TalentView: Towards a More Strategic Approach to Employer Branding

Talent acquisition is undergoing an evolution and attracting the right talent for the right role has now become experience-driven. With multiple opportunities available to the applicants, the scenario has created a need among employers to develop themselves as brands that candidates would prefer to join. At present, the talent acquisition process is going through a major shift in terms of marketing, demographic, and technological aspects. Anj Vera, CEO of TalentView says, “Today, the dynamics have changed and companies market to candidates whereas earlier, candidates used to market themselves to companies. Because every company needs talent, the tide has shifted and a company’s value propositions now need to resonate with their target candidates across channels that matter to them.” As an outcome, organizations are starting to think about the candidate experience and working towards talent attraction, building themselves as stronger employer brands, while efficiently carrying out their everyday recruitment tasks.

TalentView provides the right combination of employer branding strategy, communication design, and technology for human capital management. The company optimizes the entire hiring process for organizations so they can attract, screen, and process talent better. TalentView uncovers the employee value propositions that help attract potential candidates and engage the existing employees of an organization. TalentView has worked with companies across the region to craft end-to-end online recruitment marketing campaigns, working with people leaders from the ideation to the implementation stage.

With Employer Branding as its core service, TalentView aims to elevate human capital standards, from a traditional approach of handling employee files and manpower requisitions to a more transformational and strategic approach of being a partner to the business. According to Anj, “Alignment, and not just advertising, is the key to a successful employer brand.”

Using their 5A Framework for Employer Brand Strength, they have successfully worked with a regional FMCG client to determine the attributes that attract top talent in their industry (Audit), crystallize their employee value propositions (Articulate), use social media as the main channel to drive traffic to their career website (Activate), train interviewers and frontline managers to embody their employer brand (Advocate) and track metrics including a minimum 100 percent increase in Facebook and LinkedIn followers and completely filling all open roles during the first phase of implementation (Assess).

TalentView also worked with another client in the BPO industry that needed help to streamline their assessment and recruitment process. With TalentView’s support, the client was able to streamline the entire process of recruitment that allowed them to accommodate a minimum of 200 candidates a day. TalentView also assisted the client in profiling their top performers and obtaining insights from them to develop an understanding of key skills for a specific role. “This was very crucial for the client, especially in the competitive landscape of outsourcing, as it allowed them to build a good reputation in the application process itself, which consequently improved their candidate-to-hire conversion rate. You have to brand or run the risk of being branded.” adds Anj. In many of its other projects, the company has provided the right tools and technologies to its clients to achieve talent goals efficiently.

TalentView, in the future, plans to expand its geographical presence and assist even more organizations across the ASEAN region. The company plans to do this by increasing the capabilities of HR leadership in the countries in which it operates and by developing its strengths through its regional partner network so it can truly make an impact in “getting employers noticed and loved.”