agr agm - richard molsey
TRANSCRIPT
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The War for Talent is Back, but the Rules have Changed
Richard Mosley, Author of ‘Employer Brand Management’
@rimosley
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A SMALL CLAIM TO FAME
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10 YEARS LATER
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THE FIRST WAR FOR TALENT
The War for Talent (2007)
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IN SEARCH OF BRAND CONSISTENCY
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DRAWING ON CONSUMER BRAND CONSISTENCY
Brand Idea
The World’s
Local Bank
Campaign Idea
Points of View
Executional Idea
The same
but different
Not just another bank, but an insightful, worldly wise financial partner
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SOME BASIC PRINCIPLES
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CONSISTENT EMPLOYER BRANDING
Brand Idea
A New Challenge
Every Day
Campaign Idea
We Hire the Person
Not the Position
Executional Idea
Parkour
Enthusiast
Not just big corporate employer, but a challenging and characterful adventure
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BUILDING A CONSISTENT BRANDSCAPE
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BUILDING P&G’S REPUTATION
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LOOKING BACK TO 2007, LOOKING FORWARDS TO 2015
The war for talent is back (again)
Global Recruiter Sentiment Survey
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LOOKING BACK TO 2007, LOOKING FORWARDS TO 2015
UK Perspective
The proportion of employers reporting an increase in competition for well-qualified
talent has risen from 20% in 2009 to 62%.
(CIPD Resourcing & Talent Planning Survey)
“As the economic recovery continues, companies are struggling to get the
talent they need, and with the widening skills gap likely to become worse
before it gets better, we are facing something of a perfect talent storm”.
(Alistair Cox, CEO, Hays plc)
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LOOKING BACK, LOOKING FORWARDS
The talent war is back but the rules have changed
From manufactured messages to content marketing
From a consistent brandscape to a consistent brand experience
From isolated metrics to joined-up talent ROI
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WHEN WAS THE REAL SHIFT?
GEN Y or Gen Z
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WHEN WAS THE REAL SHIFT?
Gen Z
Grew up with:
Social Networks
Smart Phones
You Tube
(Key period: 2005-2010)
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PEOPLE ARE A LOT MORE CONNECTED
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PEOPLE ARE MORE TECHNOLOGY ENABLED
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16% 17% 19%
28%
35%
0%
9%
18%
27%
36%
45%
Hashtag Digit Quote Video URL Photo URL
Source: Twitter
PEOPLE INCREASINGLY PREFER VISUAL CONTENT TOO TEXT
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PEOPLE PREFER PERSONAL CONTENT
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PEOPLE PREFER PERSONAL CONTENT
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PEOPLE TRUST REGULAR PEOPLE (LIKE THEM)
Source: Edelman Trust Barometer (2014)
Credibility of spokespeople
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BRAND CONSISTENCY IS STILL A CRITICAL INGREDIENT OF SUCCESS
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BRAND CONSISTENCY IS STILL A CRITICAL INGREDIENT OF SUCCESS
…but people expect
Demonstration not presentation
More personal content
More tailored content
More interactive content
More up to date content
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FROM MANUFACTURED MESSAGES TO RICH PERSONAL CONTENT
From this…. To this….
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FROM MANUFACTURED MESSAGES TO RICH PERSONAL CONTENT
And this….
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DEFINING CONTENT MARKETING
The generation of a rich flow of engaging and shareable content,
which matches a wide variety of target audience needs and interests,
while simultaneously building desired associations with the brand.
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SO HOW DO YOU MAINTAIN FOCUS AND CONSISTENCY?
Core
Positioning
Pillars
Content Framework
The compelling idea at the heart of
the proposition that drives
communication consistency
The 3-5 core qualities that define the
employment deal and key
communication themes
Targeted content and
activities that translate the
EVP to different audiences
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CONTENT MARKETING
Media & Channels
Video
Image
Audio
Text
Physical
Career Site
On Site
Job Boards
Inside
Stories
Personal
Profiles
News
Flash
Q&As
Events
Games
Job
Descriptions
Infographics
Content Formats
How to
Guides
Communications
Team
Employee
Generated
Subject Matter
Experts
3rd Party
Content
Content Sources
Content
Play-Mix
Insights &
Opinion
Advertising
Target Audience
Interests
Content Themes
EVP Pillars
+ Engagement drivers
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CONTENT PLAYBOOK - BY TARGET SEGMENT
Overall Campaign: ‘Perspectives’
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CASE STUDY: WOMEN AT BP
Infographics
Social posts
Sponsorships
Stories for news media Stories for interactive content
Polls
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CONTENT MARKETING RULES
1st Video
2nd Image
3rd Text
Keep it flowing
keep it fresh
Tailored to target
& location
Interactive
Immersive
Entertaining
Easy to share
Good enough to share
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LOOKING BACK, LOOKING FORWARDS
From a consistent brandscape
…to a consistent brand experience
…driving employee advocacy
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EMPLOYER BRAND MANAGEMENT AMBITION E
xp
eri
en
ce
Level of ambition / challenge
Employer branding (Consistent creative identity
and messaging)
Integrated EB management (Consistent alignment between the EVP and
all aspects of the employment experience)
Co
mm
un
icati
on
Recruitment experience (Consistent on-brand experience
from first contact to full engagement)
Candidate
Experience
New joiner
Experience
35
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EMPLOYER BRAND SIGNATURES
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Significant uplift in advocacy following employer brand re-launch
EFFECT ON EMPLOYEE ADVOCACY
“What our People Promise has done is provide
us with a compass. It’s been woven into the
fabric of how we do things.”
Simon Riis-Hansen – Global HRD
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LOOKING BACK, LOOKING FORWARDS
From isolated metrics
…to joined-up employer brand ROI
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FROM ISOLATED METRICS TO JOINED-UP TALENT ROI
From cost per hire
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FROM ISOLATED METRICS TO JOINED-UP TALENT ROI
To quality of hire
The focus of more sophisticated talent analytics companies like Google and Phillips
• Hiring manager satisfaction
• First year attrition (indicating level of ‘fit’ & engagement)
• First year (or 2 year) performance rating
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FROM ISOLATED METRICS TO JOINED-UP TALENT ROI
To employee brand engagement
Leading organizations are increasingly tracking the on-boarding and employee experience
• Delivering on the employer brand promise / EVP
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FROM ISOLATED METRICS TO JOINED-UP TALENT ROI
To performance linkage
Linkage between employer brand experience, employee engagement and performance
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FROM ISOLATED METRICS TO JOINED-UP TALENT ROI
To fully integrated employer brand metrics
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IN SUMMARY
The war for talent is back, but the rules have changed
From branded messages to rich personal content
From a consistent brand scape to a consistent brand experience
From isolated metrics to joined-up employer brand ROI