Links, Clicks and Beyond 🐲🐉 EBH
Getting arty, developing people and reinventing work. You know, the usual.
What would immediately more effective social media that defines, supports, proves, and illustrate your employer brand be worth to you?
If you answered more than $25, you kinda have to register for my newest class on better social media for employer brand. This is the discounted price which goes up after the one-hour class moves to on-demand after May 16 (that’s Tuesday!).
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🐲 What we’re in the middle of is a complete reinvention of what work is, how it is done, how it is measured, and how it is valued. Why does that matter to an employer brand? It means employees and companies can’t make assumptions about what they want, expect and offer each other. Companies who define those ideas, who explain why those decisions were made like that will gain the upper hand by the sheer weight of credibility they are offering. You’re seeing this happen in conversations like this one about how companies do not know how to measure productivity anymore.🐲
🐉 My minor was in studio art rather than art history, so I can’t tell you much about Kandinsky. But I have a deep belief that there is a lot we can learn from art and this article makes those connections pretty clear. If you think this kind of idea is interesting, I would invite you to check out Harriet Kindleysides’ now-defunct newsletter “A Strategist’s Guide to Art.”
🐲 In general, most companies do a crap job describing (or even thinking about) how they will develop their people. The thinking gets stuffed into an under-funded program called “L&D” that churns out check-the-box “classes” without actually making anyone better at their job (painting with a broad brush). This is a missed opportunity because people are begging for growth they can see, feel and measure.
🐉 For all the money, time, energy and thought you put into expressing your brand, often it is the tiny expression, the off-the-cuff term or idea that sticks. (In an staff interview at a client, someone recalled that when they called to inquire about a role, the automated message said, “Leave your name and number and someone random will get back to you.” To them, the word “random” spoke volumes about the culture and feel of the company.) To that end, are you showing empathy by allowing people to opt out?
🐲 How will you use your brand to “win?” We need to talk less about our brands in terms of perception and feeling and more in how it creates value.
🐉 Employees are done with the latest change initiative/idea of the month model at work. What they want is iteration towards a goal, a chance to be involved in the change instead of having it dropped on them. Keep that in mind when you think about how to announce EB work.
🐲 Taking over your first employer brand manager role? You should listen to this podcast on how to define the role.
🐲 Video: Brand as a strategic asset.
🐉 50 AI prompts to help you generate marketing results.
Desire offers rationalizations instead of rationality. - Scott Galloway
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Last call: This week, I’ve been trying to offer recruiters who have been hit with RIF, layoffs, or redundancy a way to level up some skills to help them get their next gig.
I’m offering my Employer Brand for Recruiters for free to recruiters who are looking for their next role. It’s a $650 course that teaches recruiters how to actually use a brand to engage more prospects and close more offers and more than 100 recruiters have taken me up on it.
If you know anyone who might value a course like this (and has the time to take it because they aren’t working), ask them to ping me on LinkedIn or email me at EmployerBrandNerd@gmail.com and I’ll send them login instructions.
***This Newsletter Contains No ChatGPT***
-James Ellis [LinkedIn] [Website]
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