A recent CEO Series session was very near and dear to my heart. Being in the HR profession, I was in awe of how Ms. Anj Vera, the founder and CEO of TalentView, eloquently summarized the importance of Employer Branding in elevating Human Capital.
She is a young female CEO that inspires professionals like me. TalentView helps ASEAN companies get noticed and loved through their talent brand. Consumer branding strongly affects employer branding, and TalentView helps shape that connection through strategy, design, and technology. Ms. Anj shared five principles that make them a competitive player in the market.
Vision is everything
Having a clear vision results in cohesive strategies and goals. Ms. Anj said, “HR leaders can do a better job by shaping the candidate and employee experience.” I agree that HR plays a key part in driving the culture. However, that role is not solely ours. Leadership should also champion the company’s values and ensure their teams align with the vision. In my experience, many talented employees leave because their roles and goals are unclear. It’s important to remember the leaders shape that experience in partnership with HR. With the right people, we can actualize the vision.
Aim for excellence
TalentView leverages data analytics to achieve impactful results for its customers. I admire that they are a small company that continuously improves their ways of working to produce the best for their clients. I believe that opportunities are endless for them since they constantly elevate themselves despite the challenges brought about by the pandemic. Ms. Anj shared a wonderful example of how they created a virtual Career Campus for Coca-Cola. It was inventive, creative, and collaborative, even in a virtual set-up – beautifully done from my perspective.
Commit to growth
Many businesses halted their operations during the pandemic and lost customers. Ms. Anj shared that TalentView kept their customers top of mind, saying, “Stay close to your customers. Add value to them.” When one of my projects was put on hold, my coach told me, “Keep them warm. Maintain the momentum.” Continuing to find ways to engage my stakeholders, such as check-ins or progress updates, helped keep them informed and valued. Relationship building was TalentView’s attempt to grow despite trying times. “We didn’t know if we were going to meet our targets,” said Ms. Anj, but with their conscious efforts, they hit it and even strengthened their customer portfolio.
Bring people together
I loved the idea of TalentView’s “Better Breakfast,” where employees are randomly grouped to talk about their lives and work. In my previous organization, we used to have a group breakfast where one HR function was spotlighted to share their initiatives and achievements. I can attest that this is an enjoyable time in the workplace to connect with others and appreciate what they do for the company. Besides the “Better Breakfast,” Ms. Anj also shared that they have internal mobility and well-being initiatives. I strongly agree that looking after well-being is a must, especially with the burnout of working alternatively from home and work. In my experience, this is a strong employee benefit as many leave the company to care for their health.
Think differently
When we want to differentiate ourselves, we always return to our vision. Ms. Anj said, “Ideas should impact the goals you want to achieve.” With the Internet and emerging AI technology, there will always be a lot of ideas available to us. Yet again, it must be cohesive and true to the company’s goals. Ms. Anj shared a great example of how they helped Del Monte increase employer awareness and attract more candidates. Through TalentView’s data analytic strengths, they found the need to establish an online presence. Their success came when Del Monte attracted 900+ LinkedIn followers and filled out new roles.
Reflecting on the above principles, I commend Ms. Anj’s fearlessness in making her mark in the HR and Employer Branding industry. She further shared that HR would continue to thrive through competencies in being numbers-driven, telling stories through data, and balancing human and technology needs. She said, “Be curious.” The talent attraction shift dynamically. Today, human capital values employee engagement, growth, and development over the once sought-out compensation and benefits. When asked about her learnings as a leader, she shared, “It’s challenging because they think leaders control their own time. Be mentally strong and take care of yourself.” I value Ms. Anj’s honesty that you must help yourself first. For her, only then can you truly inspire and develop others.
The author is an MBA student at the Ramon V. del Rosario College of Business, DLSU. She can be reached at pia_marie_tupas@dlsu.edu.ph.
The views expressed above are the author’s and do not necessarily reflect the official position of DLSU, its faculty and its administrators.