The AI Formula for Employer Branding. Smart Tools Strong Brands
Par :Formats :
Disponible dans votre compte client Decitre ou Furet du Nord dès validation de votre commande. Le format ePub est :
- Compatible avec une lecture sur My Vivlio (smartphone, tablette, ordinateur)
- Compatible avec une lecture sur liseuses Vivlio
- Pour les liseuses autres que Vivlio, vous devez utiliser le logiciel Adobe Digital Edition. Non compatible avec la lecture sur les liseuses Kindle, Remarkable et Sony
, qui est-ce ?Notre partenaire de plateforme de lecture numérique où vous retrouverez l'ensemble de vos ebooks gratuitement
Pour en savoir plus sur nos ebooks, consultez notre aide en ligne ici
C'est si simple ! Lisez votre ebook avec l'app Vivlio sur votre tablette, mobile ou ordinateur :
- Nombre de pages146
- FormatePub
- ISBN978-3-7693-4273-4
- EAN9783769342734
- Date de parution26/02/2025
- Protection num.Digital Watermarking
- Taille221 Ko
- Infos supplémentairesepub
- ÉditeurBoD - Books on Demand
Résumé
The book The AI Formula for Employer Branding by Patrice Espiche explores how artificial intelligence (AI) is revolutionizing employer branding strategies. It demonstrates how companies can leverage AI to strengthen their employer brand, attract talent more efficiently, and retain employees in the long term.
At its core is the AI Prism Framework, a guiding model that integrates four key components: data analysis, insight generation, engagement, and adaptability.
This framework helps companies systematically apply AI-powered tools to develop personalized recruitment campaigns, fair evaluation processes, and culturally adapted employer branding initiatives. Topics such as AI-driven recruitment highlight the automation of processes (e.g., chatbots for candidate inquiries) and data-based decision-making to reduce biases and promote diversity. Predictive analytics enables companies to anticipate future talent needs and design tailored development programs for employees. Candidate experience is optimized through AI-based tools such as virtual office tours or personalized feedback loops, enhancing transparency and trust.
At the same time, ethical challenges are addressed, including data privacy, algorithmic bias, and the necessity of human oversight to ensure AI systems remain fair and inclusive. Global employer branding strategies benefit from AI through cultural adaptation: tools analyze local trends and values to craft targeted brand messages. Case studies from companies like Unilever, Hilton, and IBM illustrate how AI enhances employer attractiveness for instance, through gamified assessments or AI-powered career counseling. Success measurement relies on AI metrics such as time-to-hire, candidate satisfaction, and diversity ratios.
Dashboards and real-time analytics help adjust strategies with agility. Finally, the book outlines future trends, including immersive technologies (VR/AR), AI-driven employee development, and the integration of ethics into AI systems. The key lies in balancing technology with human interaction to build an authentic, value-driven employer brand. The book emphasizes: AI is not a replacement for human empathy but a tool to make employer branding more strategic, inclusive, and future-proof.
This framework helps companies systematically apply AI-powered tools to develop personalized recruitment campaigns, fair evaluation processes, and culturally adapted employer branding initiatives. Topics such as AI-driven recruitment highlight the automation of processes (e.g., chatbots for candidate inquiries) and data-based decision-making to reduce biases and promote diversity. Predictive analytics enables companies to anticipate future talent needs and design tailored development programs for employees. Candidate experience is optimized through AI-based tools such as virtual office tours or personalized feedback loops, enhancing transparency and trust.
At the same time, ethical challenges are addressed, including data privacy, algorithmic bias, and the necessity of human oversight to ensure AI systems remain fair and inclusive. Global employer branding strategies benefit from AI through cultural adaptation: tools analyze local trends and values to craft targeted brand messages. Case studies from companies like Unilever, Hilton, and IBM illustrate how AI enhances employer attractiveness for instance, through gamified assessments or AI-powered career counseling. Success measurement relies on AI metrics such as time-to-hire, candidate satisfaction, and diversity ratios.
Dashboards and real-time analytics help adjust strategies with agility. Finally, the book outlines future trends, including immersive technologies (VR/AR), AI-driven employee development, and the integration of ethics into AI systems. The key lies in balancing technology with human interaction to build an authentic, value-driven employer brand. The book emphasizes: AI is not a replacement for human empathy but a tool to make employer branding more strategic, inclusive, and future-proof.
The book The AI Formula for Employer Branding by Patrice Espiche explores how artificial intelligence (AI) is revolutionizing employer branding strategies. It demonstrates how companies can leverage AI to strengthen their employer brand, attract talent more efficiently, and retain employees in the long term.
At its core is the AI Prism Framework, a guiding model that integrates four key components: data analysis, insight generation, engagement, and adaptability.
This framework helps companies systematically apply AI-powered tools to develop personalized recruitment campaigns, fair evaluation processes, and culturally adapted employer branding initiatives. Topics such as AI-driven recruitment highlight the automation of processes (e.g., chatbots for candidate inquiries) and data-based decision-making to reduce biases and promote diversity. Predictive analytics enables companies to anticipate future talent needs and design tailored development programs for employees. Candidate experience is optimized through AI-based tools such as virtual office tours or personalized feedback loops, enhancing transparency and trust.
At the same time, ethical challenges are addressed, including data privacy, algorithmic bias, and the necessity of human oversight to ensure AI systems remain fair and inclusive. Global employer branding strategies benefit from AI through cultural adaptation: tools analyze local trends and values to craft targeted brand messages. Case studies from companies like Unilever, Hilton, and IBM illustrate how AI enhances employer attractiveness for instance, through gamified assessments or AI-powered career counseling. Success measurement relies on AI metrics such as time-to-hire, candidate satisfaction, and diversity ratios.
Dashboards and real-time analytics help adjust strategies with agility. Finally, the book outlines future trends, including immersive technologies (VR/AR), AI-driven employee development, and the integration of ethics into AI systems. The key lies in balancing technology with human interaction to build an authentic, value-driven employer brand. The book emphasizes: AI is not a replacement for human empathy but a tool to make employer branding more strategic, inclusive, and future-proof.
This framework helps companies systematically apply AI-powered tools to develop personalized recruitment campaigns, fair evaluation processes, and culturally adapted employer branding initiatives. Topics such as AI-driven recruitment highlight the automation of processes (e.g., chatbots for candidate inquiries) and data-based decision-making to reduce biases and promote diversity. Predictive analytics enables companies to anticipate future talent needs and design tailored development programs for employees. Candidate experience is optimized through AI-based tools such as virtual office tours or personalized feedback loops, enhancing transparency and trust.
At the same time, ethical challenges are addressed, including data privacy, algorithmic bias, and the necessity of human oversight to ensure AI systems remain fair and inclusive. Global employer branding strategies benefit from AI through cultural adaptation: tools analyze local trends and values to craft targeted brand messages. Case studies from companies like Unilever, Hilton, and IBM illustrate how AI enhances employer attractiveness for instance, through gamified assessments or AI-powered career counseling. Success measurement relies on AI metrics such as time-to-hire, candidate satisfaction, and diversity ratios.
Dashboards and real-time analytics help adjust strategies with agility. Finally, the book outlines future trends, including immersive technologies (VR/AR), AI-driven employee development, and the integration of ethics into AI systems. The key lies in balancing technology with human interaction to build an authentic, value-driven employer brand. The book emphasizes: AI is not a replacement for human empathy but a tool to make employer branding more strategic, inclusive, and future-proof.