Its a Candidate Driven Market and Talent has won !

Talent Branding is a long term game .  Talent Branding is a specialised & complex role that cuts across 4 verticals - HR, Recruitment, Internal Communications, Marketing. Having delivered in this role both at IBM and WNS . I did a quick audit for Startups , while the Founders have got Funding and attention across Startup community , Product Startups needs to have visibility amongst the Right Talent Pool ( Engineering, Product, Business Development) which currently seems to be a gap area that needs to be filled in.  Talent Branding Score and Index seems to be low  , need to build it up to stand out from competition in the market . Careers Website doesnt exist. Where does the entire traffic get directed ? On Linkedin Career page visibility for People/ Culture is almost zilch. Culture needs to be highlighted through Digital ( owned media, paid media, earned media) . Need to find out if ATS ( Applicant Tracking System is in place, what kind of analytics, process, systems exist wrt HR/ HRTech to make People / Recruitment related business decisions and investments. What is the offer to acceptance ratio currently at Entry level, Lateral level and Leadership roles ? How soon Founders aspire to win award - Great Place to Work  ? Gone are the days when you post a job and expect talent to apply. Its candidate driven market and Talent needs to be wooed.    Employees are the Best Brand Ambassadors and Adovcates. That needs to be leveraged to optimum to attract future talent. 

Please write an email with your queries to  ruchibhatia23@gmail.com 

 

What is your Talent Branding Strategy ?

 Questions to CHROs / Recruitment / Talent / HR Leaders for reflection 

1. Who do you want to be as an Employer ? What is your Employment promise to Talent ?

2. Do you hire for culture fit or culture add ?

3. Do you hire for Diversity or Inclusion   ?

4. Do your Leaders practice inclusion first culture ?

5. Do you have a culture of Diversity and Inclusion ?

6. Are you LGBT Friendly employer ?

7. % Women in Top Leadership Roles ?

8. Are your current employees engaged with your organisation ?

9. Do you offer personalised Employee Experience ?

10. Do your Leaders display high Empathy at workplace ?

11. How much focus is given to Employee Wellness in your organization ?

12. Do you offer competitive Comp and Benefits to your employees ?

13. How do you evaluate hi potential ?

14. Do you offer fast track career growth for key technical talent in your company ?

15. How do you assess Talent ?

16. % Attrition . Are you able to retain talent ?

17. What is your Campus Hiring Strategy ?

18. What is the Recruitment Source Mix ?

19. What are your Recruitment Sourcing Strategies ?

20. Do you have Employee Referrals Program ?

21. Do you know what does Technical Talent want from the employer ? Do you meet their expectations ?

22. What is your Buy Build Borrow Strategy for Technical Talent ?

23. Do you emphasise on Candidate Experience during Recruitment ?

24. Do you have Social Media Guidelines for employees ?

25. Do you actively listen to segments of Talent and incorporate feedback into your HR Policies  ?

Client Brief

Attract quality candidates

• Improve offer acceptance rate

• Build greater awareness of Brand 

• To be seen in the same league as Accenture, PwC, KPMG, Bain & Co. etc.

• To change the perception form being just a service provider to a technology company that works

with the finest minds

• Improve employee and prospective employee experience

• To reinforce/reinforce employer value proposition

Gap -

No communication, engagement or Brand Messaging with key segments of Talent and Technical

Talent Pools

Key concepts to solve this problem

Owned Media / Paid Media / Earned Media 

Your Culture is your Brand

Leverage Employees as Brand Ambassadors

Leaders as Storytellers

Recruiters as Marketers

Woo the Passive Talent by targeted paid Campaigns communicating EVP to prospective Talent

Manage the internal and external reputation by dedicated communications campaign 

Activate Employee Advocacy Program to internal employees

Approach -

Define the Message ( EVP) Employer Value Proposition

Live the message ( Employee Experience)

Deliver the Message ( Branded Campaigns )  , Employee Ambassadors 

Create high quality Social Media Campaigns to engage with right Talent to communicate EVP

( Employment Promise ) to the Technical Talent.

Start nurturing the Talent pool even before you hire them . 

The Rise of Social Business

1. Social business in numbers



2. It is the People who create Value for your Business and Clients .

3. Social business is a powerful force of change in culture and
behavior that is transforming the way enterprises work to better
capitalize on our most valuable resource: people

4. 36% better customer service reported by companies using Social Tools
ESG Research Report, Social Enterprise Adoption Trends, June 2012

5. In the next 5 years, 57% CEOs expect digital channels to be the key way to engage customers.
IBM Global CEO Study May 2012

6. 65% of Executives use Social Business tools to understand market shifts
IBM Global C-Suite Study October 2013

7. 70% of Executives believe Social Business can fundamentally change the way business works
MIT Sloan Management Review,
Social Business Study: Shifting Out of First Gear,
David Kiron and others,  July 16, 2013.

8. The rise of mobile technology: With almost 75 percent of the worlds population owning a mobile device, information is not only accessible, but available at our fingertips.

9. According to a study done by Salary.com, 72 percent of candidates are using social connection tools to scour jobs.

10. 10 skills for the Future Workforce ( Marcia Conner)
http://marciaconner.com/blog/ten-skills/


11.  Twitter search  #IBMSWchat  for links & further resources on Smarter Workforce = Future Ready Workforce for Digital Era

12. In the USA right now there are over 3 million unfilled jobs, while in countries like Spain, youth unemployment stands at a jaw dropping 47%. The extent of the gap between what employers need and what the labour market provides in terms of skills and talents seems to be continuously widening.

13. The global skill gap is here to stay for as long as technological advances, globalisation and demography continue to redefine work

14. Executives at Wipro, for example, work with tens of thousands of colleges across India to train teachers to develop IT skills, build state-of-the-art curricula, and encourage students to become what they term work-ready

15. 10 ways to Future Proof your Career by Dr Lynda Gratton
This is 2011 article, however still relevant, for individual employees / professionals to prepare themselves for Future
 ( Timeless wisdom by Dr Lynda Gratton )

http://lyndagrattonfutureofwork.typepad.com/lynda-gratton-future-of-work/2011/06/the-10-ways-to-future-proof-your-career.html

15. Andrew McAfee  Social Technology as major Disruption to Global Economy

http://youtu.be/Y04lZ8F3GjQ


16. IMHO, Future Ready Workforce will constitute Individuals who are LifeLongLearners, who have the ability to learn, unlearn, relearn and reinvent themselves. Who are agile, and make  investment in self education and acquiring new skills.

Future ready workforce also mean networked and collaborative workforce. They know how to collaborate, create trust in virtual environment, reach out to experts across borders and locate expertise quickly at the tip of fingertips to create value for clients. 

Future ready workforce means individual employees may not have all the answers to client problems however have the skills to find the answers and reach out to experts.
Who knows what and who knows whom becomes utmost important , hence the value of networks.

Future ready workforce know how to manage work in a borderless economy.


17. Digitisation is a step change even greater than  the internet. Exponential technology advances, greater consumer power and increased competition mean all industries face the threat

of commoditisation. The winners will act now, and build a strategic advantage that leaves

their counterparts wondering what happened.



18. According to Ernst & Young research, other Generation Y

expectations include:

► Collaborative, networked learning: the average user spends

55 minutes a day on Facebook

► Fast, easy and fun communication: Generation Y adults

spend 15+ hours a week on the internet

► Visible peer recommendations in decision-making: 80% of

consumers believe peer recommendations, but only 14%

trust advertisements

► Immediate feedback: 34% of bloggers post opinions about

products and brands

► Environmentally aware: 96% of Generation Y want an

environmentally aware workplace

► Flexibility: 56% of Generation Y prefer to work flexibly and

choose when to work, and 79% prefer to be mobile rather

than static workers


19. Digital Business Model Creator/inventor Year of birth

Facebook  social networking Mark Zuckerberg 1984

Napster  peer to peer file sharing Sean Parker 1979

Spotify  digital music streaming Daniel Ek 1983

Skype  VOIP telephone network Janus Friis 1976

Twitter  microblogging social network Jack Dorsey 1976


20. The Rise of the Prosumer ( E&Y research)

A Prosumer is a term used for a consumer who is unusually interested in products/

services of a brand. Prosumers will dedicate their spare time to upload reviews and

comments and respond to other reviews and comments about the product. Some

prosumers will record YouTube videos to help other users with technical service

issues of a particular product. These individuals can be very useful sources of product

development ideas, or can be incentivised as a low cost provider of technical service to

other consumers.

21. The digitisation of everything How organisations must adapt to changing consumer behaviour (E&Y Research)

 Customers

► Improve customer experience

► Increase marketing, sales and service effectiveness

► Develop multi-channel strategy

Suppliers and partners

► Improve transaction speeds, lower costs

► Optimise the end-to-end digital supply chain process

► Improve supplier relationship management

► Optimise sales and operations planning

Employees

► Manage organisational change

► Develop social policies and governance

► Develop digital skills and capabilities

► Manage recruitment, retention and talent

Leaders

► Develop a digital strategy

► Assess market and competition

► Design operating model and organisational structure

HR Value to Organisations and India Economy

I consider myself privileged to be a key member of the SHRM Network and one of the Top 10 HR Influencer recognised by SHRM .

 My observation after attending HR Conferences - 

At the risk of sounding tad bit skeptical -  Where is the voice of  key stakeholders in HR Conferences -  #GigWorkers, #Women Leaders who face gender discrimination, #LGBT,  #Employees who are your Brand Ambassadors, GenZ, Millennials, Techies, Learners,  #People with different abilities et al ? 

For whom we in HR design policies , programs , practices ? For whom we in HR buy HR technology ?  Employee Experience, People are our Best Assets sound empty words, unless  diverse voices of key stakeholders are also included . HR Conferences serve as great Echo Chambers in a way,  providing great,  hi touch , human experience for All -  Sponsors, Vendors, Startups, Delegates, Speakers  ! 

My big idea to SHRM is to invite and focus on SMEs for SHRM Annual Conference in October 2019 . SMEs are the ones who need HR Advisory and Consulting and Insights from HR , HRTech Conferences most for Productivity gains .  In an Economic paper , interesting insight came up that One Quarter of GDP is Persuasion.  

One can establish value of SHRM Contribution and Impact on SMEs , if we ensure survey data is collected from SME sector prior to SHRM Event and Post the intervention.  

Such an intervention with SME Focus would be embraced and welcomed by Modi Government. MSME is regarded to be Growth Engine of Indian Economy. 

HR tech adoption results in time, cost, productivity gains for organisations: Report

In very simple economic terms, Capital and Technology investments Lead to Productivity gains, which lead to Jobs growth , which further enables MSMEs to export more, demand and consumption of goods and services rises enabling firms and Economy to grow for further leading to a virtuous economic cycle .   

( Source - A Guest Lecture by Subramanian Kri , Chief Economic Advisor, India ) 

How a Superior HR Tech drives Experience, Productivity and Performance

Economic Survey 2019: The curious case of Indian firms starting small & staying small

The Economic Survey says even Mexico does far better on this dimension than India.

Comparing employment and productivity with firm age in three countries: U.S., Mexico and India (Hseih and Klenow, 2014)the Survey found that the average employment level for 40-year old enterprises in the U.S. was more than seven times that of the employment when the enterprise is newly set up. 

A similar tale unfolds with productivity as well when we compare these three countries for the effect of aging of firms on productivity. The average productivity level for 40-year old enterprises in the U.S. was more than four times that of the productivity of an enterprise that is newly set up. In contrast, the average productivity level for 40-year old firms in India was only 60 per cent greater than the productivity of an enterprise that is newly set up. Thus, once they survive for forty year .. 

Read the ETB Report on MSME in detail here https://economictimes.indiatimes.com/small-biz/sme-sector/economic-survey-2019-the-curious-case-of-indian-firms-starting-small-staying-small/articleshow/70069672.cms 

I believe , MSME sector is where HR Startups, HRTech Startups, HR Consultants and HR Advisory can add most value and maximum Impact.

Nourishing dwarfs to become giants for MSME growth: Economic Survey 2019

I will be at SHRM Annual 2019 Conference , Look forward to meeting HR Friends, Best minds in the Industry and getting exposed to new ideas and insights at the Event. 

I will be there at TechHRIn on 1st Aug, attending India's Largest HRTech Event. Will you be there ?

To make business happen, you have to be at the right place, at the right time. People Matters HR Conference, TechHR gives you that opportunity and platform. It is where meaningful conversations take place among professionals and business stalwarts. It is where innovation guides the way and thought leaders and new age service providers converge to create an ecosystem of brilliance in the domain of work technology. In other words, TechHR is where business happens. Some of the key sessions I am looking forward to learn from :

Join me for the #Friday #Keynote on insights for preparing the right AI-driven #BusinessStrategies in #HCM @PeopleMatters #TechHRIN https://t.co/7S8AIAs3g7 Aug 1-2 #FutureOfWork #NextGenHCM pic.twitter.com/wHe6qMGrRE

— Holger Mueller (@holgermu) July 25, 2019

Excited to welcome #PiyushPandey, Chief Creative Officer Worldwide and Executive Chairman India at @Ogilvy at People Matters #TechHRIN '19. Get an inside peek into the mind and genius of the man who defines #creativity in India. Are you ready? https://t.co/GbEUx6foPi pic.twitter.com/xQ9WGAHQUP

— Ester Martinez (@Ester_Matters) July 25, 2019

Plenty to learn from @LeenaNairHR, #CHRO @Unilever, on #futureofwork & how #HR can lead in this #digitalage at Asia's largest HR and #WorkTech conference #TechHRIN. Come along with your team!https://t.co/GbEUx6foPi pic.twitter.com/fJ9ZeqH85w

— Ester Martinez (@Ester_Matters) July 22, 2019

Be a part of a panel discussion at #TechHRIN with @PeopleMatters where Anish Sarkar, CEO, Sodexo Benefits & Rewards Services, India will throw light on the shifts that digital is enabling and the new opportunities that lay ahead.#NewAgeEmployeeBenefits #EmployeeExperience pic.twitter.com/vDGzrD3lNC

— SodexoBenefits India (@SodexoIndiaClub) July 24, 2019

Register here for the conference https://india.techhrconference.com/#about See Agenda and full line up of eminent speakers https://india.techhrconference.com/agenda Say Hello , if you happen to be there at TechHR. I am @rucsb on twitter and will live tweet the event. https://twitter.com/rucsb

Digital Marketing Strategies

If you are a Social Brand Practitioner  or interested in Digital Marketing , you will greatly benefit from this conversation full of insights .




Read the detailed report on Digital , Social, Mobile Trends here

Digital, Social & Mobile in India in 2015 from Kepios

A Tale of Two Tweets

On Dec 19 , after reading an article by  John Rampton, Why most colleges dont teach Internet Marketing , I tweeted & copied Coursera Founder , Prof Andrew Ng , whose lecture I attended at one of the IBM Education conference. 

.@johnrampton great write up. The solution is to offer #DigitalMarketing as a #MOOC http://t.co/B6FYRQV083 cc @AndrewYNg #education Dec 19, 2014


Exactly, within 15 days , I received a revert from Vishal Sachdev, Director @ Univ of Illinois, Urbana Champaign, that solution I proposed has been implemented.


RT @vishalsachdev: @rucsb Solution implemented @uiucbusiness and @coursera https://t.co/c6Z2Xj3bq5 cc @johnrampton @AndrewYNg Jan 04, 2015 


Whoa.


Such is the power of internet, when information flows freely without boundaries of hierarchy or power.

Reminds me of New clue From Cluetrain Manifesto ( Source- Doc Searls and David Weinberger)  - On the Net, we are the medium. We are the ones who move messages. We do so every time we post or retweet, send a link in an email, or post it on a social network.


Digital Marketing course starts in April 2015, for all those who care about Digital and Marketing stuff.


Image Source http://netdna.webdesignerdepot.com/uploads/2008/12/cluetrain.jpg

Why your Chief Executive too should be on Social Media ?

Image courtsey : Abhijit Bhaduri

 

The title of the post is a new blogpost by Abhijit Bhaduri . He asks the big question -
Why are CEOs/ CMOs not present on Social Media ?
Read out the full article here  

My 2 cents -

Abhijit, I am glad you wrote this article. High time that CXOs onboard the Social media flight as you aptly mentioned concept of Leadership is evolving. Leaders like yourself who walk the talk are perfect role models when it comes to Social Media Adoption. Some would take to the new medium as fish to water . The authentic ones are out there, participating & shaping up conversations about their Brand . While others (risk averse) are still mulling over pros & cons , they may require Coaching & Handholding. I discovered an article which would interest you, it represents an interesting picture of engaged CEOs on Social Media . 

Ranking of the Top 60 CEOs on Social Media

why are CEOs/CMOs not present on social media channels

Read more at:
http://economictimes.indiatimes.com/articleshow/34720455.cms?utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst

why are CEOs/CMOs not present on social media channels

Read more at:
http://economictimes.indiatimes.com/articleshow/34720455.cms?utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst

Future Ready WorkForce

Future Ready Workforce will constitute Individuals who are LifeLongLearners, who have the ability to learn, unlearn, relearn and reinvent themselves. Who are agile, and make  investment in self education and acquiring new skills.

Future ready workforce also mean networked and collaborative workforce. They know how to collaborate, create trust in virtual environment, reach out to experts across borders and locate expertise quickly at the tip of fingertips to create value for clients. 

Future ready workforce means individual employees may not have all the answers to client problems however have the skills to find the answers and reach out to experts.

Who knows what , who knows whom and who knows what you know  becomes utmost important , hence the value of networks.

Future ready workforce know how to manage work & get work done in a borderless economy.

Social Business - A perspective !

Get social

View more PowerPoint from Ruchi Bhatia

Digital Thoughts !

1. No man ever listened himself out of a job. As a step 1, participate in Social Computing as an active listener .

2. Start small , move some of your work activities which require maximum collaboration to online social spaces.

3. Build digital eminence.

4. Invest time first and derive value later.Like real world relationships, in any social networking platform , it takes time to build online relationships.Be genuine, be caring. Start with how you can contribute to your network .Grow your network through influence.

5. Share your expertise, experience and insights and learn from your Social network .

6. Social Computing is by design a Q2 activity. ( Not urgent but important activity ) , refer to Stephen Covey time management matrix. Effective people like to spend time in Q2 quadrant, which is the quadrant of effectiveness.

7. Begin with end in mind. Stay focused on your goals. Collaborate and Socially network for a reason.

8. Digital eminence is the currency you build today to en cash in future.

9. Remember KISS formula. Keep it simple , stupid. Don't spread yourself too thin trying to be omnipresent on all social networks. Plan what works for you.

10. Wish everyone in my present and future network a Happy Social Computing journey ! Stay networked , Stay Happy !