Why Content is Key to a Compelling Employer Brand

Why Content is Key to a Compelling Employer Brand There are great people out there deciding whether or not theyll apply for a role with your  organisation. Will  they throw their CV against the ad blindly?  Unlikely. Will they Google your  company first, read up on whatever they can find and then make a call? There you go. Much more likely. When was the last time you checked what content is out there for your potential employees to read? Furthermore, when was the last time you adjusted your content strategy to make sure you have control over what theyre learning about your company? Keep reading for a compelling case study outlining why content is essential for employer branding, as told by  Todd Wheatland, head of strategy at King Content,  an end-to-end digital specialist content marketing agency. Have a listen, keep reading and be sure to subscribe to the Employer Branding Podcast. How do organisations use content marketing for employer branding? They dont.  Im a marketer, I came at this space, this gig very much from a lets help marketers become publishers, lets help people understand that the worlds changed and they dont have to keep going out and doing global funnel marketing or promotion. All that beautiful, wonderful stuff that content marketing represents in terms of philosophy. I think organisations are absolutely getting the budgets that they didnt have two years ago and I see year on year, I see doubling, tripling, quadrupling of budgets and employer branding from many organisations. Getting much more sophisticated in the analytics and the way that they apply that and especially for global organisations much more localised in recognising the connection between geography and specific role demand. Does that mean a lot more content is being created and published in the space? It does. But I think the shift at the same time, as we all know, weve seen the great promise of social media, six or seven years ago, it was going to be free forever and you could just shout your messages and people would click on your links and come pouring back to your website, because thats what they wanted to do. Or so we deluded ourselves into thinking. The reality of those platforms is that that actually was so effective that everyone did it and we quickly killed that as a potential model. And Facebook, weve got client organisations under 1% for organic reach on Facebook now, weve seen even in the last three months, dramatic plunging in returns on organic visibility for many publishers. Is the solution  to create great  content that will resonate with your audience? The solution is definitely not more content. The solution is developing content with intent and understanding before you create it, how youre going to get it in front of the right audience. Its much less about, Gee Ive got a blog and Ive got four social channels so I need to produce a piece of content every day for the blog and shout it out in the social channels. Its much less about that, one piece of content every day and much more about how to make sure every piece of content that goes out is actually trying to achieve an objective that Im intentionally developing it for and is actually getting a connection with the audience that Im putting it in front of. How do you go about measuring the ROI on content? Youve got a legacy technology sitting around, youve got a lot of start-ups trying to do very different things as well. So its definitely an interesting space and there are things happening, but you see products like Clinch for example that are trying to do really clever things with combining more employer burning-type content assets with the actual vacancy, so youre creating this bridge between the branding activity, story-telling activity, and the actual Okay, how are we going to make money out of this thing? And the analytics that those sorts of platforms are able to achieve now are really quite breath-taking even compared to where it was even six months ago. So I think were going to see continued evolution of how relatively easy it is to track and score and get indicators as to Are these things working? And I think in general buckets, youre always trying to understand, Well, who has seen this content in what context? How has it seemed to influence what they were doing or thinking or their willingness to share or generate some organic or some other indicated interest in what youve created? And ultimately the hardest thing, which everyone struggles with, in any audience objective, people struggle with how can we demonstrate in ROI that it links to a business outcome for us. And that in most cases, is sales or lead generation or job application or join a community. So its being really clear on what is the metric we can measure that can demonstrate as close to possible that there is a money component thats actually being delivered here. Its really hard. Whats the content strategy for your personal brand? I think from a personal perspective, Ive always been fascinated by the role of individuals and individuals within organisations and theres a line between your personal and professional brand or where do you cross the line between whats good for you and whats good for the business? A very common challenge for a lot of people who are in this space, especially really active in social and in a big organisation. Huge number of people whove been shopped from those organisations because they seem to have crossed some imaginary line at some point, but for me People love to make fun of LinkedIn, I love LinkedIn, I think its definitely my most useful platform. Ive actually become very, a little bit obsessed with Snapchat of late and needing to explain to my son why he wasnt going to get access to it and him saying it wasnt fair for me to tell him that if I didnt know enough of what the platform was. And so I forced myself to get into it and I find it for me, it feels like the early days of Twitter. Its kind of funny, people dont really know how to do it, theyre really confused, its unusual, theres lots of humour and discovery and newness about it. I think its definitely going to become a B2B play. Ive actually engaged with a lot of my clients on Snapchat now and Ive found it kind of like, you can get client relationships going on Facebook, for example, then theres just a tone difference and a level of emotional connection that you have for that person for some strange reason that you feel on Facebook that you wouldnt perhaps on LinkedIn. You can achieve the same thing on Twitter, though its getting harder, its becoming less of that sort of platform, but I think Snapchats where that sort of activity is really happening now. That sort of personal connection, the ability to do direct messaging in a funny way with the clients. I actually did it with the head of a fairly large organisation recently where we literally just had what would have been an email conversation previously, literally just taking stupid photos of ourselves with filters and then writing text on the actual snaps, and sending each other. So I think thats a real interesting blend, or breaking down of traditional comms channels and the way you can do that. What are you and your clients looking to improve and expand on at the moment? Theres an underlying complexity now to content marketing now that didnt exist a couple of years ago. It used to be very much like okay, like I said before, you cant just whack some stuff on your website, copy a link and shout about it in social channels and people will come and theyll love it. And theyll join a community or theyll download something or theyll give you an email address. It was very, very simple. You had to really be bad at it, six or seven years ago, to not to get some kind of success even if you knew what you were trying to do. And I still think its possible to start from scratch and be very, very successful but its definitely not about producing more content. Its definitely not about just going, oh well shit, I like to write and I know some people and Im going to write some stuff and Im going to put it out there. Our experience is consumerism and its typically now through discovery, and that discovery may be contextual ads served up to us, it may be inline feed ads on Facebook, for example, so thats where youre competing against peoples mums and their brothers and their friends and the disaster in Turkey and whatever, youve got these other things that are getting pushed in, in a contextual way, and theyre speaking to that person, in an understanding way, theyre recognising who that person is as an individual. So its almost as if the stakes have been raised at every single level. Now when the stakes get raised, its Oh shit, weve got to do more and more and more. Thats absolutely when you have to do the opposite and just do a lot less. And I would advise anyone to do all they can to declass our things. Not do five things, just do one thing. Start from a very simple premise and reduce the frequency and just focus on quality, consistency, and things you have a heightened degree of confidence are going to engage with a person. And test everything. A/B testing is iterative responses, even if you spend the time developing a strategy, you recognised that thats just a hypothesis, thats not the way the world is going to work until you actually put it into action. And even if you have a strategy and its worked, its not going to work the same way in six months time. Because these platforms that were playing in are constantly changing. I dont know how many updates that the Twitters and Facebooks and LinkedIns have made this year but its at least one a week from all of them that can have a significant impact on the financial viability of a certain tactic or not. Follow Todd on Twitter @ToddWheatland  and dont forget to subscribe to the Employer Branding Podcast.

Services Beacon Resources Provides

Services Beacon Resources Provides Beacon Resources is one of the premier providers of accounting jobs in Orange County. We specialize in matching employers in need with experienced employees who are looking for work. If you run a finance company, you may be wondering what services we can provide you. We offer more than just staffing services, and we always try to put a personal touch on our services. Read on to find out what Beacon Resources can do for you. Finance Workers  Beacon Resources specializes in providing finance and accounting workers. These are some of the professionals we provide: Accounting manager Audit manager CPA Financial manager Payroll manager Tax accountant Interim Staff  We can provide staff to fill a short term vacancy. This is ideal for replacing workers who are on leave or providing temporary assistance during busy periods. You can also use it to test out a new job at your company before creating it as a permanent position. Interim-to-Hire Staff  Sometimes an interim employee fits in so well with your current staff that you may want to bring them on as a permanent employee. We can help ease the transition from interim to permanent employee. Permanent Employees  We can also help you find the right permanent employee for your business. When you hire a permanent employee using Beacon Resources, we do the initial vetting for you so you only interview with the most qualified individuals. Specialty Staff  If you are looking for a worker with specialized skills, we also provide unique services on demand, such as those of a finance headhunter in Los Angeles. If you are looking for a worker with a specialized skill set or someone to fill a unique job vacancy, contact one of our recruiting experts to see how we can help. Let Beacon Resources begin meeting your staffing needs today. Contact us over the phone or online to find out more about what we can do for you

7 Lesser Known Leadership Traits Perceived as Weaknesses

7 Lesser Known Leadership Traits Perceived as Weaknesses Others mercilessly discuss the strengths and weaknesses of successful person. Be a leader is tough, only they know about leadership qualities perceived as weaknesses. Once someone hit a home run everyone become curious about a success story. The leader and his/her personality turn into talk of the town. And the strengths and weaknesses of person, who achieved success, are mercilessly discussed by others. People know becoming a leader is not that effortless. A personality should possess particular qualities to lead the staff and ensure company’s development. But only leaders themselves can tell about important leadership qualities that are considered as weaknesses. Here is the unknown truth about positive weaknesses of a superior. Willingness to take the blame When one of the members of the company made a mistake, a successful superior always take it personally. Some say, confess guilt is what weak personalities do. On the contrary, it takes strength and courage to tell people, who rely on you, that you made this huge mistake and you are to blame. Willingness to take the blame is an undeniably robust quality that shows person’s readiness to lead the way, no matter how rocky it can be. The ability to relax Every person has to know relaxation techniques to relieve stress and pain. But, leaders are always being judged if they possess the ability to relax and take it easy. Stress is an inevitable component of everyday routine. Someone shouted at you at work, or your project failed and voila: anxiety and fatigue are guaranteed for the whole week. Leaders usually undergo such constant pressure that a good rest is a thing they need the most.    The superior can perform their best only with the clear mind, so if they dedicate 20 minutes a day to meditation or another  method  of relaxation, or take brain-boosting medicine, such as  Flodafinil,  better results will be achieved.   Flexibility Let’s face the truth, when imagining a leader many people draw in their minds an arrogant, ambitious of power brut, who admits no excuses. In real life, such person would no longer be superior. Flexibility is one of the most important qualities of a leader. This trait means ‘understanding the opinion of other people and letting them have one. If a boss can listen to what co-workers are trying to tell him/her and follow advice that will make his/her irreplaceable. And frankly, such boss can earn great respect. Having fun A superior, who loves to have fun, was considered as weak one. However, with the team building development, the knowledge of how to celebrate own successes, as well as the successes of other people became one of the positive leadership traits. Optimism is a source of energy, and it is contagious. People see someone as a leader because they desire to be near that individuality. Such superior inspires and charges subordinates with energy, enthusiasm, and love of life. Dependence on others In the community of self-sufficient and independent workers, dependence is frequently unfair criticized. The ability to rely on the subordinates and work as a whole mechanism can only bring recognition to the leader. If you cooperate with your colleagues or simply ask essaybirdie to help you with writing business plan, sharing thoughts and ideas, developing coordinated strategy that means you are the person to lead the company. Kindness This leadership trait is frequently confused with weakness. But only a kind man can find an effective way of leading company respecting other people. Success cannot be achieved by neglecting and ignoring opinions of co-workers. A wise leader hears everyone, even if it’s just a cleaning manager or delivery guy. Disobedience Once a person doesn’t follow accepted rules, he/she will become ‘disobedient one’ in the company.   “It is that hard to follow the rules, and only weak people cannot do that” you may say. But, the most successful and famous personalities were doing nothing than violating norms and laws. Only the person, who doesn’t see any limitations and obstacles can reach recognition and lead others. Many important qualities of modern superior are sometimes seen as weaknesses. But exact those traits push leaders to new achievements, so it’s time to get rid of stereotypes and value people for their accomplishments, but not personal qualities.