#FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution & Remaining Inventive'
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Transcript of #FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution & Remaining Inventive'
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EMPLOYMENT BRANDING EVOLUTION & Remaining Inventive
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INTRODUCTIONS
PRASHANIE DHARMASADA, VICE PRESIDENT OF GLOBAL STRATEGIC INSIGHTS
Prashanie Dharmadasa is the Vice President of Global Strategic Insights for WilsonHCG and has more than a decade of experience in talent acquisition, particularly within the RPO industry.
She is responsible for developing the strategy for broadening WilsonHCG’s global footprint through building engagement programs.
She develops solutions for WilsonHCG’s clients around employer branding, strategic workforce planning, succession planning and diversity and inclusion.
Prashanie drives engagement initiatives through consultative high-touch partnerships, building relationships within the global business community, which expand awareness of the importance of strategic and proactive talent acquisition and the benefits of an RPO partner.
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We are living in an
information and
knowledge society,
in consequence all
organisations are now a
GLASS HOUSE
“
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80%of talent leaders say employer brand has a significant impact
on their ability to hire great talent – 2017 Global Recruiting Trends Report –
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2017 REPORT OVERVIEW
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2017 EMPLOYER BRAND REPORTthe evolution
RECRUITMENT MARKETING
ACCOLADES
SOCIALRESPONSIBILITY
JOB BOARDS
EMPLOYEE REVIEWS AND CANDIDATE ENGAGEMENT
CAREERS PAGE
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HOLISTIC EMPLOYMENT BRANDINGcreating authentic, transparent, and consistent
messaging across the entire lifecycle
Category weight is determined by the relevance to an employment branding strategyand the tools and resources available to objectively measure the benchmark
Employee Reviews & Candidate Engagement
Recruitment Marketing
Career Page
AccoladesCorporate Social Responsibility
Job Boards
35%21%
17%
11% 9%7%
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CASE STUDY:Global
Healthcare Insurance Company
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GLOBAL HEALTHCARE INSURANCE COMPANYphase 1: career site revamp
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More than 2,600 Veterans and/or
Military Spouses Hired
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GLOBAL HEALTHCARE INSURANCE COMPANYphase 2: talent community segmentation
Military Times’ Best for Vets: Employers ranked
Them 10 out of 59 employers
in 2014
Civilianjobs.com’s Most Valuable Employers for
Military
Employer Support of the Guard & Reserve
Secretary of Defense Employer Support Freedom Award
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GLOBAL HEALTHCARE INSURANCE COMPAYphase 3: process optimisation
Global Healthcare Insurance
with them
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GLOBAL HEALTHCARE INSURANCE COMPANYphase 4: corporate social responsibility
Global Healthcare Insurance
v
vv
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GLOBAL HEALTHCARE INSURANCE COMPANYphase 5: results
HIRING MANAGER SATISFACTION
SURVEYS
8.4
CANDIDATE SATISFACTION
8.6
CAREER PAGE JUMPED
12PTS.
CORPORATE SOCIAL
RESPONSIBILITY9PTS.From 1 PTS.
Increased score on our
Fortune 500 Top 100 Employment
Brands Report
#18
#36
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CASE STUDY:Medical Device
Technology Company
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We wanted to understand employees EVP perceptions by asking questions such as: “What is your Story?” and
“What keeps you here?”
EVPASSESSMENT
EVP DEVELOPMENT
EMPLOYMENT BRAND SCORECARD
4 key trends emerged• Culture and people• Company mission• Ability to offer career opportunities • Status as an industry leader
Using our WilsonHCG 2015 Employment Branding Report methodology we completed benchmarking
against 28 companies
BENCHMARKING
76 4 28
MEDICAL DEVICE TECHNOLOGY COMPANYphase 1: current state evaluation
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MEDICAL DEVICE TECHNOLOGY COMPANYphase 2: global consistency
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MEDICAL DEVICE TECHNOLOGY COMPANYphase 3: brand ambassadors
MEDICAL DEVICE TECHNOLOGY
MEDCIAL DEVICE TECHNOLOGY CAREERS
@MEDCIAL DEVICE TECHNOLOGY JOBSMEDICAL DEVICE
TECHNOLOGY
us
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MEDICAL DEVICE TECHNOLOGY COMPANYphase 4: results
Corporate Social Responsibility
increased from 0 to 9 points
167th
13th
Impr
oved
24
poin
ts in
to
tal Recruitment Marketing
increased from 3 to 14 points
c
MEDICAL DEVICE
TECHNOLOGY
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