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BRANDE : Uncategorized

June 2, 2017

Unify Your Employee Communications and Build Equity in Your HR Brand

It’s Not Who Sends the Message; It’s What it Means to Employees that Counts.

Many internal/employee communications are delivered in siloed streams and on any given day, an employee may receive one communication from Finance about the new expense reimbursement system. Another from Payroll about W-2s being available online. Another one from the Benefits Department on a change to the 401(k) plan. Another one from Facilities about the cafeteria menu. Another from Learning & Development about a new leadership training for new people managers. You get the idea.

All these various departments, with possibly different branding across multiple communications and channels, are competing for attention and sending out messages and wanting to make it clear “who” sent it.

But consider the employee experience as they field multiple requests from colleagues, clients, vendors, recruiters etc. It is just stuff from the Company (or worse yet, just stuff from HR). They can’t differentiate who is sending what or why. They just want to know WIFI (what’s in it for me.)

  • • What effect does this have on my employment?
  • • What impact will this have on how I do my job?
  • • What impact will this have on the people I work with?

 

Consider building your HR Brand and working together across functions to think about how HR should “look, sound and feel.”

Time is precious, information overload is rampant and email fatigue is flourishing. Are you brave enough to jump into the sandbox together and look at your communications in a new way? Consider starting a communications audit. Or perhaps you need help activating your talent brand internally in a consistent way?

August 20, 2016

Employer “Employee” Branding

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An employer brand is the way your organization’s prospective applicants, candidates and employees perceive you as an employer. In simpler words, it’s the process of building an image of being “a great place to work at” in the minds of prospective candidates and employees. It is a long-term strategy that establishes an organization’s identity as an employer, and reveals how one organization is different from another. But what about “employee branding?” Having employees become your brand ambassadors is a fast way of building a grass roots recruiting effort and harnessing the power of word-of-mouth.

Loosen Up Control

Take a tip from Zappos, the online retailer legendary for turning employees into brand advocates. Loosen up a little control and let team members use Social Media to talk about the company and its culture to prospective candidates.

Create a 30-minute “employer brand certification program”

Create a 30-minute “employer brand certification program” so employees learn more about appropriate social recruiting behavior. Arm them with the information they need to create a singular brand experience. Share updates about events, news, new projects and developments, and make sure they’re aware of your hard-to-fill job opportunities and what makes them so special.

In return for their efforts, considers suggestions given by your employees and takes time to recognize them for the positive efforts they are putting forth on behalf of your employer brand.

The average person has 1 to 12 intimate contacts, 150 social contacts and 500 – 1,500 weak ties so an employee population of 100 people could yield more than 10,000 new candidates in your pipeline.   

February 24, 2016

Brand Archetypes and the Republican Race

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What is a Brand Archetype?

As professionals in this industry, we understand various brands and their specific allure for a consumer. Essentially, there are 20 brand archetypes into which everything can be sorted: from breakfast cereals to talk show hosts. Read my earlier blog post on brand archetypes here.

Politics aside, I thought it would be great fun to look at the recent and current Republicans seeking the presidential nomination through the lens of a brand archetype. Your comments appreciated.

Marco Rubio: The Innocent

Like Mr. Rogers, the innocent is committed to simplicity, and doing the right thing.  Rubio wants to bolster education, secure America’s borders and balance the budget. His naivete can be too much at times, such as when he denies climate change. Lysol and Dove are two examples of consumer brand names that suit the innocent.

Trump: The Entertainer

While some of Trump’s speeches are about the old  simpler America, he is as much the clown as the traditionalist. He makes faces at the camera, baits news commentators, and slams his competition (e.g. Carly Fiorina’s looks.) Lacking a political background, he is best known for his entertainment holdings–beauty pageants, casinos, and iterations of The Apprentice. A celebrity who suits  this category is Jeff Foxworthy and a consumer brand is the Jack in the Box chain.

Ben Carson: The Traditionalist

The traditionalist seeks to restore glory through a return to old fashioned values. Carson, who announced his run at a prayer breakfast full of city pastors, certainly fits in with this archetype. Beyond religion, his conservative views and commitment to family values are as clean and simple as Proctor and Gamble soaps. Other traditionalist brands include Old Spice and Folger’s coffee.

Chris Christie: The Boy Next Door                                                                                               

This brand type is friendly, hardworking, for “regular Joes” — think Walmart or Covergirl cosmetics. Often photographed in khakis and polo shirts, Christie looks like your neighbor out mowing his lawn. And when it comes to issues, he’ll tell you that he wants to lower taxes and take a bite out of crime.

Discover Your Brand Archetype

Brandemix creates brand plans for clients across a wide range of industries. We can analyze your current brand, the archetype it fits into, how to communicate in the write tone of voice and how to leverage that with the right audience.   Find out more. 

October 20, 2015

Employer Branding Efforts are on the Rise

Brandemix released findings from their 2015 Employer Branding Survey today.

The results indicate that more companies are responding to the challenges of hiring talented professionals by shortening the gap between their employer branding initiatives to just 11 months.This year’s report confirms that employer branding is moving into the spotlight as recruiting, retaining and engaging talent become strategic organizational imperatives. Not surprisingly, the top 2 primary goals cited by respondents were ease in attracting candidates (42%) and gaining recognition as an employer of choice/best place to work (40%). For the full survey visit http://www.brandemix.com/presentation/2015-employer-branding-survey/

Brandemix State of Employer Branding Infographic 2015

 

January 21, 2011

What do you Think of your Company’s Website?