How can you use storytelling to communicate your employer brand to international candidates?

Yes, there is no backing up without a story. It is the backbone for engaging someone to full listen to what you have in store for them. To share stories about growth, positive culture, rewards and recognitions, about the team and for a global candidate it is important to hear about the region as well. It is very important first to understand what they want and then connecting that with story telling.

Storytelling is important in several ways for companies. Whether you are selling your product to a potential customer, hiring and retaining employees for your company, or even just sharing information, it is important to remember that how you represent the company WILL make a difference. In all applications, emotion plays a huge role. People have options on where to purchase their products, or where to work. There is almost always someone else that does what you do. It is about making a connection emotionally. If there are multiple choices for people, you have to set yourself apart from the crowd by connecting with customers, candidates, and clients emotionally. Be consistent, thoughtful, and caring. This will push you over the top.

Marketers are always on the hunt for tactics to get as many eyeballs as possible succumbing to the branded products. People connect with stories because they provide context, emotion, and empathy. It help to humanize your brand. So storytelling matters to my employer's brand today.

Storytelling is the heartbeat of Masdar's global employer branding strategy. In a world inundated with data, stories resonate. They forge emotional connections, transcending cultural barriers, and showcasing our company's soul. Through narratives, we humanize the Masdar brand, illustrating the impact we make on lives and communities worldwide. Stories evoke empathy, attracting diverse talents who align with our values and vision. They foster authenticity, empowering us to stand out in the competitive talent landscape. In every tale, candidates find a mirror reflecting their aspirations, compelling them to join Masdar's journey. Storytelling isn't just communication; it's our passport to a talent-rich, culturally vibrant future.

I've always felt that what we recall from our childhood days are little stories that stay ingrained and etched on our minds and hearts forever. In global context, storytelling enables organizations to communicate their unique value propositions and at large attract top talent whilst helping in building a cohesive global workforce. It helps us to go beyond boundaries and establish emotional connections that go beyond language and culture barriers. This in return enhances the organization's reputation at large and makes it one of the most sought after...becoming an Employer of choice ??

In my opinion it is mainly about connecting your employee value proposition with the emotions and purpose of the candidates you are targetting. This implies not only a very well defined employee value proposition, a compelling story, but also that you are able to show how that story translates into day to day examples and processes in your company. In many occasions there is an enormous gap between what a company pretends it is, and what the company culture is in reality. Predication is important, but practice is even more important.

To create a global employer brand story, require to understand our target audience. We need to create a unique value proposition of our brand and We need to decide what to talk about it and what not.

Testimonials are really powerful and it's important to not make them 'stiff'. Even though it is helpful to give a guide,make sure it is as natural as possible..You're looking for emotions not a video version of what your website says!

Crafting our global employer brand story involves several key steps to ensure authenticity and resonance: 1. Delivering on Promises Consistently 2. Documenting Employee Experiences 3. Showcasing Real Reactions 4. Visual Storytelling Through Images and Videos 5. Wide Dissemination of Content 6. Encouraging Employee Advocacy 7. Feedback-Driven Refinement In summary, our approach to crafting a global employer brand story revolves around authenticity, consistency, and the power of visual storytelling. Through real experiences, shared widely and embraced by our employees, we aim to create a compelling narrative that not only attracts top talent but also reflects the true essence of our workplace culture.

If there’s one thing I've learned about storytelling, it's this: the best tales make us see ourselves in them! Come on, who among us hasn't, even for a fleeting moment, felt like the badass Vito Corleone? Or ladies, ever pictured yourself as the fierce Arya Stark from Game of Thrones, navigating through a world of challenges? Those stories hit home because we either see ourselves in them, or we desperately want to. So when you're spinning the yarn of your employer brand, it's not about the epic journey of your company president from his Ohio childhood in '32. Instead, spotlight the people from every corner of your company. Let potential recruits envision themselves as the heroes of your story. That’s the kind of narrative that sticks

I believe, mainly three forms of storytelling, oral, digital, and written. The medium we used is often depends on the people telling the stories. Depends on the regional/cultural diversity, we need to choose which forms suits best for the group of people.

Tailoring our story to different regions and cultures at Creative Force is a nuanced process that reflects our commitment to honoring cultural diversity while maintaining a cohesive global identity. 1. Respecting Cultural Diversity 2. Maintaining Common Elements 3. Adapting Policies for Localization 4. Ensuring Employee Belongingness 5. Localized Welfare Policies 6. Flexible Work Arrangements 7. Cultural Celebrations and Work Hours By adopting this approach, we aim to create an environment where employees feel a strong connection to the overarching values of Creative Force, yet experience a workplace that is attuned to the unique cultural fabric of the country they call home.

Before crafting stories for different regions, it's essential to understand the cultural nuances that resonate with the local audience. This could include societal values, communication styles, and even humor. Research and consult with local experts to ensure your storytelling is culturally sensitive and relevant. Involving local teams in the storytelling process ensures that the content is both authentic and resonates with the local audience. They can provide insights that are crucial for localization and can even be the face of your localized stories.

Look, I get the instinct to try and customize your story for every region and culture out there, but from my experience? It might be a bit of overkill. Here’s why: core values? They're pretty universal! You'd be amazed at how many are shared across the globe. Transparency, respect, passion? That stuff translates everywhere. But yeah, there are cultural quirks to be mindful of. For instance, I'm Ukrainian- I know how to have a good time, but it's not quite on the same wavelength as the vibrant energy in places like Brazil or Argentina! They’ve got that zest for life woven into their DNA. So, if your brand story is all “No fun, just numbers!”, don’t be surprised if it falls flat in the heart of Buenos Aires. ??

True, when working Globally your story should be Generic and should not hit anyone's sentiments. It should be a generic one and your content should efficient and effective to match your condition or situation.

In addition to traditional metrics like website traffic and conversion rates, consider diving deeper: *Consider sentiment analysis tools. *Does your brand story appear consistently in job postings, social media, and employee testimonials? *Measure the depth of engagement. How long are candidates spending on your career site? Watch videos or read employee stories? *Identify the candidate journey from first interaction to application. What are the touchpoints where candidates drop off? *Find out if your employees are advocating your story. Do they actively share it? *Analyze quantitative and qualitative data. *Let candidates tell you how your brand story resonated with them. *A/B test your employer brand story.

Measuring the effectiveness of our story at Creative Force involves a comprehensive approach, incorporating various metrics and feedback channels: 1. Social Media Analytics 2. Post-Recruitment Surveys for Candidates 3. Post-Event Surveys for Employees 4. Annual Employee Interviews 5. Retention Rates and Employee Satisfaction In essence, our measurement strategy is a blend of quantitative metrics and qualitative feedback loops, encompassing the entire employee lifecycle from recruitment to ongoing engagement. This multifaceted approach allows us to gauge the holistic impact of our storytelling efforts on both external perceptions and the internal experiences of our team.

Measuring the effectiveness of your global employer brand story is vital to gauge its impact. Utilize diverse metrics like website traffic, social media engagement, candidate feedback, and recruitment outcomes such as quality and retention. Track views, clicks, conversions, and sentiment to evaluate success. These methods provide valuable insights into how well your story resonates with the audience, enabling you to make necessary adjustments for maximum impact.

If we share our stories on blogs or podcasts, we can use tools like Google Analytics, WordPress, or Podtrac to track our traffic, subscribers, and conversions. If we share our stories on interviews or events, than we can use surveys, feedback forms, or testimonials to gauge our audience's response.

Split testing is the king. Create 2-3 stories and run them all through paid ads for the same target group. You will soon be able to see the results, and then you simply double down on the better converting one.

It's require to know our audience very well. Require to have a clear goal of our story. It's require to choose the right time and the right place to share our story. We need to use a hook to get our audience's attention on our story and be very clear and concise on our thoughts.

To gain a deeper understanding of the long-term impact of our storytelling efforts, we conduct annual interviews with employees. These interviews delve into their perceptions, feelings, and experiences, allowing us to assess how well our narrative aligns with their day-to-day realities. The collected data and feedback serve as the foundation for continuous iteration and improvement. We use this information to refine our storytelling strategy, ensuring that it remains dynamic, responsive, and aligned with the evolving needs and perceptions of our audience.

Improving your global employer brand story over time demands continuous effort and adaptability. Stay updated on global talent market trends, analyze candidate and employee data, and refine your story based on insights. Experiment with new formats, channels, and strategies to keep your narrative fresh. Highlight achievements, successes, and learnings, ensuring your story evolves to resonate effectively with your audience. This dynamic approach ensures your employer brand remains compelling and relevant in the ever-changing landscape of talent acquisition.

Improving your story over time requires a continued effort. It is important to continue to grow and evolve as the business and market do so. It is also important to know how others see your story. Ask for community feedback, be humble, and remember where the story started. Openly share the challenges and how they were overcome to get you to where you are today. Find a way to use this to capture attention from your audiences. People respond to knowing that you have experienced adversity and have learned from it. Try new things and do not be afraid of failure. It will only help your story to get better.

Keep your ear on the ground. Get to understand that you cannot be a silo and check on what others are saying and doing to change the narrative. Get a fresh perspective of new ideas Iterate Get feedback from the stakeholders and the recipients Check and monitor the review pages like glassdoor and stop lip service Get leadership on the podium to speak the truth, no matter how embarrassing it might be

One of the key elements for effective storytelling is being a living testament of what you are marketing. People should be able to see and hear the value each time you speak.

Story telling is one of the oldest and best tool to communicate about company, business, product, inspire & motivate or some other knowledge or information one wants to share it to his audience/stakeholder/public. Once you know the way to tell a story, you will be able to create story on the go. Some stories (rather telling it as stories we can say it as facts) that really happened in past can be added in your content for motivational, inspirational, business ups and downs, that wil help you site some examples in your presentation or talks.

It is crucial to understand that story-telling is not rocket science. In fact, it should be the easiest activity since it is literally just describing your and your teams' own experience. Authenticity and honesty is the key to successful employer branding.

Sharing is caring. Storytelling is about making people feel it to their cores. That is how you maximize engagement. The more that you share about the journey, the greater your engagement will be. Let there always be value to the audience in the story that you are sharing. If you can give them something to take away from the experience, you have won.

Crafting the narrative of Employer Branding requires a collective effort from the entire organization, ensuring consistency from leadership down to every employee. Recruiters and Recruitment Branding professionals play a crucial role in adeptly rallying and fostering support from various stakeholders. Their skill lies not just in promoting involvement but in helping stakeholders recognize the positive impact they have on shaping the employer's image over time.