Ryan Estis, Managing Partner, Ryan Estis and Associates and Senior Associate Employer Brand International presented at the recent SHRM 2009 Annual Conference. On an Inside Recruiting industry channel podcast on Total Picture Radio with Peter Clayton, Ryan answers the following questions on podcast:

• How do you define Employment branding 2.0?
• One example you use is Apple No company thinks in as many directions and on as many levels Apple. Mental workouts are a standard part of every workday – and yet, this is one of the most secretive companies on the planet – and one of the most restrictive in terms of employees use of social networks.
• (of course there’s the famous quote from Steve Jobs to John Scully “do you want to make soda water for the rest of your life or change the world?)
• An employment brand should serve as a promise about the career experience within your organization.
• (onboarding – so many companies lack a integrated onboarding process – really costs a lot of $$)
• The top 10 most in-demand jobs for 2010 did not exist in 2004
• Do you really think there’s going to be as you said in your presentation “a talent Crisis?”
• You’ve developed a framework for Employer brand excellence – can you briefly describe some of the key attribute
• Employment Value Proposition Organizations that effectively develop and deliver their unique EVP have twice as many highly committed new hires as the average organization
• I want to talk about social networks and how they’ve emerged as so important in this whole employer brand equation.
• We’ve talked about Apple – can you give us some other examples of companies that are doing this at a very high level? (sodexo)
• Why do so many companies still think they can “control the message?” (I love your example of jobvent.com)
• In your presentation, you touched on employee engagement – they aren’t
• Bullet point: 59% of the US Workforce is classified as High Risk or Trapped
• Do the baby boomers in the C Suite get this stuff? Do they care?

To listen to the podcast click here>

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