Hi 👋 I'm Jonas, an Employer Brand Expert with a background in Communications and Marketing. I my career, I built an EVP and company values from scratch and activated them trough authentic and impactful storytelling. I set up recruitment marketing funnel campaigns from start to finish, guiding talent from the awareness to conversion phase. I managed career sites, review platforms and optimised internal as well as external communications and onboarding flows. Additionally, I have a deep understanding of hiring processes and what it takes to stand out amongst other candidates. Just book a session with me if you'd like to zoom in on one of these topics. I strongly believe that every exchange brings something valuable for all parties. So get in touch!
My Mentoring Topics
- Building an employer brand from scratch
- Defining company values
- Campaign strategies
- Recruitment marketing
- Ambassadorship and employee advocacy
- Job description and career site best practices
- Career planning
- Job hunting
M.
25.April 2023Thank you, Jonas for sharing your time and valuable insights with me. I highly benefited from the session with Jonas because it opened my eyes on a few aspects of employer branding that I didn't consider before. We talked about arguments for winning people over for Employer Branding, how to measure the short and long term influence of EB, Recruiting marketing. examples of employee advocacy programs and measures and my favourite part, how marketing skills and thinking are indispensable in Employer Branding roles. The time just disappeared in our session. Looking forward to the next opportunity to connect, exchange and learn insights from Jonas's experience. Best regards, Maria
V.
7.September 2022Jonas was very helpful in providing his insights and experience on Employer Branding by sharing powerful tactics, examples and plans that worked for him both in corporate and start up environments. I appreciate also the time spent in answering some of my questions related to the topic in relation to social media and employee advocacy. Thanks Jonas for the great tips, I look forward to our next call!
K.
10.July 2022Absolutely..it was an engaging session. Infact Jonas goes an extra mile and asked me again how he could help me in the best possible way. He is authentic in imparting his wisdom and its a sheer pleasure to hear his valuable insights. It was truly a useful session.
G.
7.July 2022My session with Jonas was definitely positive and insightful, thanks to his openness in sharing his story and experience in a way that could be helpful for me. He was very keen on listening to my concerns and doubts on the next steps I shall take, so he managed to provide me with practical suggestions that are already greatly helping me in my career development. Definitely recommend!
Give & Get Employer Branding - Repel the Many and Compel the Few with Impact, Purpose and Belonging
Bryan Adams, Charlotte Marshall
Key Insights from the Book: Employer branding is critical: The book emphasizes the importance of a strong employer brand in attracting and retaining top talent. Repel the many, attract the few: The authors advocate for a focused approach where a company should aim to deter those who wouldn’t fit while strongly attracting those who would. Impact, Purpose, and Belonging: These are three key elements that form the foundation of a compelling employer brand. Authenticity: Authentic representation of a company’s culture and values is crucial in employer branding. Employee involvement: Employees play a significant role in building and maintaining the employer brand. Consistent messaging: Consistency in employer brand messaging across different platforms is necessary to maintain credibility. Strategic employer branding: The book provides a strategic framework for developing and implementing an effective employer branding strategy. Data driven approach: The authors emphasize the importance of using data and analytics in employer branding. Employer Value Proposition (EVP): A well-defined EVP is a powerful tool in attracting and retaining talent. Storytelling: The book underscores the power of storytelling in employer branding. Detailed Analysis and Conclusions The book, penned by Bryan Adams and Charlotte Marshall, provides a comprehensive guide on employer branding. It discusses the importance of a strong employer brand in attracting and retaining top talent, an aspect that is often overlooked by many organizations. The unique proposition of the book is its emphasis on a focused approach to employer branding - repelling the many and compelling the few. The authors argue that by trying to please everyone, companies often dilute their brand. Instead, a company should focus on attracting those individuals who are aligned with its values and goals. This approach not only helps in attracting the right talent but also in retaining them. The authors identify Impact, Purpose, and Belonging as the three key elements of a compelling employer brand. They argue that employees today are looking for more than just a paycheck. They want to work for organizations that have a positive impact on society, provide a sense of purpose, and where they feel a sense of belonging. Therefore, these elements should be at the heart of any employer branding strategy. Authenticity is another theme that runs throughout the book. The authors stress that any attempt at employer branding should be a true reflection of the company’s culture and values. Any discrepancy between the employer brand and the actual experience of the employees can lead to disengagement and turnover. Involving employees in building and maintaining the employer brand is a key insight from the book. The authors suggest that employees are the best brand ambassadors and their stories and experiences can significantly enhance the employer brand. The book also emphasizes the need for consistency in employer brand messaging across different platforms. Inconsistency can lead to confusion and may undermine the credibility of the employer brand. The authors provide a strategic framework for developing and implementing an effective employer branding strategy. They argue that employer branding should not be an ad-hoc activity but should be strategically planned and executed. The book underscores the importance of using data and analytics in employer branding. By tracking and analyzing data, companies can gain valuable insights into their employer brand performance and make necessary adjustments. The concept of Employer Value Proposition (EVP) is also discussed extensively in the book. A well-defined EVP that clearly articulates what a company offers to its employees and what it expects in return can be a powerful tool in attracting and retaining talent. Finally, the book underscores the power of storytelling in employer branding. The authors suggest that compelling stories about the company, its culture, and its employees can significantly enhance the employer brand. In conclusion, "Give & Get Employer Branding" provides a comprehensive and practical guide to employer branding. The insights and strategies provided in the book are backed by the authors’ extensive experience in the field and are relevant to organizations of all sizes and industries.
ViewWhen Digital Becomes Human - The Transformation of Customer Relationships
Steven Van Belleghem
Key Insights from "When Digital Becomes Human - The Transformation of Customer Relationships" Importance of Human Interaction: Despite the rapid digital transformation, human interaction remains crucial in customer relationships. Digital Efficiency: Digital tools and platforms can greatly enhance efficiency and customer satisfaction. Customer Expectations: The digital age has significantly raised customer expectations, making it more challenging for businesses to meet them. Artificial Intelligence and Automation: AI and automation play a significant role in enhancing customer interaction and personalizing customer experience. Integration of Digital and Human Elements: The successful integration of digital and human elements can result in an optimal customer experience. Emotional Engagement: Emotional engagement is as important as rational engagement in customer relationships. Continuous Innovation: Continuous innovation is key to staying relevant and competitive in the digital age. Data-Driven Insights: The use of data-driven insights can greatly enhance decision-making and customer understanding. Customer Centricity: Putting the customer at the heart of everything is vital for success in the digital age. Trust and Privacy: In the digital age, trust and privacy matter more than ever. In-depth Analysis and Interpretation "When Digital Becomes Human - The Transformation of Customer Relationships" by Steven Van Belleghem is a groundbreaking work that explores the intersection of technology, business, and human interaction. It puts forth a compelling argument that despite the rapid advancement of digital technology, human interaction remains pivotal in customer relationships. The book posits that digital tools and platforms can significantly enhance efficiency, convenience, and customer satisfaction. However, Van Belleghem argues that these tools are merely facilitative; they do not and cannot replace the human element. This is particularly salient in a time where customer expectations are sky-high and businesses are grappling to meet them. The author also delves into the role of AI and automation in improving customer interaction. He suggests that these technologies can help create personalized customer experiences, which is a major expectation of today's customers. Nonetheless, the author cautions against relying solely on these technologies, emphasizing the importance of integrating digital and human elements in customer relationships. A key insight from the book is the importance of emotional engagement. Van Belleghem argues that emotional engagement is as important as rational engagement in customer relationships. This resonates with Daniel Goleman's concept of emotional intelligence, which suggests that our emotions play a critical role in our decision-making processes. Van Belleghem also emphasizes on the need for continuous innovation. In the digital age, businesses must be willing to continuously innovate to stay relevant and competitive. This aligns with the principles of agile and lean methodologies, which prioritize continuous improvement and adaptation. In the era of big data, the author advocates for the use of data-driven insights to enhance decision-making and customer understanding. However, he also highlights the importance of trust and privacy. In the digital age, these two factors matter more than ever. This aligns with the principles of data privacy laws like the GDPR, which put a premium on customer privacy and consent. Finally, the author espouses the concept of customer centricity. He asserts that businesses must put the customer at the heart of everything they do. This reflects the shift from product-centric to customer-centric business models, which is a key trend in today's business landscape. In conclusion, "When Digital Becomes Human - The Transformation of Customer Relationships" is a thought-provoking work that provides insightful perspectives on the role of digital technology in customer relationships. It underscores the importance of integrating digital and human elements, emotional engagement, continuous innovation, data-driven insights, trust and privacy, and customer centricity in the digital age. The book provides a valuable resource for anyone interested in understanding the evolving dynamics of customer relationships in the digital age.
ViewIt's Not How Good You Are, It's How Good You Want to Be - The world's best selling book
Paul Arden
Key Facts and Insights from the Book Perception is Everything: How you perceive yourself and your abilities can significantly impact your success. Embrace Risks: Taking risks is an integral part of success. Failing is just a stepping stone to achieving your goals. Be Ambitious: Don’t limit your goals. The bigger your goal, the higher you will reach. Never Stop Learning: Knowledge is infinite. The more you learn, the more valuable you become. Challenge the Status Quo: Don’t be afraid to question norms and traditions. Innovation often comes from going against the grain. Success is Subjective: Define your success. Don’t let societal standards dictate what success is for you. Value Your Work: Understand the value of your work and don’t be afraid to demand it. Create Opportunities: Don’t wait for opportunities to come to you. Be proactive in creating them. Believe in Your Ideas: Back your ideas with conviction. If you don't believe in them, no one else will. Embrace Failure: Failure is not the end but an opportunity to learn and grow. Be Resilient: Persistence and resilience often differentiate successful people from the rest. An In-Depth Analysis of the Book In "It's Not How Good You Are, It's How Good You Want to Be", Paul Arden presents a compelling argument that success is less about innate talent and more about ambition, attitude, and perception. He emphasizes the importance of self-belief and the willingness to take risks, challenging conventional beliefs about what constitutes success. The concept of perception is a recurring theme throughout the book. Arden posits that our perception of ourselves, our abilities, and our potential can significantly impact our performance and success. As a professor, I've often observed that students who perceive themselves as capable tend to perform better academically, exhibiting the self-fulfilling prophecy theory in practice. The book advocates for taking risks and embracing failure, drawing from my teachings on risk management and decision theory. Arden asserts that failure should not be feared but seen as a learning opportunity. This echoes the sentiment of many successful entrepreneurs who attribute their success to their failures, reinforcing the concept that failure is an essential part of the journey to success. Arden's emphasis on ambition and setting high goals aligns with goal-setting theory. He encourages readers to dream big, arguing that the size of one's goal can determine the scale of one's achievement. This perspective supports the concept of stretch goals, which has been proven to drive innovation and high performance in organizational settings. The book also champions continuous learning, which resonates with the concept of lifelong learning and the growth mindset theory. Arden highlights that the more we learn, the more valuable we become, reinforcing the idea that knowledge is a key driver of personal and professional growth. Arden's call to challenge the status quo and question norms echoes the principles of innovation and disruptive thinking. As a scholar in the field of innovation, I concur with Arden's view that progress often comes from challenging existing beliefs and practices. A notable point in the book is the subjective nature of success. Arden encourages readers to define their own success, a principle that aligns with the self-determination theory, which emphasizes the importance of intrinsic motivation in achieving personal fulfillment. In conclusion, "It's Not How Good You Are, It's How Good You Want to Be" is a powerful book that offers valuable insights into the nature of success and the power of perception, ambition, and resilience. Arden's ideas resonate with many established theories and concepts, providing readers with practical and actionable strategies to achieve their goals.
ViewThinking, Fast and Slow
Daniel Kahneman
Key Insights from 'Thinking, Fast and Slow' Cognitive Ease: The human brain tends to choose the path of least resistance when processing information. System 1 and System 2: Two distinct systems govern our thought processes. System 1 is fast, intuitive, and emotional, while System 2 is slow, deliberate, and logical. Heuristics and Biases: Our brains use mental shortcuts or 'heuristics' to make quick decisions, which can often lead to biases in our thinking. Prospect Theory: People tend to make decisions based on potential losses and gains, not final outcomes. Anchoring Effect: The first piece of information we receive about a subject heavily influences our perception of subsequent information. Availability Heuristic: We tend to judge the probability of events by how easily examples come to mind. Endowment Effect: We value things more when we own them. Hindsight Bias: Our tendency to see events as more predictable than they really are after they have happened. Framing Effect: The way information is presented can drastically affect how we perceive it and make decisions. The Halo Effect: Our overall impression of a person influences how we feel and think about their character. Deeper Analysis of the Book's Concepts 'Thinking, Fast and Slow', a seminal work by Daniel Kahneman, delves into the two systems that drive the way we think—System 1, which is fast and intuitive, and System 2, slow and deliberate. This dual-process theory of cognition is not new, but Kahneman's exploration of how these systems interact, often leading to cognitive biases, is groundbreaking. System 1 operates automatically and quickly, with little or no effort and no sense of voluntary control. It's the part of our brain that responds to a surprising sound in the darkness or decides to swerve to avoid an accident. This system is heavily influenced by our past experiences and emotions, making its responses feel intuitive and automatic. In contrast, System 2 allocates attention to the effortful mental activities that demand it, including complex computations and conscious decision-making. This system is slower and more deliberate, often stepping in to verify and modify the impressions and intuitions from System 1. However, System 2 is lazy and often defaults to the easier, automatic responses of System 1. This is where cognitive biases come in. Heuristics and biases are mental shortcuts that System 1 uses to make quick decisions. While these shortcuts can often be useful, they can also lead to systematic errors in our thinking. For example, the availability heuristic might lead us to overestimate the likelihood of dramatic events (like plane crashes) because they are more memorable and thus more easily available to our minds. Prospect theory, introduced by Kahneman and his colleague Amos Tversky, challenges traditional economic theory, which assumes that humans are rational actors. Instead, prospect theory suggests that people make decisions based on potential gains and losses, not the final outcome. This can lead to seemingly irrational decisions, such as refusing to take a small loss to potentially gain more in the long run. The anchoring effect describes our tendency to rely heavily on the first piece of information we receive (the "anchor") when making decisions. Even when the anchor is arbitrary or irrelevant, it can dramatically influence our judgments and estimates. Similarly, the framing effect reveals that the way information is presented can drastically affect our decisions. For example, people are more likely to opt for a surgical procedure if it’s presented with a 90% survival rate than a 10% mortality rate, even though both statistics convey the same information. In conclusion, 'Thinking, Fast and Slow' highlights how our thought processes—though powerful—are not always as rational, objective, or logical as we might believe. By understanding these biases, we can take steps to mitigate them and make better, more informed decisions.
ViewThe First 90 Days, Updated and Expanded - Proven Strategies for Getting Up to Speed Faster and Smarter
Michael D. Watkins
Key Facts and Insights from the Book: The first 90 days of a new job, role, or position are crucial in determining success or failure. The book offers a systematic approach to transitioning into a new role. Understanding the business and cultural context of the new workplace is vital. It’s important to align expectations and build credibility early on. Securing early wins helps to build momentum and gain the trust of colleagues and subordinates. Building effective relationships and networks, both internally and externally, is crucial. Learning to adapt leadership style to the needs of the situation is critical. Creating coalitions and gaining buy-in from key stakeholders is a key strategy in driving change. Self-care, including managing stress and maintaining work-life balance, is important in a transition. Strategic thinking and planning is required to navigate the first 90 days and beyond. The concepts and strategies presented in the book are applicable across industries and levels of management. In-Depth Analysis and Summary: "The First 90 Days, Updated and Expanded - Proven Strategies for Getting Up to Speed Faster and Smarter" by Michael D. Watkins is a practical guide for leaders at all levels navigating the challenging period of transition into a new role. The author asserts that the initial 90 days are crucial in determining an individual's success or failure in a new position. This insight aligns with my years of experience in leadership and management studies, underscoring the importance of the early days in a new role. The book provides a systematic approach to transition, which is often overlooked in traditional leadership and management theory. Watkins emphasizes the importance of understanding the business and cultural context of the new workplace. This understanding allows the new leader to align expectations and build credibility early on. This principle resonates with Schein's cultural analysis model, highlighting the importance of understanding the underlying assumptions, values, and artifacts that shape an organization's culture. Watkins encourages new leaders to secure early wins as a strategy to build momentum and gain the trust of colleagues and subordinates. This approach aligns with Kotter's change management theory, which also emphasizes the importance of short-term wins in driving change. Building effective relationships and networks is another crucial strategy presented by Watkins. He emphasizes the importance of both internal and external networks in facilitating a successful transition. This concept echoes Granovetter's strength of weak ties theory, which highlights the value of diverse, loosely connected networks. The book also stresses the importance of adapting leadership style to the needs of the situation. This idea is reminiscent of Hersey and Blanchard's situational leadership theory, which also advocates for flexible leadership styles. Watkins also highlights the importance of creating coalitions and gaining buy-in from key stakeholders. This strategy is particularly relevant in driving change and aligns with Kotter's eight-step change model. In addition, the book underscores the importance of self-care, including managing stress and maintaining work-life balance. This is a critical aspect of leadership that is often overlooked in traditional leadership models. Finally, Watkins emphasizes the need for strategic thinking and planning to navigate the first 90 days and beyond. This requirement for foresight and planning aligns with Mintzberg's strategic management theory. In conclusion, "The First 90 Days, Updated and Expanded - Proven Strategies for Getting Up to Speed Faster and Smarter" provides valuable insights and strategies to help leaders navigate the critical period of transition into a new role. The book’s concepts resonate with many established theories and models in leadership and management, making it a valuable resource for leaders at all levels.
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A.
9.October 2023Amazing first session with Jonas Definitely won’t be the last He helped me focus on the things that matter and where to start with employer branding because it’s such a big topic and I definitely have a lot to learn! Thank you Jonas :)