Let’s push boundaries together at EMBARC Talent Talks
Virtual | Free
A learning and networking experience unlike any other
EMBARC® Talent Talks are a series of two-hour, virtual mini-events featuring insightful content presented by industry thought leaders, roundtable discussions (you can literally pull up a virtual chair and participate), speed networking with other attendees, and 1:1 consultations. Participate when and how you please.
It’s virtual – and free
EMBARC Talent Talks bring you best practices, tips, and innovations in employer branding and social recruiting. And here’s the best part: registration is free and because it’s virtual, you can join from anywhere! Come alone or bring your team.
Earn while you learn
Keeping your certifications current has never been easier or more enjoyable. Our sessions qualify for SHRM credits so it’s good for you and your company.
EMBARC Talent Talks session 1: Employer brand, reimagined
Reputation by design
Connecting with candidates in relevant ways to drive applicant flow
Bryan Adams, CEO and founder, Ph.Creative
Kristen Ferguson, Senior Manager, Employer Brand + Recruitment Marketing, Inspire Brands
Brian Haukoos, Senior Director, Talent Acquisition, Inspire Brands
You can cultivate your employer reputation, or you can let others define it for you. In this session, Ph.Creative CEO and founder Bryan Adams will share unique insights and perspectives on how to be intentional about building your reputation as an employer by taking a multi-layered, people-centric approach on top of the derivative ingredients of Purpose, Impact, and Belonging. Read more >
Today’s employment climate has presented unprecedented recruitment challenges. Yep, we said it – unprecedented. The reality is, there are currently more hourly jobs available than there are people interested in filling them. Yikes. So now what?
By creating a multi-channel recruitment marketing strategy, you can share your employer brand and opportunities across various mediums; through resonating content on these channels, you can excite candidates about the brand and convert them to applicants. Kristen Ferguson and Brian Haukoos from Inspire Brands (Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s, Rusty Taco, SONIC) will discuss how to meet candidates where they are and connect with them in relevant ways. Read more >
This program is valid for 2 PDCs for the SHRM-CPSM or SHRM-SCPSM.
EMBARC Talent Talks session 2:
Transforming your brand into a talent magnet
How to build, launch, and activate a people brand
Hiring millennials and Gen Z during the pandemic and beyond
Building a network effect: How to use employee advocacy to grow your employer brand on social media
SVP and Global Chief People Officer
Vice President of Operations & People
Global People Brand Attraction Lead
Talent Acquisition Manager
Developing a people brand isn’t easy. No one knows that more than Church’s Chicken’s Senior Vice President and Global Chief People Officer Karen Viera. Identifying and articulating the need for a people brand and building the business case for the investment and resources is a critical element in gaining support for such an initiative.
Karen understood the impact the people brand would have on the organization in terms of engagement, retention, recruitment, and building pride for the employees.
Hear Karen’s heartwarming, hilarious, and inspiring tale of how she led Church’s Chicken in developing their “Our Texas Way” people brand. You’ll learn how she convinced executives to buy into her vision, how she got every department in the company to be partners in developing the people brand on a global scale, and how the entire initiative helped their employees feel heard and supported like never before. What’s more, you will learn:
- What to consider before developing a people brand
- Why and how to get employees involved in brand development
- How to define the vernacular and create a framework around core behaviors that bring the brand and spirit of an organization to life
- Critical steps for implementation of a people brand across an organization
In the past year, Nirali Matalia, Vice President of Operations & People at Saama, has helped lead Saama’s workforce growth from 1,100 to 1,400 employees—50% of which have been millennials and Gen Z.
In this session, you’ll learn Nirali’s actionable, data-backed strategies for hiring millennials and Gen Z.
Tried and proven during a pandemic and tested by the new norms of remote and hybrid work, these lessons include:
- How to continuously attract and build a pipeline of millennial and Gen Z candidates
- How to create a foundation that fosters the growth of millennial and Gen Z talent in the organization
- How to train our leaders to understand, attract, coach, and communicate with millennials and Gen Z
- How to build and express company culture in a remote environment
- Which strategies work and which don’t
Organizations today have a once-in-a-lifetime opportunity to gain a competitive advantage in the talent market and snag the best candidates. 90% of candidates follow and 79% interact with brands on social media. But in a world of 4.48 billion active social media users globally, what gets someone to engage with your brand?
The answer is content—or, to be more specific, dynamic and attention-grabbing content that just begs to be shared. But building quality content isn’t a one-person job. Growing your brand is about authentically sharing stories that showcase your employer brand honestly. Our panelists, Nicole Parish of Qualtrics and Shawn Scott of Vi Senior Living, will share their unique success stories about how they grew their employer brands on social media by engaging with their brand ambassadors and community to drive consistent and significant awareness.
- How to get started building out your employer brand with quality social media content
- How to keep a steady stream of fresh and diverse content over time
- The importance of engaging your brand ambassadors
- Solutions and strategies to facilitate continuous brand advocacy on social media
This program is valid for 3 PDCs for the SHRM-CPSM or SHRM-SCPSM.