@Omkar Pradhan My questions are on Employer Branding How did you increased the LinkedIn followers for Aakash to 20K. What can early stage startups do to increase the followers with Zero budget. My 2nd question is - what can be done to attract the GenZ Tech talents? so that it becomes more of a pull effect rather push effect?

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Hey @Manish kumar Increasing LinkedIN Followers was an ongoing journey, wherein we did the following • Roped in Marketing Team - Wherein we Initiated a Social Media Calendar of posts that will go out & It was a mix of Culture, Employee Stories, New Hires, Company Achievements (Small/Big) & while doing these posts - It's important to use relevant # (Hashtags) - And Tag Relevant Employees - Because this way the reach of the post increases. • Ensured that LinkedIN profiles of all the employees was updated - Leaders to be specific (Read - Most Important) For Company's at Early Stage - • With Zero Budget, It's extremely important to emphasize on Communicating/Posting on Mission, Vision, Having or Creating (EVP's) Employee Value Proposition (What is really to work at "X" Company) • Be Regular in communicating with your audience the journey would be slow, - But regular communication does help in increasing the brand reach • In my personal experience have never spent on increasing followers - It has always been through these efforts only. Talking on GenZ Talents • Let's call out Elephant in the room - By Empowering of Start-up Ecosystem gone are those days wherein Individuals would look at brands - Today There are 3 Main things that a candidate would look at - Company Culture, His/Her Own Role along with Peers they would be working with & Ofcourse Compensation - Here the Only element that company's can leverage is by showcasing the company culture & values - because today candidates have been inquisitive - before applying or before interviews - they will do their own research be it company website/glassdoor reviews, linkedin page updates etc.. Hence It's important that these elements talk about company culture - what is like to be a employee at this org, or Life At____, this would generate the Pull effect - Having said that Push effect will never go away at junior level - their Recruiter should be able to sell the company & Mission & Vision rather then selling the Job.