Staying power: how do family businesses create lasting success?
Building Lasting Talent Success
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Transcript of Building Lasting Talent Success
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Universum ToolboxBuilding Lasting Talent Success
Making talent attraction part of you corporate DNA
Who We Are
Present in 60 countries with regional offices in New York
City, Paris, Shanghai, Singapore and Stockholm.
Serving more than 1 700 clients globally, including Fortune 100 companies.
Full service Employer Branding partner, taking clients from identifying
challenges, engaging talent to measuring success.
Helping the world’s leading organizations strengthen their Employer Brands for
over 25 years.
Surveying more than 1.3 million career-seekers,
partnering with thousands of universities and organizations.
Thought leaders in Employer Branding,
publishing content on C-suite level subjects.
Our Employer Branding content is published yearly
in renowned media, e.g. WSJ, CNN, Le Monde,
BusinessWeek.
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*Linkedin Whitepaper, Why Your Employer Brand Matters, 2012**Talent Attraction Barometer 2012 (How does you organisation approach employer branding?)***Boston Consulting Group, Creating People Advantage 2012, Mastering HR Challenges in a Two-Speed World
2.4x revenue growth
28% lower turnover
rates
50%savings per hire
1.8x profit margin
increase
Your Return on Investment of fact-based Employer Branding
Your Employer Brand matters moreResearch shows that a company’s Employer Brand is twice as likely to drive job consideration as its corporate brand
Lower turnoverCompanies with a strong Employer Brand have a 28% lower turnover rate than companies with a weak Employer Brand*
A competitive advantageOnly 69% of companies work with Employer Branding from a strategic perspective
Lower cost per hireThe cost per hire is more than twice as low for companies with strong Employer Brands
Just as with a consumer brand, people associate various factors with an Employer Brand. You can drive your Employer Brand in the right direction by influencing these associations.
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The internal perspective is the foundation of your EVP
What are your strengths according to your employees?
How much room is there for change? Are there critical area where improvements need to be made?
What is attractive to your target talent?
What drives them the most when choosing a career?
True Internally Attractive Credible Externally
How are current perceptions among external talent aligned with the internal reality?
Is repositioning required?
Where are the opportunity areas to differentiate yourself from the competition?
Where is the competition beating you? Is it worth it to compete there?
Which elements are aligned with our corporate valuesand corporate communication?
What are management’s vision and goals?
Competitive Positioning
4 Strategy & Vision EVP
ATTRACTIVETRUECREDIBLEDISTINCTSUSTAINABLE
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5 6
1
?
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On your agreed plan
How to communicate this
What you want to be associated with
What you are associated with internally
The toolbox to evaluate and optimize your EVP
KNOW
DECIDE
PLAN
ACT
• Evaluate the impact of your employer branding efforts and better utilise your budget
• Improve the accept/reject ratio by living up to the expectations of you as an employer
• Increase staff retention by recruiting the right talents with the fit you need
• Use your culture as a recruitment asset
• Evaluate what makes you different compared to your competitors
• Start the evaluation of what you want to be associated with and how you are perceived externally
Universum’s Toolbox on how to build lasting talent success is is a strategic and operational tool that will help you identify how well aligned your internal priorities are with what your talent wants, and where there are opportunities for improved communication.
Our promise: Preferences and Internal Brand Perception
UNDERSTANDING PREFERENCES
Find out which employers are considered most attractive by your current employees and by professionals working for your competitors, as well as what drives their attraction.
YOUR INTERNAL EMPLOYER BRAND IDENTITY
Understand how you are perceived as an employer among your current employees, and compare that to how your competitors are perceived by their employees.
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Is your talent pool on the move?How satisfied are your employees with you as an employer compared to those employed by your peer group and the overall talent target group? Do these groups differ in terms of their interest in changing employer?
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Peer groupCurrent
employees Total
8,3
8,2
8,4
7,7
7,1
8,0
7,4
7,2
7,5
Average level of satisfaction
All employees
Women
Men
22%
27%
25%
19%
3%
2%
3%
11%
16%
37%
20%
8%
3%
3%
1%
1%
13%
15%
27%
18%
9%
7%
4%
3%
2%
1%
10
9
8
7
6
5
4
3
2
1Scale: 1 = Very dissatisfied and 10 = Very satisfied.
How recommendable are you?Understand how likely your employees would be to recommend you to a friend. Are the employers in your peer group stronger than you in this regard?
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Extremely likely
Not likely at all
Share of the target group that would be very likely to recommend their current employer to a friend:
52%
Current employees
39%
Peer group
35%
Total
34%
17%19%
21%
2%3% 3%
17%
22%
29%
11%
9%7%
2%1% 1%
21%
14%
21%
13%
8% 9%
3% 3% 3%2% 3%
10 9 8 7 6 5 4 3 2 1 0
Understand your internal brand identity Universum will summarize the findings of the report for you so that you can take action, whether it means improving internal communication, offering something new externally, or revising your EVP.
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BIGGEST POSITIVE GAPS
BIGGEST NEGATIVE GAPS
• Environmental sustainability • High level of responsibility• Professional training and
development• Variety of assignments
• A creative and dynamic work environment
• Respect for its people• Support for gender equality
• Competitive benefits• High future earnings• Rapid promotion
• Prestige • Opportunities for international travel/relocation
• Flexible working conditions• Team-oriented work
• Recruiting only the best talent• Acceptance towards minorities
EMPLOYER REPUTATION & IMAGE
JOB CHARACTERISTICSPEOPLE & CULTUREREMUNERATION & ADVANCEMENT OPPORTUNITIES
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The Toolbox Building lasting Talent Success
consists of
Tools & templates Template: Monitoring Your Talent
Investments Guide: Building Internal Commitment Workshop: Selecting The Right Goals
and KPI:s
In this toolbox you will learn: How to make talent attraction part of
your corporate DNA How to get your employees involved in
the right way The fundamentals of evaluation and
follow up How to choose the right metrics and
KPI’s The 3 steps to optimizing your talent
investments How to succeed with an internal
ambassador program Building long-term relations with
potential hires
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Thanks…until next time
www.universumglobal.com