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Employer Branding & Social Media
Transcript of Employer Branding & Social Media
Images are “Liked” 2X as much as text updates
Video is 12X more likely to be shared than text & links combined
Identify the best channels for:
Fostering deeper relationships with existing employees helps:
Counter act the challenges of democratisation
Nurture brand advocates who promote the brand on your behalf & help with conversion
Return on Involvement:
Candidates pro-actively research the brand,
the business, the role & increasingly self-assess their suitability
Access to Information
Employer Branding has never
been so important
Demonstrate company culture
Employer Value Proposition
Expose prospects to the realities of not only their role but brand values
Brands should develop a Social Media presence that moves beyond the prime objectives of advertising
for a specific role
Not a Threat
of the Internet
World of Mouth
2 Way Street
Access to information works both ways
Employers can investigate prospects and review their suitability
Saves time, $$ & productivity
Capture ethno/demographic information across various talent pools
MUST BE AUTHENTIC
How do you
Equip your employees with tools to help shape the conversations the way you want
Protects the brand
Promote employees/ promote the brand
Support individuals through education
Monitor for compliance
Liaison for issues
Job relevant behaviour
the best fit & most capable candidates progress to the selection stage.
Increase access to choices
Far reaching voice
What does "Google" say about you?
What does your website say about you?
What do their friends say about you?
How do you differentiate yourself from the competition?
Your message must be unique and relevant
First impressions count!
believe what their peers have to say about a brand!
Closing the gap between Acquisition & Conversion
more than 16 million BabyBoomers would have retired
That could leave up to 8 Million jobs unfilled
9 out of 10
To attract the best talent you have to show you offer more than just a good job.
User-friendly site that supplements a dedicated Careers site
Showcasing your portfolio; shares your project insights, thought leadership and “testimonials”
5. SOCIAL STRATEGY: Optimises digital assets and expands your reach
You should hear the conversations that count rather than just counting conversations
that leads to the optimal allocation of time and resources.
Establishing your brand as THE employer of choice
Metrics of Success
Increased applicants from social sources
Time to fill
Cost per hire (CPH)
Hiring manager satisfaction
Candidates/hires by source
career site traffic
enhanced owned/ earned digital assets
Sourcing & Marketing
Hiring manager satisfaction
Long term influence on recognition/equity
Develop goals for continual improvement
Test theories & Adapt
Return on Involvement
lowest cost source
greater job satisfaction
Minimise reactive recruiting
Source talent pools & qualified candidates
Increased productivity with best fit
Track & Measure
Mitigate risks &
attract quality referrals
Stay ahead of the
Social is not a
It's an ongoing process
% of companies use two or more social networks to recruit
1. TARGET AUDIENCE
Develop personas to focus your message
Broadcast or targeted or combo
working for a company involved in cause activities have a strong feeling of loyalty for that company.
tend to think more highly of companies that support charities
"This is the lettuce you eat at Burger King."