Michael Clara's Linkedin Analytics

I am passionate about creating systems and best practices to foster amazing work environments and cultures that are loved by employees. Where they feel included and where they can thrive. Then sharing those stories externally – reaching potential candidates with high-demand skills, so they can see themselves working here. It goes beyond marketing or branding alone. It’s Talent Engagement. Talent Engagement starts with an approach similar to building products. We define an ideal workplace and culture, write user-stores that describe the people-centric-features, and work with product teams (in this case, people-teams) to implement each people-feature, get feedback from employees and candidates, and iterate: team culture, decision-making structures, health benefits, perks, company policies, learning & development, onboarding, referral programs, etc. Just as a marketing team would then evangelize product feature and benefits, the recruitment marketing team creates assets that promote the people-features, the culture that helped make them possible, and the benefits to employees. Talent Engagement marketing has four pillars: •Build the Employer Brand: Define a strong and well-received EVP. Create content, through storytelling, that describe the authentic culture and philosophies of the company. Share them through owned and organic channels. Organize brand-building event presence. •Fill the Funnel: Create marketing opportunities (hyper-targeted paid channels, events, referrals, etc.) to create relevant application volume. •Support TA: Build assets for recruiters and sourcers that are on-brand, speak to the EVP, and give members of TA scale and leverage. Things like reach-out templates, improved job descriptions, photo assets, employee quotes and testimonials, team leader interviews. Every question we answer proactively is more time sourcers/recruiters have to identify and attract great new talent. •Increase the Value of the Database: Recruiters have already done a ton of work, spent many hours, vetting candidates that end up being silver or bronze medalists. We must build content and processes to continue to engage with those great candidates. Create nurture campaigns to continue to build those professional relationships and be ready when they’re ready for the next opportunity. If there’s anything I can do to help you or your organization, please don't hesitate to send me a message. I’m happy to chat. If I can’t be of help, I may know others who can. After all, building strong relationships is the foundation of great professional relationships.