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See a list of commonly-asked questions. The Prince Albert Fire Department provides numerous safety tips to reduce risk to you and your family. Hey Kids! Prevent Kitchen Fires. Where could we tell our stories? Content is the key to any great talent brand , and we thought a blog would be a great place to do this. Now, we have employee blog contributors who tell their own stories, many of which we find from employee social posts. For instance, a self-identified Cisco employee posted a photo of her trip to Honduras to volunteer at an orphanage onto Instagram.
She tagged it WeAreCisco.
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There had never been a clear way for employees to come together as a tribe and share their experiences on social media. We are going to scale those trainings this year through Video on Demand. While staying true to the Cisco brand voice, we all agreed that the talent brand was a subset brand and needed its own nuances. One nuance that we developed was the idea of fun.
The social comments were all about the visual — how it looked like we truly were a happy place. Only after such extreme organic growth did we start to supplement that growth with paid, targeted follower campaigns. And these campaigns are not ads, they are the same human touch posts we put up organically, so we attract the right people to the channels who will continue to engage with us.
We launched an Instagram account and earned 2K followers with above-industry engagement in those same 6 months. Social media is a mobile game. So when someone clicks a link from Twitter or Instagram, that gets clumped in our metrics into the Mobile category.
Cisco's 'People Deal' Exemplifies Its Cutting Edge Commitment To Employees
That mobile category as a driver of applies is a pretty high percentage. Two social media folks plus five channels plus two blog posts a week is a lot of content. This is time-intensive. Another piece of scaling this is really internal PR. We take it team by team. While we attract talent with content and perception, talent acquisition always wants to post job ads.
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Some individual teams understand that they have to create their own content. Some are resistant and feel like the talent brand team should be doing this for them. The key takeaway number one is that employees are your talent brand. They are your culture. You can be a marketer and put together a plan about how you want employees to talk in public about the work environment.
But it actually works the other way around. And if it comes from the brand, it should be in an authentic tone and voice.
Storytelling goes a long way. Our social voice was about as non-engaging as you can get. Join our team.
No one else was paying much attention not even our Execs. Our metrics answered that question. We changed our tone and voice in social. We got real.
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Real human, that is. Always choose human. We put our best advocates — our employees — first. We created a recruiting blog focusing on our employees. We encouraged the conversation.