Bloomberg’s People and Performance APAC series, hosted in partnership with Elliott Scott HR, was held in Hong Kong on Tuesday 10st November, 2015. This is the third event in the series.
The event provided the opportunity for over 60 senior-level HR professionals to network over drinks and canapés, before hearing insights from thought leaders on the challenges most pertinent for HR in the region.
The keynote speaker was Chris J Reed, founder and global CEO of Black Marketing, a specialist consultancy helping CEOs, entrepreneurs and organisations around the world promote their brand through LinkedIn. Chris shared how HR could get the most out of LinkedIn for recruitment, talent management and employer branding.
Chris’ Top Tips for Success on LinkedIn
Treat LinkedIn as though you are a magazine publisher, and your followers as your readers.
You need to create and curate engaging and compelling content that your employees and followers can share with their network and in groups.
This content will make sharing job opportunities far easier and more effective than blasting jobs on your company’s newsfeed. Consider creating a separate showcase page for jobs.
Consider your CEO as your talent leader: people work for leaders they admire.
Mobilising your employees as brand ambassadors empowers your workforce with pride, accentuates a sense of identity and loyalty to your company while inspiring them to amplify your brand.
Following the keynote was a panel discussion how to build your employer brand to influence the right candidates. Facilitated by CEB’s Managing Director, Chris Frost, the panel included Gwen Livingston, Executive Director, HR APAC, Turner Broadcasting; Madeleine Price, Head of HR Business Partner Group, BNY Mellon; Stuart Elliott, CEO and Owner, Elliott Scott Group; and Jig Ramji, Regional Business Partner and HR Leader, Bloomberg.
According to CEB’s data, the APAC region has more complex, dynamic talent needs than ever before. Career growth, not just compensation, is key to attracting talent, yet it is also the main reason why talent leaves a company, along with work-life balance and management.
They suggested that companies would benefit from shifting their employer branding strategy away from branding for appeal, and instead focus on branding for influence, in order to stand out from their competitors. Whereby branding for appeal with sales-focussed messages and channel-driven outreach leaves a company indistinguishable from others, branding for influence focuses more on consultative messages with a messenger-driven approach that provides genuine guidance for talent.
Questions to the panel addressed challenges they have faced in attracting and engaging talent in the region, discussing which channels have been the most and least effective, and what strategies they have implemented to develop a recruiting culture amongst employees.
Key issues raised included the need to develop employer branding strategies that could speak to the diversity of cultures, histories and preferences across the region, and how, despite the multitude of digital platforms available, referrals remain one of the most powerful tools in recruitment.
To find out when the next event will be held, or for more information, contact Group Marketing and Communications Manager, Malinda Zerefos at firstname.lastname@example.org.