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Just stumbled across this funny little movie about social media and the way people tend to portray, or in this context, 'brand' themselves. Nothing to do with employer branding really, but interesting anyway :)

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“Social media is just a new description for that basic human desire to connect. Bringing groups of people together will continue to drive future applications.”

Social Media has not really changed any basic needs in human behaviour or nature. It has rather given us new means of facilitating that basic desire to connect and display ourselves in the best possible ways.

Same goes for Digital Employer Branding - nothing has changed really. Companies have alway tried to attract the best people through the right channels. Social Media and other digital means have merely made it possible to differentiate and target more efficiently...adding value to both potential employees, existing employees and the employer brand.

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In order to follow the progress in social media and other fields that I am passionate about, I regularly look at Twitter. And today I stumbled across this post from Hootsuite (big fan as well) which I found quite interesting. It is a small step-by-step guide to creating a social media strategy - including the following:

Clarify your business' social media goals

Audit your current social media status

Develop your content strategy

Use analytics to track progress

Adjust your strategy as needed.

These 5 steps can help to identify, plan and execute social media goals! The guide can be downloaded here:

https://socialbusiness.hootsuite.com/social-media-strategy-guide.html?utm_source=content%2520team&utm_medium=owned%2520social&utm_campaign=content%2520team%2520owned%2520social

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The blog is running a bit slow at the moment. And I apologize for that. Not that my interest for the field has declined - quite the oposite! I've just been very busy with different projects at work.

However, let's get back on track... One thing I always enjoy when it comes to employer branding is good examples. Employerbrandnews.com have gathered 10 good examples of employer branding from Q1 and what I personally enjoy is when a company through a catchy headline or phrase manages to catch te interest of the reader instanty and to convey the EVP in a simple crispy way.

My favourite is number 10! It's short, precise and beatifully illustrated.

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LinkedIn have made an analysis of the most sought after Companies among LinkedIns around 175 million members - not surprisingly, Google and other innovative tech companies are dominant across countries and continents.

See this post for more interesting facts. about attractive employers.

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If you think this video is off topic, think again...!

It displays an ugly world of mass food production and one persons take on how to make things better. Or actually, it is a company's (Chipotle) strategic use of emotions and content marketing to inspire how the world sees fast food. 

As I've mentioned earlier, recruits want to identify with the brand they are serving. Therefore what Chipotle are doing here, is a combination of boosting their corporate brand and values, thus becoming more compelling to that potential talent.

Tell stories, engage talent and make the employees part of the story!

Read the full article on LinkedIn's talent blog here: 

http://talent.linkedin.com/blog/index.php/2013/09/chipotle-viral-video-emotional-content-inspires-memorable-talent-branding?utm_content=sf17576174&utm_medium=spredfast&utm_source=&utm_campaign=LinkedIn+Social&sf17576174=1

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Snapchat is currently developing into one of the most popular social media networks in the world - especially among the younger generations.

And as always, companies are picking up on the tendencies. But what can Snapchat really be used for? This article argues for some of the ways to apporach it.

In my opinion, Snapchat can primarily be used for branding the company by telling stories and increasing transparency thus creating interest. - Not onlly for the product brand, but also the employer brand.  

Snapchat is a playful way to interact with the audience in a rather personal way and is a good supplement to the more 'traditional' social recruitment channels.

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To anyone interested in recruitment, social integration and employer branding, this article conducted by Forbes is highly recommendable!!

It seems that organisations, to a great extent have finally been convinced that thinking 'social' is inevitable in recruitment and HR in general. Social technologies are developing fiercely as digital immigrants are beginning to catch up with digital natives merging into one group, digital citizens.

From this article, it appears that the fastest growing demographic on Google+ is 45-54 and on Twitter it is 55-64!

Social integration of HR is to be given much attention. Employes are beginning to demand and expect easier and more convenient solutions, for the sake of making their work more efficient. A Microsoft survey among 9.000 workers actually suggested that 31% would be willing to spend their own money on social tools that could make their work more efficient. 

I've introduced some of the tendencies about mobile recruitment earlier and this too is mentioned as a great developing point in 2014. Apart from that, the article provide several interesting studies on the subject!

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This is another video created exclusively with the employer brand in mind. It is meant to promote the graduate programme of Danish financial services group, Nykredit.

In my opinion it contains 3 really valuable elements - it:

Focuses on attributes of the desired candidate

Visualises opportunities

Explains and displays the company values

To me, the campaign-movie comes across honest, straight-forward and professional - just as I would expect the company to be after seeing it. Next step is delivering the communicated employer brand in practice. This is often one of the main challenges for companies branding themselves as employers. Therefore, inclusion of current employees can be a good idea as they are the best ambassadors for conveying the actual brand.

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Earlier it's been argued that recruitment is going more and more mobile. However, according to Sourcecon, the vast majority of recruiting apps apply for job seekers and not recruiters. There are some for recruiters though and a list of these can be found in this article.

Even though options are relatively few, mobile recruiting is here to stay and will only grow bigger in the future. But before it can really take off, it must catch on with recruiters and the right app must be created.  

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My last post related to the use of Twitter as a powerful source of recruitment and employer branding. Gozaik.com is a good platform for connecting job seekers with employers using Twitter. Not only does it give the opportunity to search for jobs on the basis of hashtags and posts, it actually also enables employers to view a potential candidates entire digital footprint in one place.

Gozaik facilitates the social engagement between employer and potential employee, making it a strong resource of digital employer branding. 

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A couple of months ago, I argued that Twitter may be one of the key contenders to gain on the job-search and recruitment position that LinkedIn is holding. And Twitter may actually become the dominant channel for talent recruitment in years to come.

Fifteen new jobs are posted to Twitter every single minute, according to a new study by social recruiting company Gozaik, and that that number has grown by 32 percent in just the last six months.!

"Racruiting-wise, there is a new revolution that is accelerating - 'real-time-hiring'."

As explained earlier, one of the key advantages of utilizing Twitter as a recruitment resource, is that you are in direct touch with the people who are following your brand thus (to some degree) finding it interesting and relevant. This gives the opportunity to channel the right information to the right people and recruiting those already identifying with the brand.

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As a former traveler and student of business in China, I personally find it very interesting to see how a country like China is developing in terms of digital trends and the use of Internet/social networks.

From this survey of social recruitment, it appears that in 2011, 51 % of Chinese HR-professionals alreeady used social networks for employer branding and recruitment. I can imagine that as with everything else in China, the use of social networks has probably increased rapidly since the survey was made.

So if you ar planning to recruit in China, you know the drill - it's online!

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Good leadership is one of the most important ingredients of successful employer branding! The brand does not live by itself. It is made up by current and potential employees' perceptions of the brand - this requires leaders who take responsibility for delivering the culture that is promised.

I really like the comparison to when you were a kid - the teacher, coach, person who you remember the most has likely contributed a great deal to your professional and personal development. A good leader is one who you feel inspired by and one who motivates you to keep developing and moving forward. Those are important elements for people's well-being in a company and thus the employer brand.

'If you’re building a company, keeping the best people on your team is not just about salaries, perks and benefits. What you bring to the table as a leader matters just as much — if not more — to the overall happiness and commitment of your employees.'

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The talent acquisition industry is changing rapidly. To stay competitive and proactively address the recruitment strategy, it is important to keep track of current trends. This infographic conducted by LinkedIn shows that social professional networks are the fastest growing resource of quality hires. This underlines the importance of thinking your employer brand on social media and the networks where your current and desired employees are.

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I once read a study saying that up to 50% of an employer brand is tied to the CEO. It sound like a lot, but I am actually very convinced. Look at companies such as Virgin and Apple - the CEOs, Richard Branson and Steve Jobs (until 2011) have been the personification of what the company is - the culture, the people ad the approach to doing business.

When it comes to Yahoo, many believe that the big turnaround has finally been made. Since Marissa Mayer took top in june 2012, the number of applications has increased by 500%. This to me proves that a strong inspiring and cool CEO makes more people want to work for the company.

As she says: "You have to get the right people there before you can build the right products." And on the business side, it seems that Yahoo are coming up to speed, all because the right people are being attracted to and employed by Yahoo.  

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Using this social media platform to fill an open position can help you leverage your network and take a more personal approach to hiring.

One of the main things is, that compared to job postings, Twitter reaches your fans instantly, thus shortening the distance between company and potential candidate. "They may or may not be actively in the job market, but seeing your tweet may make them consider applying"