? Was it personal development and learning? Was it attendance at industry-specific workshops and conferences where you built connections and learned from your peers?
In the current job market, competition for hourly talent spans across industries. Regardless of whether a job is in healthcare, logistics, or customer service, hiring managers find themselves competing for the same talent. When it comes to communicating well to potential candidates and then retaining great hourly talent once they join the team, talent branding plays a pivotal role.
You know how a duck looks graceful on top, but under the water you know they are paddling their legs to stay afloat? That in a lot of ways describes our amazing Talent Brand Alliance Marketing team.
Before and after any virtual conference, learning session, or many of the great things that TBA does, there is a group of incredibly talented and passionate employer brand folks in the background making it successful. That is our marketing team .
Rita will be supporting the TBA board members and initiatives, including facilitating member connections and value as the alliance launches formal membership levels, the production of new Summit events, and the migration of all member activity into the new community platform. Our favorite part of the news? She’s been a talent brand practitioner and active community member for years, and understands the complexities and challenges of our growing profession.
Diversity. Equity. Inclusion. For a time, these words have simply identified metrics to follow. The depth of their meaning reflects the fullness of our humanity, and priority conversations in C-suites are breathing life into their companies by making these organization-wide priorities. As the tide changes from DE&I simply as talent acquisition buzz words to substantive initiatives, what does that mean for our brands?
We discussed exactly this on a recent TBA member call. Here are some points to ponder as you guide conversations, activities, and practices that shape your organization.
As Talent Branders, when we’re given the keys to run our strategy, our first reaction is to look at the traditional networks in terms of creating content. By doing that, you naturally look at Facebook, Instagram, and Twitter. More times than none, our marketing peers don’t feel that employer brand has a place on LinkedIn, so we in turn discount the platform to some extent. LinkedIn is simply considered to be a place to share your jobs (paid and organically).
But what if we took a different approach to LinkedIn?
Many employer branding practitioners will agree that when you are setting up employer branding in your organisation, you won’t have a lot of budget to start with. And if you have to build this brand across borders, your budget dilutes even more. This post is showcasing a way of setting up the strategy and creating your employer brand momentum.
We all likely want to hit the fast forward button to get to a better place, so that’s our focus for the 2021 Talent Brand Summit events. We’re focusing on the future of work, the future of talent branding, and the future of our professional community.
Winner winner chicken dinner! There is no talent brand without the talent and our professional group radiates talent! Join us in congratulating the 2020 winners and read here how they are moving the needle within our industry.
A career in employer branding and recruitment marketing has its unique challenges. Whether it’s getting budget or buy-in, explaining what you do, getting stakeholders on board or just having a career path, it can be difficult. So I decided to put together a dream list of sorts, of the things I (and let’s face it, we) really wished we had. We might have one or two of them, and the lucky few might even have all of them. For the majority of us, especially as solo talent branders, this really is our wish list!
Our inaugural Talent Brand Alliance board have allowed us to grow in new and exciting ways over the last two years. We’ve added over 50% new member growth, and five new local chapters internationally.
The bar is set high, and we’re excited to share the next iteration of employer brand, recruitment marketing, and talent attraction leaders to support our community!
These five amazing talent branders will be joining our current Community and Partnerships board leaders, the amazing Lindsey Sanford and Aaron Kraljev respectively, as well as our co-founders and board co-chairs, Will Staney and Bryan Chaney.
Mistakes happen. We’re human. And in the young discipline of employer branding, there are often many opportunities for growth and learning. Here Haley Sasser shares a few of her more memorable mistakes.
Recently Manuel Angel shared about his experience as a Talent Brand professional in Latin America where the market and the mentality have notable differences from other parts of the world. In this follow up, he explores how COVID-19 has changed significant elements of hiring practices.
As part of our next phase of growth and change, we are excited to announce that nominations for these five board seats are currently being accepted. We’ll confirm all nominations with in-depth information about the key result areas for each board member. Benefits include tickets to Summit events, membership access in our upcoming platform, as well as the ability to drive our community and profession forward together. We hope the next iteration of the board will continue to help us refine our expectations, push our boundaries, and create an amazingly helpful experience for talent branders across the world. If that’s your hope as well, we’d love to chat with you.
For around 9 years of my life, I worked in talent brand and recruitment marketing sides of talent acquisition for global companies. Yet I did it from the comfort of my hometown in Guadalajara, Mexico. I had the chance to learn from some of the best in the industry. However, I knew my region was different.
The insights from asking over a thousand vetted practitioners who care about what they do, is what makes this great. If you ask the people doing the work, they’ll share the most often asked and mis-quoted nuggets of wisdom for their profession. So I did.
