ericsson
BRAND STRATEGY The brand needed an internal communications strategy that tackled young and emerging talent via their early careers program. We were asked to help them shape, curate and build an internal communications process that took the heritage of the brand and rework it to inspire and acquire new talent into the business.
This was the first time the brand HR and Talent team had undertaken a communication process - therefore it was important to take them on a productive and collaborative journey with us.
A working session: Getting the teams ideas, thoughts and ambitions on paper. Creating a collaborative briefing that allowed us to look into opportunities.
WHAT WE DID
An Outside/in review: Taking cues from the team - we spent some time reviewing what they had vs. cultural nuances that could be of interest - providing considerations that aligned the business, the existing brand notes and an Early Careers model together. We also conducted a series of interviews with prospects, internal teams globally to help shape the vision with our behavioural insights team.
A functional document: A hero asset that became the anchor to all things Early Careers. This document has been used to onboard, align global early careers teams as well briefing for web, content, comms and events to showcase the brand’s take on talent acquisition moving forward.
an aknowledgement
It was important to explore what makes the brand unique as a way to show new talent prospects the opportunities working for Ericsson brings with them. We all know the brand for their phones - but if you ask a prospect what else Ericsson is known for as a way to entice their interest, they are fully unaware of the technological advancement the brand is responsible for. We had to find a way to incorporate this into our storytelling.
