Creating sustainable talent pipelines across your organisation
How to build engagement with existing and potential staff through conducting research, uncovering your unique EVP, communicating that across the organisation and building always-on sourcing campaigns to attract passive and active talent groups.
Lightbox Communications has been operating in the Australian market in various forms since 1992, giving us a unique and reliable insight into what works in engaging with employees and contractors. Through offices in Brisbane and Sydney, and as part of the global One Agent group of specialist communications agencies covering every continent, we deliver HR Communications strategy and execution for both private and public sector organisations looking to gain more control over their talent pipelines. Our singular goal is to help our clients build internal TA capability to ultimately reduce their reliance on external recruiters and move their Recruitment Marketing capability well beyond job boards and Linkedin. Understanding the basics, but exploring all forms of media and channels to create our own unique ongoing Sourcing Strategy.
EVP
Conducting organisation – wide research into what enables and erodes employment experience and providing guidance around optimising the People Experience moving forwards.
ENGAGEMENT COMMUNICATIONS
Building a message matrix for all employees and stakeholders, ensuring everyone feels heard by leadership.
CAMPAIGN MESSAGING
Building consistent creative messages internally and for recruitment campaigns locally and globally.
SCOUTING FUTURE TALENT
Creating Talent Maps to help understand where our future talent exists and how to reach them when they aren’t necessarily looking for work.
CAMPAIGN MANAGEMENT
Creating an always-on, constant-learning environment in TA which explores media channels and measures media effectiveness.
ATTRIBUTION AND CANDIDATE EXPERIENCE
Using unique software to measure response and track all the way through your Applicant Tracking System to understand where our Applications, Interviews and Job Offers originate from to enable us to replicate this process at will.
Obtaining leadership and stakeholder support for our work in crucial – this chart shows how we encourage them to agree where we sit on People Experience and how we commit to a scope of improvement.
Plan of Attack. Agreeing the sequence of events and attaching project teams and budget to each stage of the People Experience Strategy. Agreeing on a scope of work for creating communications to employees at all stages.
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This chart shows how we engage with talent at all stages of the employment lifecycle, from the first time they hear about us as a prospective employer, to when they leave and hopefully endorse us as a quality employer.
Taking the communications to market. Moving beyond job boards and Linkedin to harnessing media channels which we know engage with target talent audiences.
Measuring and managing. Using software to build a picture of which media and channels provide which outcomes. Connecting response all the way through the ATS so we can replicate successful campaigns and improve the less-successful ones.
Where to start?
Contact us and we’ll arrange a chat. We provide proposals for free if we feel we are able to help with your challenges.
Either by email at info@lightbox.team, call our CEO Mike Beeley on 0452 399 811 or leave your details below.
To see our full presentation, click here
GET IN TOUCH TODAY
MIKE BEELEY +61 452 399 811 mike@lightbox.team
(C) 2023 Lightbox Communications