Reports suggest that Mercer has signed a definitive agreement to acquire Pensjon & Finans, a leading Norwegian-based financial investment and pension consulting firm. Pensjon & Finans was established in 1997 and has a solid market share in the institutional market both in the public and private sector.
The acquisition is said to strengthen the value proposition to existing clients of Pensjon & Finans.
It also strengthens Mercer’s leadership role in investment consulting in the Nordic market.
The acquisition represents Mercer’s commitment to investing in its investment business to serve European clients. As Espen Kløw, the CEO of Pensjon & Finans, will take up the role as Head of Mercer Investment Consulting in Norway after the acquisition is finalised. Caspar Holter, the Founder of Pensjon & Finans, will continue at Mercer and serve his clients as of today. The firm has 5 employees and is owned by the working partners.
Closing of the transaction is subject to regulatory approval and other conditions. Terms of the agreement were not disclosed.
Read More....!
Two thirds of FTSE 100 firms use Twitter, however, research shows that it is often neglected within their employer brand strategies (People Management, 2011). This is a missed opportunity. Why? Twitter currently has 100 million users with 50% logging in every day (Mashable, 2011). The potential for you to use this tool to attract talent to your organisation is off the scale. So why not beat your competition to it and get tweeting in 2012? Here are some pointers to help you:
Your Twitter profile - the trick here is to be as visible as possible. Here’s how:
Your profile page must have a professional look which reflects the branding of your company.
Choose your profile picture carefully – we would recommend you use your company logo. Again, this will ensure you are easily recognisable.
Choose your Twitter name carefully – be sure to include your company name and possibly the words ‘jobs’ or ‘careers’ too. This will attract the most targeted and relevant followers.
Profile text: Here you have 160 characters to play with so you need to make it good. Here are some suggestions:
Write about your company and the service it provides
Write about how people can benefit from following you
Include your website URL
Include relevant keywords to help people find you
Tweets:
Mix it up a bit: Try to avoid using Twitter to only shout about job vacancies you have open. Whilst these can certainly feature, it is important to mix your tweets up a bit to keep your followers engaged. Try tweeting industry and company news, as well as careers advice. It’s all about giving your followers value-added information and creating the impression that you are a great company to work for.
Get everyone in the team tweeting: This gives a good perception of culture, collaboration and personality which are all attractive traits from a jobseeker’s perspective.
Set up a schedule for your tweets: Tweeting too regularly can be annoying, whilst not tweeting enough may mean people will start to forget about you. So try to get the balance here. We recommend once in the morning, once in the afternoon and once in the evening (if you’re ultra keen!).
Re-tweet others: Remember, it’s not all about you. To build credibility and trust among potential employees you must re-tweet posts from key opinion leaders in your industry.
About the Author:Catherine Gutsell is the Group Marketing Manager at the CK Group. She is passionate about all things digital, especially when it comes to recruitment and HR practices.
Read More....!
Since 2009 there has been a 209% increase in the number of companies using social media to communicate their employer brand (Global Recruiting Roundtable, 2011). But are you one of them? No? Well read on…
Today’s job seekers have the world at their fingertips (quite literally). Realistically, the types of people you are more than likely going to want to recruit have already clocked on to the fact that social media is the best place to find out the truth about your company. They might even already be talking about you online – so why aren’t you listening?
Not sure where to start? Here are a few tips from the CK Group to help you get your social media strategy kick started in 2012:
Listen:
Well first things first, you need to establish what is being said about you online before you start engaging with potential employees on social media. Here are a number on interesting tools you can use to do just that:
Google Alerts - Set up alerts direct to your inbox to find out exactly what people are saying about you online.
Social Mention - This software is free, and searches all real-time user generated content.
Glassdoor - Find out exactly what former employees have been saying about your company here.
Plan: This leads us nicely on to the next step: planning! Now, take a step back and have a think about…
Your main goals and objectives: These must be clearly aligned with the goals and objectives of your organisation.
The main messages you want to communicate: Here are a few ideas to get your thought process started:
What makes your company stand out? Eg exciting and rare job opportunities, personal development schemes, team building days, dress down Fridays.
Your company achievements – Eg awards, charity fundraisers, company accreditations.
Experiences of existing employees as they can be great brand ambassadors for your organisation.
Which social networks are you going to use?
Remember, it’s quality not quantity that matters here. As a minimum, we recommend that you build your presence on Twitter, YouTube, Facebook and Linkedin to really step your employer branding strategy up a gear or three. In the next blog post I'd be outlining few tips from us to help you start planning your strategy for each one of these social networking sites.
About the Author: Catherine Gutsell is the Group Marketing Manager at the CK Group. She is passionate about all things digital, especially when it comes to recruitment and HR practices.
Read More....!
