With two half daystraining sessions on the use of LinkedIn for all employees of the Water Department to ensure they possessed basic communication skills. These training sessions also served as an opportunity to introduce the upcoming employee-ambassador program supporting the employer brand of the Department and to call for applications.
To select candidates with the highest potential, we supported the Water Department's management in this process.
Result: It was decided to accompany cohorts of four people every six months (eight people per year) in various positions such as the head of the Service de l'eau, division manager, project manager, lawyer, and engineer.
During the initial phase, we assisted each ambassador in defining their personal brand strategy and identifying their communication focus areas. We then supported them for six months as they communicated from their own LinkedIn profiles about their professional daily life, projects, and areas of expertise.
Corrosion of pipes, connected sewer covers, leaks on the Lausanne network, municipal decisions or international solidarity, their publications covered all the strategic messages of the Service de l'eau employer brand.
This supplementary aspect involved creating a LinkedIn page for the Water Department to publish institutional information and highlight specific employee publications.
We also provided specific support to human resources in utilizing the recruitment features offered by LinkedIn Premium.
In six months, the Lausanne City Water Department significantly strengthened its employer brand, transitioning from almost nonexistent communication to a remarkable presence in the news feeds of thousands of people.
Regarding recruitment, two out of three candidates selected for interviews now come from LinkedIn.
In addition to achieving the initial objectives of talent retention and attraction, other benefits resulted from the ambassadors' communication:
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