Employer: Amazon Talent Acquisition Salary: Date Added: 05/03/2024
As a Senior Marketing Strategist your role is key to the success of the ‘Audience Insights & Communication’. Your main responsibility is to own and deliver effective and innovative global communication strategies that attract the right talent for the right job at the right time. Your work contributes to improve our employer reputation and drive employee engagement. You report directly into the head of the department. The scope of the role is global therefore includes NA, EU, MENA, APAC.
This role requires a blend of strategic thinking, creativity, and data-driven decision-making to ensure our company remains an employer of choice.
Key job responsibilities As a ‘Snr. Marketing Strategist’ in this ‘Audience Insights & Communication’ team, you will be the architect of comprehensive and forward-thinking Talent Attraction communication strategies that resonate with our target talent demographics and align seamlessly with the overarching goals of the organization.
Candidate Attraction Communication Strategy: – Work with the Research team and conduct independently market reviews to understand industry trends, competitor practices, and emerging themes in employer branding. Utilize this information to inform the development of strategies that position our company as a leader in attracting top talent. – Work closely with internal stakeholders, including Recruitment, Marketing, PR, Internal Communications, HR, and Leadership teams, to gather insights into the company’s values, culture, and business objectives. Collaborate to ensure that talent attraction strategies are integrated into broader organizational goals. – Translate those inputs into strategic insights to define candidate’s attraction opportunities and challenges per job family and territories. Identify commonalities and differences to inform the development of a comprehensive global communication strategy. Develop detailed yet actionable, personas of the ideal candidates for our organization, understanding their motivations, values, and preferred communication channels. Tailor talent attraction strategies across campaigns and content to resonate with these personas. – Lead the development and execution of a comprehensive global talent attraction communication strategy aligned with the company’s values and business objectives. Consider the global nature of our workforce and tailor strategies to address the unique characteristics and preferences of talent in different regions. – Develop a long-term vision for talent attraction’s initiatives, considering the evolving needs of the talent market and our company’s growth trajectory. Propose innovative approaches that set us apart as an employer of choice in the long run. – Recognize that the employment landscape is dynamic, and strategies need to adapt. Establish a framework for agile adjustments to the talent attraction strategy and TVP based on ongoing feedback, market shifts, and organizational changes. Talent Value Proposition (TVP) Development: – Collaborate with Marketing, HR, Recruitment, PR, and other stakeholders to refine and articulate the company’s unique Talent Value Proposition (TVP) that encapsulates the unique benefits and opportunities our organization offers to current and potential employees. Ensure that the TVP is authentic, attractive, and aligned with the company’s core values. – Define how the TVP scales across multiple and different business lines, job families and territories and how it remains current and up-to-date. – Craft compelling narratives and messaging that effectively communicate our TVP to internal and external audiences. – Ensure the adoption of the TVP and consistency in messaging across various channels, including acquisition campaigns, social media, career websites, and recruitment materials. Talent Attraction: – Work closely with the Recruitment and Marketing (Media, Campaign Management, Creative, Analytics, etc.) teams to develop creative, impactful and integrated talent attraction campaigns. These campaigns should be tailored to specific roles, geographic locations, and diversity and inclusion objectives. – Lead the creation of compelling content that effectively communicates our employer value proposition. This includes but is not limited to job descriptions, employee testimonials, blog posts, videos, social media and event content. Ensure that content is authentic, resonates with our target audience, and is aligned with our employer brand messaging. – Utilize insights from candidate personas to inform the development of targeted attraction strategies. Tailor content and campaigns to address the unique preferences and motivations of different candidate segments. – Suggest Marketing teams innovative recruitment channels, such as niche job boards, industry-specific forums, and partnerships with educational institutions. Stay informed about emerging trends in talent acquisition and continuously adapt strategies to reach talent where they are. Employee Advocacy Programs: – Suggest strategic initiatives that enhance employee experience, satisfaction and advocacy, fostering a positive internal culture reflective of our brand values. – Provide strategic input to enhance the recruitment process, from initial contact through onboarding. – Develop programs to encourage and empower employees to become brand ambassadors. – Foster a culture of advocacy through employee testimonials, events, and participation in industry forums. – Work with the Channel and Internal Communication teams to ensure the implementation of the program. Innovation: – Instill a culture of experimentation by championing A/B testing and multi-variant testing as integral components of our talent attraction communication strategy. Design and suggest structured testing methodologies to assess the effectiveness of various messaging, campaigns, and platforms. – Leverage technology and data-driven insights to refine and optimize employer branding strategies continually. Explore the use of innovative tools and platforms that enhance the effectiveness of our initiatives. – Foster a culture that encourages calculated risk-taking and learning from failures. Celebrate successes and use setbacks as opportunities for growth, ensuring that each experiment contributes to the refinement of our overall employer branding strategy. Metrics and Analytics: – Establish key performance indicators (KPIs) to measure the effectiveness of the initiatives. Monitor and analyze key performance indicators (KPIs), data and user feedback to identify areas for improvement and optimization. Iterate on strategies accordingly. – Develop a systematic approach to A/B and multivariant testing that allows for continuous optimization of our communication initiatives. Utilize the insights gained to make informed decisions about content, channels, and mess
