Join Glassdoor and Cigna for “Recruitment Marketing 101: How to Leverage Social Tools to Promote Your Employer Brand”. We explore how global healthcare insurance company Cigna upgraded its employer brand and social media strategies to help job seekers develop a strong interest in its organization.
16. “In a world of many millions, we see each person defining a
healthy life on his or her own terms. It's our aim to be part of that
journey, helping people achieve better health and peace of mind
along the way.” — David Cordani, CEO
our vision
17. We’re on a journey to
become truly
Customer-centric
A company that puts the
customer front and center of
every decision, discussion
and discovery we make as
a company.
80 million customer relationships worldwide
one clear focus
17
YOU
Health care
customers
Behavioral
health
customers
Dental
customers
Pharmacy
customers
Disability
customers
Group Life
customers
Headquarters
Bloomfield, Connecticut
Annual Revenues
$29.1 billion
Reach
30 countries and jurisdictions
Our team
35,000 people worldwide
18. you’re an original. we won’t forget it.
18
®
We understand and nurture
your individual strengths – to
help you achieve what
matters most in your life.
Our promise to you.
we work to make
experiences easy
and reliable – in
ways that you find
proactive, personal
and empathetic.
our principles
19. improving what matters most
19
Cigna is committed to helping
the people we serve improve
their health, well-being
and sense of security.
Health care
products
and
services
Group
disability, life
and accident
insurance
International
insurance
coverage
our mission
20. as people’s needs evolved, so did we
2000
India
Saudi Arabia
Turkey
Global Health
Services
U.S.
Insurance Carrier
1792
China
Life
Health
Since getting our start as a U.S. insurance company, Cigna has grown – expanding
across the world, with sales capability in 30 countries and jurisdictions. Today our
35,000-person international team serves customers in virtually every corner of the globe.
our history
2020
21. our strategy to better serve customers
21
Expand into new customer segments
and product lines while maximizing
capabilities in new geographies
Focus on individual needs and
offer highly personalized solutions
Deepen our leadership in targeted
geographies and customer segments
and capabilities
g global
g individual
Our
growth
strategy has
been in place
since 2010
Focus on markets and
segments where we can
lead and create value
[
[
g deep
22. strong growth
our customer
focus is paying off
22
invest in the future
robust financials
• High customer and client retention
• Winning new relationships
• Expanding existing relationships
• Strong revenue and
earnings driven by growth
• Our successful results enable
us to reinvest in ways to
continually improve
YOU
our success
Why think like a marketer?
There are so many candidates looking for jobs these days. You Need to Stand OUT!
Times are changing and you have to respond to today’s candidates
Millennials are entering the workforce so brand transparency is becoming more and more important
It’s time to make sure people know about your company because they are searching for a company to work for just as they search for a car, house, restaurant.
We’re hearing it everywhere – recruiting and marketing are becoming one in the same.
As a recruiter, you have to be able to market your strengths and message to the talent that you are trying to reach.
Marketo is going to give you a great case study in a bit on how they were able to do this successfully.
They need instant feedback. Grew up researching things—using Yelp, tripadvisor.
Always have a wifi/mobile devices/tablets
Information is at their fingertips
They want transparency. Selective about where they work and do research on what it’s like working at certain place.
If you don’t manage your employer brand, then someone else will write the story for you.
Instant transparency gets you started on the right foot. When candidates can see views of past and current employees and the companies own view of their culture. Their decisions are a lot easier.
Don’t be afraid of transparency!
Embrace Transparency
If want to effectively reach job seekers and employees, you need to embrace transparency. Social job search is here.
If it can be known, it will be known, and people are finding it in places like facebook, LinkedIn, blogs, and services such as Glassdoor.
Does this TERRIFY you and your organization? Take a deep breath.
This knowledge cannot be hidden. Knowledge of what its like to work at a company will be known – and in fact, it has always been known! It’s just that before you’d hear gossip around the water cooler or from your next door neighbor and now you get a tweet to your phone.
instead of being afraid of this transparency and the speed at which information is being delivered, be brave and embrace it as an opportunity!
If leveraged the right way, companies that adapt now have a new way to hire and retain top talent.
We’ve watched this unfold in other industries…. Like Travel (Our Co-Founders were Executives at Expedia & Hotwire)
At first hoteliers where frightened of TripAdvisor. Fast fwd 10 yrs, and now hoteliers and other travel suppliers are Tripadvisors biggest partners
Hoteliers figured out how to leverage Tripadvisor to fill their empty rooms
Similarly, Glassdoor’s early employer partners like Pepsi and Accenture figured out how to use social media sites like Glassdoor to fill their open positions.
There are so many resources to help you develop a brand and establish a transparent company!
First things first, you need to assemble your group of talent brand ambassadors.
And where best to start assembling than within your organization.
Your employees are shaping the decisions of future candidates.
You also need to think about those external fans as well coming to your page to do homework on why you are a great place to work and what message they are getting.
Get employees on board and have them:
Uploading pictures
Uploading salary info
Social Media campaigns
Writing Reviews
So you need to arm those within and outside your org with the right instruments.
What are your employees saying and is it consistent to your company message?
What are candidates saying before and after interviews and what can you learn from that?
Once you have the kinks worked out, turn the volume up cause you’re ready to start blasting out your message to EVERYONE!
There are many marketing channels where you can share your employer brand and story! Here are a few examples where you can promote your brand
Here’s how we did it at Cigna…
Recognized as one of the nation’s leading providers of health benefits and related services, Cigna is dedicated to helping the people we serve improve their health, well-being and sense of security.
We make this happen by offering a broad range of integrated health care and related plans and services, and proven health and well-being programs that are targeted to meeting the unique needs of our customers, clients and partners.
For more than 200 years, Cigna companies have been helping people live healthier, more secure lives.
Cigna’s purpose is to improve health – physically, behaviorally and financially.
Our clients look to us for the expertise, services and tools that will help them
improve the well-being of their employees, while lowering their benefit costs.
At the same time, millions of customers around the world seek our guidance and rely on us for a wide range of programs and services designed to meet their unique needs.
Recognized as one of the nation’s leading providers of health benefits and related services, Cigna is dedicated to helping the people we serve improve their health, well-being and sense of security.
We make this happen by offering a broad range of integrated health care and related plans and services, and proven health and well-being programs that are targeted to meeting the unique needs of our customers, clients and partners.
For more than 200 years, Cigna companies have been helping people live healthier, more secure lives.
Cigna’s purpose is to improve health – physically, behaviorally and financially.
Our clients look to us for the expertise, services and tools that will help them
improve the well-being of their employees, while lowering their benefit costs.
At the same time, millions of customers around the world seek our guidance and rely on us for a wide range of programs and services designed to meet their unique needs.
What is our audience doing in social media spaces we are interested in?
What motivates this behavior?
What social communities already are active in our space, or even around our brand?
Where are the conversations taking place?
Who is talking?
Are the speakers influential?
How are they referencing my brand and in what context?
HAVE CLEAR OBJECTIVES (Measure and Define):Increase in database of candidates
Savings in advertising costs
(referrals from social, online video)
Increase in career site traffic
Increase of candidates per req
SHRM Survey: An Examination of How Social Media Is Embedded in Business Strategy and Operations
55 percent of surveyed employers plan to increase their social media efforts in the next year.
40 percent of organizations have a formal social media policy.
56 percent of social media policies include a statement regarding the organization’s right to monitor social media usage.
Other common policy components include:
a code of conduct for employee use of social networking for personal purposes (66 percent), or
guidelines for social media communications (55 percent).
– Engaging and informing candidates-Career-specific Twitter handle – a Twitter handle, separate from the corporate handle, dedicated to career information, job postings and candidate.
Glassdoor is a career community that is changing the way people find jobs and companies recruit top talent. They have 18 million members and 4 million company reviews.
45 day free trial which provides us with an Enhanced Employer Profile, 30 days of free unlimited job ads with featured jobs including Medical Coders, Customer Service/LTD Associate, Project/Process Managers, and Sales/Client Support Specialists and 45 days of free access to the enhanced reporting functions.
Anyone can join and leave reviews, so today to leave a positive review of Cigna?
1) Based on a DDI study of 2,300 recruiters, 51% of new employees have buyer’s remorse, 88% looking to leave within 6 months because hiring process failed to paint accurate picture of job. As a result, today’s candidates are looking for more than just the employer’s perspective (career site, job description, recruiter conversations). They’re seeking out information from new channels that didn’t exist even 5 years ago. According to Nielson Research, 70% trust online reviews and ratings as a source of brand information.
2) Today’s candidates are no different. Glassdoor polled it’s 22M members and found that 95% say reviews from those on the inside are influential when deciding where to work. And a company’s reputation has more of an impact than you might expect.
3) Corporate Responsibility Magazine commissioned a poll which gathered responses from over 1,000 employed and unemployed Americans to gain insight into how both corporate reputation and transparency impact job decisions. The study found that 69% of today’s candidates wouldn’t take a job with a company that had a bad reputation… even if they were UNEMPLOYED! 84% would consider leaving their current job if offered another role at a company that had an excellent reputation, and most in the $75-$100K salary range would only require a 1-10% salary increase to consider the job.
What does this mean for employers?
In a 2013 survey by ERE, of the 4,700 talent acquisition decision makers, there was a 50% cost-per-hire savings with a strong employer brand.
It’s no longer just about creating a Facebook page or adding photos to your career site.
Your Employer Brand directly impacts your ability to attract and retain talent.
It’s critical that employers are promoting their brand where today’s job seekers are looking for information.
Glassdoor has become the most trusted & transparent place for candidates to search for jobs and research companies.
Software Advice Report found earlier this year that 48% of job seekers use Glassdoor at some point in their search.
Why? To get an inside look through 6M ratings and reviews for 300,000 companies.
Job seekers are well researched leading to higher applicant quality and better fit candidates.
So how do we help employers influence these candidates researching them and recruit those who do not have you top of mind?
We help employers of all sizes advertise their jobs and promote their employer brand through targeted Job Ads and Enhanced Profiles.
What differentiates us is our:
Applicant quality
Influence on candidate decisions
Of our 1,200+ customer base, including Cisco, we see 2 times better applicant quality, 30% lower cost-per-hire, and 3 times the influence over candidate decisions.
Thanks again for joining us today and to Cisco for sharing so many insightful ways to use talent analytics to source your next hire.
Now I’d like to hand it back over to Anna to see if there are any questions.