“Don’t try to invent a tribe. Show up to lead one that exists.” —Seth Godin
Today’s hyper-connected digital world has opened the door to a whole new era in brand development.
Employers, HR professionals and job hunters, alike, are rapidly embracing digital channels to elevate their market presence and amplify their share of voice.
With proactive players setting a torrid pace, no one can afford to stay on the social media sidelines. But social networking doesn’t guarantee influence — and activity without strategy can put a brand at risk.
Join the Experts
So how do you create a digital brand roadmap that makes the most sense for your goals? What’s the best way to ignite your social agenda? And how do you measure its impact?
If you’re looking for expert guidance, you won’t want to miss this very special webinar event:
TalentCulture founder, Meghan M. Biro will join forces with the social marketing and insights specialists at Leadtail to talk about how top HR and recruiting influencers are driving market awareness and engagement through social channels.
For example, the session will focus on questions like these:
• What elements define a personal brand? • Why are social channels ideal for brand building? • Who influences the HR and recruiting community today — and how? • How can you successfully apply these social techniques?
In addition, Meghan will reveal how she has leveraged social media to become one of the most recognized experts in the HR and recruiting space.
“Social channels have created a phenomenal opportunity to reach, engage and influence all the constituents a brand must touch — business allies, customers, prospects and employees,” Meghan says. “I’m excited to team-up with Leadtail, as we empower brands to expand their connections and strengthen their business relationships.”
https://talentculture.com/wp-content/uploads/2014/02/lego-252602_1920.jpg349700Maren Hoganhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMaren Hogan2014-02-24 06:52:022020-05-27 17:03:41Social Influence and Your Brand: Connecting the Dots [Webinar]
We already know that social media is extremely powerful for business communication. Essentially, anyone with an internet connection has the potential to cultivate and grow a brand. Corporate brand, product brand, personal brand, employer brand — the possibilities are limitless.
It’s as easy as flipping on a light switch! Well maybe not that easy, but social channels have blown traditional media out of the water, and there’s no going back.
Of course, with its potential to drive brand development, social proliferation can also have a huge impact on talent acquisition and retention. How does that work? The idea in leveraging social media to grow a brand is through a fan base that we call “brand ambassadors.” Collectively, your ambassador group functions like a marketing and promotional team that amplifies the message for whatever it is that you’re trying to sell — products, services, yourself or your organization.
Employer Brand Ambassadors: What’s the Challenge?
If you’re an employer, which audience should be your biggest, most important source of brand ambassadors? Customers? Industry thought leaders? Local media outlets? Nope — it’s your employees. But do organizations currently view employees this way? Based on my experience in working with HR executives, I struggle to say yes.
We know that social media instantly connects you with the online world, and the most effective way to grow an employer brand is through social media channels — Facebook, Twitter, Google Plus, LinkedIn, blogs, Instagram, Pinterest — the list goes on. So ideally, if employees are your prime brand ambassadors, and social media is the best way to grow your brand, you should be able to say that, when your employees interact with others on social channels, they’re effectively promoting your organization as a great place to work.
Are you confident making that claim? Unfortunately for most employers, the answer seems to be NO!
My key prediction is a tad bold, but here goes: I think that organizations are ready to give their employees the right tools, so they can easily represent the company as brand ambassadors on social media. In other words, employers will actively explore and implement cloud-based solutions that make it simple for employees to curate and share high-quality, on-brand content with their connections.
Why Does This Shift Matter?
The biggest barrier organizations face when integrating social media across business functions is the inability to ensure a consistent, coherent brand message and voice. It’s about mitigating risk and ensuring that employee social media activity creates a net positive impact, and doesn’t result in PR fiascos. (Case in point: HMV employees react to firing on Twitter.)
Organizations that figure out how to remove these barriers so employees can comfortably operate as employer brand ambassadors will see huge gains in all facets of their business. Think about it — if your company has 500 employees, and each employee has an average social media network of 300 people, that’s a direct network of 150,000. All of these 150,000 connections have a network of their own, so before you know it, you’re reaching millions — all because you enabled your inner circle.
Mark my words: 2014 will be a watershed year of “employee enablement.” Organizations will gain momentum by creating and supporting brand ambassadors who come from within their ranks.
There are very few players in this space, but watch for momentum in the year ahead. You’ll want to look at platforms like PostBeyond, Jostle and EveryoneSocial to see how they help organizations support employees as brand ambassadors. Fasten your seat belts ladies and gentlemen, 2014 is going to be a milestone year for social HR business tools!
(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2013/12/tree-200795.jpg349700Jeff Waldmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJeff Waldman2013-12-19 15:39:312020-05-27 16:45:462014: Year of the Social Employer Brand Ambassador
“Act as if what you do makes a difference.
It does.” -William James
It really does. Live who you are and be the difference not only in your own life, but in those around you as well. Each and every moment is a opportunity. The subtle inter-connectedness we have with those closest to us ripples outward from the pebble plunk touching even the most distant connections.
However, it’s our responsibility to manage the plunks. Being mindful and purposeful is what makes all the difference in the ripple effect.
Every Point of Presence is a “Plunk”
This is the new age of transparency and personal branding; you have to own each and every moment and every opportunity. Even for those of you who stay in the social shadows online, the light will find you at some point. Professionally speaking, that is. The world of work has new rules of personal branding and marketing today. Even if a prospective employer requires you only to submit a traditional resume and cover letter, odds you’re being vetted online in every way publicly possible – starting with a search engine query.
You are your own subdued reality show — so why not exploit the new branding and marketing rules for your own benefit? Why not be accurate, consistent, accessible and personable in every point of presence you “plunk” in?
The Medium is the Message
Brand marketers today know that everyone consumes content a little differently, so keep that in mind as you create content that supports you and your personal brand. Diversify the ripple with a variety of good stories about who you are and what you aspire to be and do — bring those stories to life across multiple media — written word, video, audio and/or visual imagery.
Make a difference and be a difference. Those who feel the ripples of warm, reassuring water passing them by will stop and take notice. That’s the bottom line lesson from this week’s TalentCulture community focus on “brand you.” Below are several other takeaways to consider, along with links to archives of the week’s activities.
1) Every Brand Tells a Networked Story
Each of us has a professional pathway, triumphant successes, and painful failures. All of these “brand you” elements are increasingly visible, and connected with others. Whether or not we proactively develop a personal brand strategy, our collective actions and associations reflect upon us, individually and in relation to our employers. And similarly, our employer’s brand reflects upon us. It’s a delicate symbiotic relationship.
2) There’s Nowhere to Hide
Assume everyone is watching, even if no cameras are in the room. Social media captures and exposes interactions. It blurs the lines of communication among job candidates, employees, customers, business partners, organizational leaders and recruiters. So, what are the issues and opportunities that come along with this fluid, open digital village?
3) Listen to Smart Brand Guidance
That’s why #TChat called-in brand management big guns to lead the way this week:
WED 2/27 #TChat Twitter: Rayanne returned to moderate our freewheeling #TChat Twitter forum, and we set the stream on fire! By the end of the hour, the #TChat hashtag was trending globally on Twitter – a sign of tremendous “signal” strength. But we care most about the quality of the conversation. What were people saying? And did others find it useful?
Participants included job-seekers, recruiters, consultants, writers, thought leaders, social media specialists, marketing professionals, and even a couple of CEOs. Now that’s proof of the relationship between individual brands and the world of work! And what were they talking so fast and furiously about?
To see highlights from yesterday’s #TChat Twitter forum, please watch the Storify slideshow below: #TChat INSIGHTS Slide Show:“Empower the Brand You”
THANKS: Again, thanks to Rayanne Thorn and Chris LaVoie for sharing your personal stories, aspirations, and professional expertise with the TalentCulture community this week. You bring context, dimension and personality to the concept of employer/employee branding.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about career management or recruiting issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we’re looking at the power of collaboration tools and techniques in helping diverse minds work together more effectively in today’s workplace. Save the date for #TChat Radio, Tuesday, March 5, at 7:30pm ET. And #TChat Twitter Wednesday, March 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
A5 It’s all about value value value. #jobseekers and #employers need to outline how they mutually add value #tchatGoldbeck Recruiting
A5. The recruiter’s purpose is not to stump the candidate. #tchatTerri Klass
A5) prob unrealistic given legal climate, but would be great to get honest feedback – why wasn’t I hired or interviewed? #tchatRich Grant
A5. If you always do what you’ve always done you will always get what you’ve always got. Want different? Be/Act different. #TchatAndrew Marshall
A5: #Job applicants need to understand that #hiring isn’t personal. So easy to think it is. Keep branding yourself & strengths. #TchatLara Zuehlke
A5 Improvements come from honest engagement in recruiting process. Better experience when leaders’ training cultivates better EQ #TchatSejual
A5) it would save time for both empl. and job applicants if employers provided a salary range #tchatRich Grant
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-02-28 21:59:372020-05-25 16:23:08Mindfully Managing Your Personal Brand: #TChat Recap
No rifts, but we most certainly did riff and make sweet rock and roll insight together. The folks who gathered on site of our generous hosts Talent Technology were made up of progressive HR and recruiting professionals ready to learn, share and take the lead in all things social and the world of work.
Many still struggled with convincing their leadership the value of social recruiting and social marketing and blogging and even using LinkedIn to source from, for goodness sake (which is the most embraced mainstream professional social network these days, although there were those of us who argued if it was truly social or not, but I digress).
Yes, the collective did indeed riff in one session after the other, and it all crescendoed during #TChat. Although at first there was hesitation, a groupthink holding of breath, the very fabric of time stretching at the seams, we all watched the livestream of the online #TChat stream away.
I then broke free and moderated away, and what ensued was a delightfully smart, provocative at times and sometimes heated exchange about how much of the personal and professional should we combine in our personal and professional lives. Should there be boundaries?
What we discovered is that we do all have our own boundaries of varying degrees, but when we get together live at events like this, ad hoc communities within communities form, and we do combine our personal and professional lives, solving our world of work ills from the inside out.
We’ve been spending so much arguing inside our companies of whether or not business leadership, including HR and recruiting, and including everyone down to the front line employees, should be using social media to do anything, when all along the argument should be whether the why not.
Am I right?
Click here if you missed this week’s preview, and check out the slide show below of prime-cut tweets from Wednesday’s chat. We can’t wait for next week’s conversation. Stay tuned for the preview.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-05-18 11:21:462020-05-22 14:16:04Whether the Why Not of Social HR Leadership: #TChat Recap
I’m currently in Australia taking some classes and learning what life is like in the southern hemisphere. Even more, I’m learning some important lessons and tricks on how to advance my career away from home without a job or an internship. Whether you’re also abroad, a recent graduate, or simply want to plan ahead, it’s always beneficial to know how to be productive on your own time.
We’re facing an unemployment rate of 9.1% (underemployment is at 19.2%). There are approximately 21 applicants per job position. Intimidating? I certainly think so. But you can have a major advantage over your competition simply by making yourself known and getting your name out there from wherever you may be.
Being away from home, I’ve found the best way to do so is to stay connected. Email previous employers/professors and tell them what you’re up to, what you’re planning on doing in the near future, etc. Maybe they know someone you can contact.
Be vocal on Twitter – when I say vocal I don’t mean telling the world that you broke up with your boy/girlfriend via a sappy song lyric. Twitter is a branding source so use it the way you would want your employers to view you. What are you interested in? What relevant articles have you read lately? Who are (or aren’t) you following? Twitter is great for making connections in your industry and finding open positions.
At the same time, go out and meet people. My goal here has been to meet the locals and find out what they do, what working in Sydney is like, workplace dynamics, etc. Who knows, you might find someone in your field that can help you out.
Here’s a recent example of how networking can help you anywhere in the world. TalentCulture recently took on a few new talented bloggers. I tweeted them a small community welcome, which led to a conversation with William. Before I knew it, he was sending me the contact information of his friend in Australia. Now I have a local connection and an opportunity to expand my network.
In the past few weeks there have been numerous articles on the best and worst advice for college students, but the most valuable tip I’ve heard so far is not to limit yourself. Put yourself out there on social media – in the end you’ll be available to a much broader job market.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-06-10 09:32:522020-05-20 17:09:44Finding Career Success Without A Job or Internship
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