The Talent Cast

I'm seeing a lot of comments/chatter around businesses jettisoning their interest in employer brand as the pandemic/recession takes hold. And it makes sense: if you've built all your metrics and value around filling the top of the funnel, not having much of a recruiting funnel makes employer brand redundant.

We all know employer brand is much much more than filling the funnel, but somewhere along the way, we got pigeon-holed into this limited value. So maybe it's time for employer branding as a function/concept to break free and own more of its destiny. 

Maybe it's time for us to start the People Brand revolution.

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Last year, employer brand was the buzz word, but where is the buzz now? Given a year or three to consider and implement employer branding strategies, where has employer brand landed as a corporate function? 

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The age old question: where should employer branding live? TA? Marketing? Comms?

Like the "chicken or the egg" question, the answer involves a lot of evolution...

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Who's in charge of the company? Leadership, right? Well, recently it sure seems like the employees are making their voices heard in the strategic direction of a company.

How does having staff more "in charge" of a company impact your ability to manage the employer brand?

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Yes, it is absolutely time for your employer brand to quit playing it safe. You and your brand need to take a stand for something.

And while that sounds terrifying (trust me, I know), the opportunity it presents is absolutely amazing.

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It may seem like a simple question, but how you answer it determines the scope of your work. If you want to keep the employer brand function from being a funnel-filler or the "swag maven," you need to answer the question right.

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https://bit.ly/talentchoosesyou

Some stories are so engaging and attractive that other people extend them, telling stories you never envisioned. 

Which, to be fair, is what you should want from your employer brand.

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For those of you old enough to remember, there was a time when music came on vinyl (sit down old man!). There was a thing (mostly in the punk world) called a "split single," where two bands who were friends would each take a side of the single.

In a similar punk spirit, Rob Stevenson of Talk Talent To Me and I decided to have a nice rambling conversation about Covid, the industry, and what was (and wasn't) working for companies. This is part one of the conversation, but part two lives on Talk Talent To Me (so follow the link and listen to it!).

Enjoy!

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• Yes, the books are starting to roll out!!!

Learn more at http://talentchoosesyou.com

Call it "employer blanding" or even "the sea of sameness," but there's a valid reason to think all employer brands look and feel the same. But that's not a rule or anything.

The trick is learning how to push beyond the obvious to understand your talent targets and offer them something far more meaningful than what's obvious.

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• Yes, the books are starting to roll out!!!

Let us be blunt: the metrics we often use (time to fill, funnel conversion rates, quality of hire, cost per hire, etc) are... imprecise. And to be even more blunt, they aren't the kind of metrics that anyone outside of TA cares about.

But what if there was one metric that every leader in every part of the business would immediately understand? Something they could all align to?

There may be such a metric, even if it may not be possible to use.

Show notes:

• Yes, the books are starting to roll out!!!