Posts in Employer Brand
How NND Uses Storytelling to Drive Their Employment Brand - HROS

Since launching in 2001, Nurse Next Door has taken a bold stance to help seniors stay at home and live Happier Aging. Happier Aging is a unique experience that focuses on identifying what use to make a person happy and getting him or her back to doing it again. It’s not just something seniors can experience, we believe people of all ages, including our employees, should experience it too. This philosophy shaped our initiative to showcase how Nurse Next Door admires employees by allowing them to live out their dreams, through visually-rich storytelling.

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How GE Developed a Brand Ambassador Program - HR Open Source

At GE we usually categorize Employment Brand at GE into four big ‘buckets’: candidate experience, brand ambassador programs, messaging, and online presence. The truth is the brand ambassador component is the glue that plays into each part of employment brand at GE.We started our program four years ago out of crisis for what candidates were seeing online before coming in for an interview. However, it quickly developed into something we offer for all GE Employees that want to volunteer to be a brand ambassador.

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How Dell Localizes Its Content to Drive Success - HR Open Source

The main focus of Dell’s early employment branding strategy was to be visible where candidates were spending most of their time – on social media. However, there was no real approach to our content strategy on social. We simply followed a post and pray model to increase brand awareness, where we posted pictures that we thought were globally relevant and prayed that we’d reach candidates in all markets to join Dell. As social media evolved, so did our approach to Dell’s online presence. 

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Storytelling & Thermo Fisher's Employer Brand - HR Open Source

In 2015, Thermo Fisher Scientific was looking to launch the company’s first employer brand. The Fortune 500 Company employs 55,000 professionals in diverse fields including the research, healthcare, industrial and applied markets. Thermo Fisher Scientific offers services and products that enable its customers to make the world healthier, cleaner and safer. The employer brand team was faced with a challenge: How do you  take an enormously successful company with a humility-focused leader and communicate a story that will make people want to work there for the right reasons?

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How Dell's Recruiting Team Drives Employer Brand Success - HROS

Five years ago, recruitment marketing at Dell was a completely different landscape than we have today. There was no consistent global employment brand, no real social media strategy when it came to attracting talent, and very little recruiter engagement through social media. Though we did have career-related social platforms, we had little to no interaction with teams outside of our HR organization.

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How Glassdoor Engagement Enhanced Centric's Recruiting - HROS

Centric Consulting is a business and technology consulting firm with nearly 800 people across the US and India.

Our core purpose is to create unmatched experiences for our employees and clients. Thus, the cornerstone of our talent acquisition efforts is showcasing the unique the aspects of our culture that make for a special employee experience.

In 2015, Centric Consulting was looking for creative ways to increase our talent pipeline while still being mindful of costs and true to our culture. After much conversation and consideration, we launched our first major employer branding campaign on Glassdoor.

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How Lever Empowered Employees as Brand Storytellers - HR Open Souce

Founded in 2012, Lever is a fast-growing, venture-backed recruiting software company based in San Francisco. We formally launched our applicant tracking system in October 2014, and during our first year on the market, the number of customers using our core product grew from a handful to 600. Looking ahead to year two, we needed to quickly double our team to support ongoing growth ­ but we wanted to do it the Lever way, maintaining our strong commitment to building a diverse and inclusive workforce. Employees had founded Lever’s first Diversity & Inclusion (D&I) task-force when we were only 10 employees, and we had worked hard to achieve balance. By October 2015, 43 percent of our employees were women and about half were non­Caucasian. We knew we needed to scale, but were intent on continuing our D&I progress.

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How Social Media Delivers Candidates Through Conversations - HROS

Likeable Media is a dynamic social media agency that’s fast, smart and likeable. We are independently owned by Dave and Carrie Kerpen, who started the company under quite unique circumstances. The beginning of our business was also the beginning of our family, which has had an enormous impact on our culture and how we operate. We are a small but impactful team that creates amazing content for huge brands. Our people are our product, and our team of 50+ employees has rated us as one of the best places to work in NYC for four years in a row for the Crain's List. Our culture can be characterized as passionate, inclusive, and collaborative.

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Improving Cisco's Social Recruiting Presence - HR Open Source

Cisco is no longer a “networking” company, it’s a technology company, with a new CEO, a new Executive Leadership Team and a new focus on culture with a newly appointed Chief People Officer. Not even a year-old, Cisco’s People Deal – the employee value proposition that guides our culture was the catalyst for a shift in Talent Brand voice, because not only was there a description of what Cisco expected from employees, but what employees could expect from Cisco. Most people know of Cisco, but do they really KNOW Cisco? The Talent Brand team had to overcome the image of Cisco as this “stodgy old tech company” image. We are diverse, we are cutting edge, we are a great place to work – and our employees are the ones saying it.

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The Making of Our Employer Brand Handbook - HR Open Source

How do you help nearly 1,000 employees spread around the globe to understand, live, and bring an employer brand of a hyper growing global start-up to life each and every day?

This is one of the questions that keeps our Talent team, and surely many others, up at night. Hootsuite has experienced four years of explosive growth, growing from 20 to nearly 1,000 employees, and seeing our operations grow from one to nine countries (and counting) during that time. We’ve always been an organization with strong values, but scaling our Employer Brand with this type of growth takes more than a compelling Employer Value Proposition (EVP). We needed to find a way to iterate on our current frameworks. To articulate and capture what makes Hootsuite special, and make it easy for current and future employees to sing from the same sheet of music. Our answer was to develop an Employer Brand playbook, “A Guide to #HootsuiteLife”. The playbook was developed to share the why, what, and how we approach Employer Brand; including examples of Employer Brand campaigns and how our peeps can bring them to life. Focused primarily on equipping our talent department, we also wanted to build something that our employees felt equally empowered by.

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How to Design & Execute a Global Employer Brand Campaign - HROS

#FollowTheSun was designed to showcase our global offices and colleagues, and experiment with how we might utilize a live streaming platform like Periscope for Employer Branding. It was a complex global operation on a brand new platform that was designed and executed across nine offices in two weeks. The following case study details how we did it, and what we learned.

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