Next week, the top minds in the talent space will meet in Chicago to share their methods and motivations behind employer branding. In preparation for the conference, we want to put forward a consideration for the future: The next goal of our industry is to build and execute great EVPs from the inside out. It’s something few practitioners have nailed, but it’s the next logical step. Think about it…

Most of you sit within talent acquisition and are focused on the candidate and the candidate experience. We have become amazing storytellers and have great new social channels and tools to amplify our message. But what happens once a candidate accepts the offer and joins on day one? The employer brand quickly becomes lost in a maze of communications around onboarding and other important internal messages from a variety of stakeholders.

So what’s the solution from the perspective of a employer brand practitioner?

1.

Drive external employer
Culture and employee

You own and drive external employer brand, employee engagement, culture and employee communications.
Most of you sit within talent acquisition and are focused on the candidate and the candidate experience.

2.

You sit
at the table

You sit at the table with the CHRO because attracting and retaining talent is at the top of his/her agenda and they ‘get’ what we offer. The next goal of our industry is to build and execute great EVPs from the inside out.

3.

To drive
the EVP

To drive the EVP from the inside out, you must actively partner with senior HR stakeholders (who are now your peers since you are sitting at the same table), including: