More than in any other industry, change is the lifeblood of technology. But for Ericsson, a leading communication and network firm, the speed of change presented a challenge to find more interactive and effective ways to promote its employment brand and increase the strength of its talent pipeline. The solution was a process-driven approach around a redesign of Ericsson’s brand, and the use of technology, social media, and events to inform the workforce and job seekers of the benefits of working at Ericsson. Hear from Matt Kaiser, part of the Employer Branding and Digital Recruitment and Global Talent Acquisition practice at Ericsson, as he explains the organization’s journey to differentiate itself with its brand and recruiting strategy.
- Learn the three criteria of an employment brand, and how Ericsson identified and brought its vision to life.
- Discover what metrics and data are most useful to determine your organization’s brand, and identify areas of improvement.
- Find out how Ericsson approaches the global talent market today, and the campaigns that have directly contributed to its recruiting success.