Strategies for Employer Branding 2020
We are just six months away from the most awaited year of the century, “Year 2020”. While analysts are busy predicting what new does 2020 hold for culture, technology, sciences, business, and banking, we at Phoenix TalentX Branding are ready to give you a lowdown on how to devise employer branding strategies that are just as sassy, swanky, tech-savvy, wicked and fly as your centennial and millennial talent!
Read on, to pace on your branding efforts…
1. Artificial Intelligence, Machine learning Virtual/Augmented Reality, Data, Holograms/ Holofans/Haptics, Bots are the reality of employer branding. Where do you stand?
We all have seen the pop-ups saying ‘Hi there, can I help you?’ when we visit a website. Undeniably, they have been of great use with their capability to provide resolution in minimum time. Many companies like Accenture are using conversational chatbots powered by AI for initial talent engagement and are now increasing its usage from recruiting employees to training employees.
IBM is developing machine learning technology to conduct its campaigns to help them with more effective personalized campaigning, getting the most accurate stats, interactive reciprocity, engagement to potential employees.
Chatbotlr provided early knowledge and learning for the development of MC, the Marriott Careers Chatbot, designed to enhance the job candidate experience.
Everyone is exploiting new-age technologies to capitalize on them faster than their competitors. Gartner’s latest prediction estimates that one in five workers will have an AI as their co-worker by 2022. An ai driven career site that scours talent, a bot that greets new joiners and introduces Alexa as their office buddy, holo fans attracting talent at sponsored event booths, Oculus games for employee engagement, training, etc. are all examples that will be seen rampantly in offices-of-the-future.
It’s critical to build budgets for ai-driven employer branding if you want to make 2020 a heck of a year!
2. Switch your social media preferences. Instagram first, LinkedIn second and every other media after that!
To reach out to the right audience you need to be on the right social media platform. Potential candidates need constant updates on-the-go to stay engaged and Instagram ‘ is’ the platform designed for instantaneous content.
Separate company profiles like “careers” “inside” and “life at” are playing a major role in building very active talent engagement platforms.
Google, Microsoft, Accenture are great examples of well-managed Instagram pages. Posting events, office upgrades, relevant memes give a broader view to the understanding of the talent about the work style of the organization. Instagram provides multiple options to promote, you can choose to post stories, interact with other profiles, post job ads and give a live walk-through of anything that reflects your brand positively. Your best places, teams, offices deserve a peekaboo — Innovation labs, research centers, robots, wellness activities, happy faces in office? Go-live with them!
Allow Instagram takeovers by employees in various roles to provide that view of what they’re doing throughout the day, not just what they’re doing at work but also what they’re doing when they wake up in the morning. If they’re going to the gym and, of course, when they’re at work, who they’re working with, what types of projects they’re working on. And then after work, if they’re doing volunteering work or whatever that is so people can see the personal side as well. Lo’real, SAP does this well.
To attain even greater visibility, companies are actively collaborating with influencers or social content creators with loyal and large dedicated audiences to showcase their work/culture. Facebook did an office show around recently with a popular celebrity and took employer brand endorsement to an entirely new level.
LinkedIn is another medium that will continue its hold on talent branding because of its largest captive professional talent network and the ease of connecting with both active and passive talent pools on one screen.
Any digital agency asking you to brand on Facebook is fooling you with fake profiles, outreach with irrelevant talent groups like Baby Boomers, Gen X, remote areas, etc. Facebook has transitioned to become a community medium and facebook groups are more active than individual users.
Do use Twitter if your company makes news every day. Capture your audience set with engaging content strategy using #moment marketing
Remember to #tag talent along in 2020!
3. Diversity offers huge paybacks. The bigger your diversity umbrella, the wider your reach as an employer. Pride anyone?
Millennials and centennials who have been raised to be very conscious and responsible citizens have a strong voice and a unique perspective and they truly respect employers who respect the differences of their workforce and choose to be ‘progressive in thoughts, opinions, and actions.
Read more: www.phoenixtalentxbranding.com/blog
Make Year 2020 a rewarding and promising year for your employer branding efforts. Activate your campaigns now!
Drop a note at amandeep@phoenixtalentXbranding.com to super-charge your employer branding agenda.
