Content is Queen! In the world of people and culture, one might be wondering how content is relevant to our discipline. Unlike any other time in the history of our profession, storytelling is helping to set organizations apart, providing a window into the employee experience, igniting employee pride, and magnetizing others to join the journey.

As exciting as this time is, a large gap remains in our discipline. So what is the gap? It is the knowledge gap. There are many HR pros hungry for growth, change, and advancement within our discipline and to all of those who subscribe to this philosophy, we applaud you! There is so much that we can learn from other disciplines and domains even outside the business world that we can take inspiration from to fuel our advancement. 

So understanding the time is now to double down on our efforts for progress, what can we learn about content to help better our organizations?

It all begins with self-discovery

When we uncover who we are as individuals, the world opens up to us. When we discover who we are as an organization and own it, the same is true. It all begins with an employee value proposition (EVP). An EVP brings intentionality and cohesion to the full employee lifecycle helping to honour our people promise and increase the likelihood of brand recall in market. If we don’t take the time to understand who we are, how can we expect others to be invested in the mission and join the journey?

Aligning content to goals

Before designing a content strategy or building any content/creative, it’s important to get clear on one’s goals both organizational business objectives as well as people and culture. The two should go hand-in-hand, as only through our people and a strong and vibrant culture can we achieve our full potential and realize our business objectives.

Designing a channel strategy

Next up is developing one’s channel strategy. There are so many places to distribute content to but that doesn’t mean we need to be everywhere. By understanding our business objectives, audience, and where we would like to expand awareness to support broader workforce inclusivity, one can select the appropriate content channels. This can range from Instagram, TikTok, Facebook, Reddit, blogs, YouTube, podcasts, LinkedIn, Medium, other discipline-specific niche sites, events, and more. We don’t need to try and boil the ocean. It’s about being selective but committing fully.

Keeping it real!

Let’s lose the corporate-speak and stock images. Nobody wants to consume self-serving and artificial content. Let’s instead focus on highlighting the people within the organization, celebrating their unique stories, and who they are as people beyond their job title. Let’s show up with personality and build community at work!

Showing up consistently

Time to commit to the process. It takes time to see the impact of ongoing effort but don’t be fooled, we are planting seeds and below the earth, they are getting ready to sprout. The harvest will come in time through consistent effort and showing up for our audience.

The benefits of content

Market awareness

Content helps tell our story beyond a single job posting on our career site or internal chatter that’s happening within the organization. It can help activate the full recruitment funnel and optimize the efforts of our recruitment team. It can help us reach under-represented populations and build a more diverse and inclusive workforce. 

Employee engagement and pride

Content can ignite employee engagement and pride across geographies and remote teams. It can also serve as a form of recognition celebrating the day-to-day achievements of our talented workforce. It can build a community that deepens ties internally and helps us share our story more broadly thereby inviting others to join the mission.

Recruitment and candidate research

Content is by far one of the most powerful candidate research tools. It allows for multidimensional storytelling and helps bring to life our key messages. It also rounds out the information available on our organization, giving candidates more to consume than simply employer review channels and our career site.

 

So go on out there HR pros, let’s empower our organizational storytellers, and build more than a content strategy, let’s build employee pride and share our story more broadly!

To learn more about Employer Branding, EVP development, or content strategy, hit us up at www.powerhousetalent.ca. We build award-winning employer brand strategies. Will your organization be next?

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