Agenda

Continuity. Pace. Momentum. Three essential ingredients to achieving, and securing the investment for, a world class employer brand. Charlotte Marshall—Vice President of Digital, Social Media & Employer Brand—joined Magellan Health, and challenged convention by cutting the time it traditionally takes to build an employer brand in half. In doing so, she realized three key benefits (beyond time) that helped her secure investment, increase advocacy and ensure brand relevancy. Don't miss Charlotte share exactly how she secured C-suite investment in her ambitious, 100-day quest and the six vital steps Magellan took to accomplish a successful employer brand activation. Walk away inspired and equipped to create an employer brand (at pace) that resonates with candidates, internal stakeholders and even customers.

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Most talent acquisition processes have been built on infrastructure tools designed with HR and compliance in mind, not a modern candidate experience. Yet in 2018, delivering an authentic Employer Brand that also delivers a seamless and intuitive candidate experience is merely table stakes.

Talent acquisition leaders now need to take the experience a step further, using real-time data and machine learning to transform every single touchpoint into a nurturing opportunity. Architecting and delivering this personalized, seamless experience requires a digital strategy that complements the brand journey: beginning with the candidate experience through onboarding, but most importantly  transforming into powerful brand advocacy amplified across your employee’s more receptive social networks.

Key takeaways from this session:

• Discover how to build awareness by leveraging technology and automated recruitment marketing platforms to amplify your brand and optimize your reach across active and passive sources.

• Learn how to harness your data to produce real-time, actionable insights that create a consistent, relevant candidate experience.

• Gather best practices on how to leverage storytelling, fueled by trust, to drive positive employee engagement and advocacy.

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Overcoming dated stereotypes that adversely impact your candidate pool is difficult to do without a clear employer value proposition and employer branding message and strategy. Making the case with leadership to obtain buy in requires careful planning and a solid roadmap. Learn:

• Why Princeton University, a world-renowned research institution, needed to change its approach for recruiting candidates for administrative staff positions
• How the Office of Human Resources (HR) assessed its talent acquisition needs to develop a multi-year roadmap
• What steps HR took to obtain executive understanding, strategic approval, and financial resources, and gain acceptance from other key stakeholders
• Where the employer brand has been implemented and what the numbers tell us
• Why learning Princeton’s lessons is valuable, even beyond higher education

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Candidate behavior continues to change as fast as consumer behaviors. We’re in a customer centric candidate world where the candidate is treated and marketed to the same way as a customer. 

According to McKinsey business report, 90% of major brands are making it a top priority to focus on branded customer experiences as their main differentiator. And it makes sense that the focus includes thequality of the branded candidate experience as well.

Innovative technology has the power to parse the EVP throughout a candidate’s journey with seamless interactions and touchpoints. But with so many channels and touchpoints available for brands to use, we are bombarded with content both bad and good. So it makes it challenging to grab attention, sustain engagement and target the right talent at the right moment.

Candidate’s decision style and receptivity changes throughout their journey experience. Every brand right now delivers some degree of Candidate Experience. But mapping those branded experiences to the candidate’s needs is where the gap lies.

In this presentation, we’ll walk through:

• Branded Candidate Experience (CX) Design: The what, the why, the how
• What it means to: Employer Branding, Technology, Content Strategies
• How to uncover and anticipate the critical moments of truth within the candidate lifecycle
• Relevance and Creative Resonance. You can be relevant, but if you’re not interesting or unique, they’ll ignore you.

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Your company culture is your personality and it’s something candidates want to learn about during the recruitment process. But how can your candidates experience your culture first hand? Join us for this case study session and learn how Kevin Richeson with IMPRINT Hospitality has shifted the focus to culture in the candidate experience to develop the employer brand in organizations like Carnival Cruise Lines, Baccarat Hotels and Resorts, 1 Hotels and El San Juan Hotel.

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This session is for any organization that recruits or plans to recruit on campus.  Nicole will help attendees: 

• Learn how the campus recruitment timeline has shifted to an always on approach and it must begin in the Freshman year
• Understand that the students you want to engage with have different motivations and aspirations – and what those are
• Learn tips and tools to successfully build your brand on campus and create an engaged talent pipeline

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Employee engagement is a costly matter for companies and organizations of all types and sizes. Replacing top talent that leave your organization is a costly matter - to both your bottom line and employer brand. Join us for this case study session to learn how Ryan McCarty created a Culture of Good employee engagement program for TCC-Verizon, and then wrote a book about it. Ryan empowered more than 3,000 employees across 38 states to bring their souls to work by taking their feedback into consideration as to what local charities to work with in their communities and what annual events to host. The Culture of Good did such an incredible job of improving employee engagement that 93 percent of TCC employees said that Culture of Good shares their values, making TCC a place they want to work, and TCC’s reduced turnover has saved the company $3.2 million. Learn tips for improving your employee engagement to grow your employer brand. 

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