Standout conference sessions from LAC 2018

Standout conference sessions from LAC 2018 150 150 Jason Chong

There was plenty of fantastic content taking place at the London Affiliate conference 2018. We know you wouldn’t have been able to catch it all, so, we caught up with 3 speakers from our favourite sessions.


We spoke with Andy following his wildly popular session, “Affiliate opportunities in crypto”. Andy had plenty to say on where cryptocurrency is headed and how Affiliates can capitalise on the opportunity.

Tiago was so great when we last had him at the show that we couldn’t resist bringing him back. The question he’s asking you is whether you’re overlooking a potentially lucrative Latin American affiliate market… well are you?


It’s not all about apps anymore, Nichola Stott talked about progressive web apps that can deploy “app-like” features to your mobile site that can emphasise speed and user experience for your mobile site. See what she had to say following her conference.

Calling all Cable Installers, Beauty Editors, and Chefs

Calling all Cable Installers, Beauty Editors, and Chefs 150 150 Jason Chong

A classic recruiting technique, realistic job previews are a best practice in our industry. It gets its own fancy government definition for a reason: it has worked across all industries and all levels for years*. Give candidates the real deal scoop so they can opt in and out at apply, not two weeks or two months or two minutes on the job (all that time, money, energy wasted, turnover costs astronomical, nooooo!).

How have realistic job previews been creatively imagined in recruitment marketing or media?

Employee-generated content


This is a video from a few years ago where an AT&T premises technician filmed one of their climbs. This person takes so much pride in his work and what he does, he not only filmed part of his workday, but he shared it with the world. What I like best is the varied comments below, like:

“Is there a difference in training between buried wire technicians and premises technicians? What exactly is it?”

“I was a perm tech in fort Worth last year until OCT. I had to resign to handle (personal business). Anyways, on Wednesday I got hired back on finally. I can’t wait to hit pole yard again.”

“What is this? AT&T Basic Training? lol, looks fun”

Today it’s possible to create spaces where people want to share experiences or ask questions that allow them to decide to apply to a position or not. That interaction was missing from the one way communication years ago.

Building your EVP from the inside out: The time has come

Building your EVP from the inside out: The time has come 150 150 Jason Chong

Next week, the top minds in the talent space will meet in Chicago to share their methods and motivations behind employer branding. In preparation for the conference, we want to put forward a consideration for the future: The next goal of our industry is to build and execute great EVPs from the inside out. It’s something few practitioners have nailed, but it’s the next logical step. Think about it…

Most of you sit within talent acquisition and are focused on the candidate and the candidate experience. We have become amazing storytellers and have great new social channels and tools to amplify our message. But what happens once a candidate accepts the offer and joins on day one? The employer brand quickly becomes lost in a maze of communications around onboarding and other important internal messages from a variety of stakeholders.

So what’s the solution from the perspective of a employer brand practitioner?


Drive external employer
Culture and employee

You own and drive external employer brand, employee engagement, culture and employee communications.
Most of you sit within talent acquisition and are focused on the candidate and the candidate experience.


You sit
at the table

You sit at the table with the CHRO because attracting and retaining talent is at the top of his/her agenda and they ‘get’ what we offer. The next goal of our industry is to build and execute great EVPs from the inside out.


To drive
the EVP

To drive the EVP from the inside out, you must actively partner with senior HR stakeholders (who are now your peers since you are sitting at the same table), including:

  • HR strategy and operations teams: for the employee experience and to gain valuable data
  • Learning and development: because they will need your expertise to work with leaders to make the EVP a reality across the organization
  • Diversity and inclusion: because employee resource groups are a great way to evangelize your employer brand, within and outside the company
  • Comp & benefits: to be sure the package is tied to what you are promising
  • HR Business Partners: who are the eyes and ears of the workforce
  • Oh, and Talent Acquisition
  • Wouldn’t it be ideal if the employer brand function reported directly to the CHRO, as a way to keep culture at the forefront and to give you access to the funding you need?

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