Business has been changing in so many ways, digital, internet, mobile and social media, have all changed the way we work.

Covid has then come in and accelerated the process for us to work from home and to work remotely.  The pandemic made many of us to rethink our priorities.

It has also made us walk towards social media in business.

Every HR department will be look at a whole number of different initiatives, pay models, working practice models, these are all a zero sum game.  If your business offers a 4 day week and then so do you competitors, what have you gained?  Nothing as it all cancels each other out.

This is about your business getting ahead of all of that and being the company people want to work at and not arguing over how many days holiday etc.

Think of Google, everybody wants to work there, people don't ask how much they are going to get paid.  By being on social media, you will create your culture that everybody will want to come and work for.

This is truly the "people's system"

What do employees want in a role?

Employees want more than just a job, they want a culture, they want a business to stand for something, they want work with meaning and they want to work based on outputs.

This is all very good, but having an amazing culture, does not get you the best talent.  Being the best on social media does get you the best talent, but how?

How do you attract and retain the best talent?

Your current employees and your future employees are on social, so how do you retain the best people and become the employer of choice in the market.

1. Buyer centric profile - The first thing all your employees need is a buyer-centric social media profile.  This is not just about sales, this is how your business shows to the outside world, who you are, your culture and what you stand for.

Not as corporate clones, but by showing your only unique selling point (USP). each of your employees, who they are, showing who their authentic voice is.

When your existing employees look and see the amazing people all on social, they will know, this is the company they want to work at.  This is how you retain staff.  The staff at the competitors will see how cool it is to work at your business and this is how you will be able to pick and choose the talent you want.  This will give you talent choices.

The last thing you you want is your LinkedIn profile to look like is a CV, it means you are looking for a job, or maybe you look like just another employee or company?  

This does not come overnight, it does not come by hoping it will happen, it comes by having leadership driving this as a strategy. 

It comes by getting a third party from outside the business to deliver that strategy.

Don't forget, you need to look different, like an expert and look human.

2. Employees need to build their digital network - Then taking your buyer centric profile, your employees start building their networks, that is connecting with the people you want to influence, the people you want to work at your business and also the people to want to sell to.

There is a tip here, don't sell.  

People will want to work with people they know, like and trust. 

Don't worry we train and coach you on how to create a buyer centric profile and how to connect and scale as part of your social selling and influence course.

3. Content - The final thing you need is content.

Please forget the brochures that marketing create, nobody reads them.

I would suggest you flip articles from an app like Flipboard or better still, create your own blogs, like this.  Let's not forget in this blog, I'm not telling you "buy my product, because we are great" I'm giving you insight, I'm showing you I'm an expert, I'm explaining how to sell with social selling.  You need to create insight about what you do.

Showcase how amazing your business is, the culture, the training, what you stand for, this will get people walking towards your business.

This is not about selling, this is about employees being authentic.

This is about you owning the talent share of voice and being digitally dominant in the employee market with that voice.