Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
Bob Johnson goes beyond the basics to look at how we can strengthen our employer brands. And, he unveils our new All-Way Brand Alignment model. He also looks at the impact of review sites on talent attraction
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
Employer branding - the art of effectively communicating an organization's talent strategies - requires a unique approach with the evolution of social media. Click through to see how organizations have simply leveraged their assets as talent magnets to attract quality professionals on LinkedIn.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
L'Oreal Employer Branding and Employee Value Proposition (EVP)Link Humans
L'Oreal's new EVP launched in 2012 after a big listening exercise internally - based on 3 pillars: A thrilling experience, an environment that will inspire you & a school of excellence. Note: This is not Link Humans work, all L'Oréal - thanks to Dennis de Munck for this information.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
Bob Johnson goes beyond the basics to look at how we can strengthen our employer brands. And, he unveils our new All-Way Brand Alignment model. He also looks at the impact of review sites on talent attraction
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
Employer branding - the art of effectively communicating an organization's talent strategies - requires a unique approach with the evolution of social media. Click through to see how organizations have simply leveraged their assets as talent magnets to attract quality professionals on LinkedIn.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
L'Oreal Employer Branding and Employee Value Proposition (EVP)Link Humans
L'Oreal's new EVP launched in 2012 after a big listening exercise internally - based on 3 pillars: A thrilling experience, an environment that will inspire you & a school of excellence. Note: This is not Link Humans work, all L'Oréal - thanks to Dennis de Munck for this information.
Employment Branding And Employee Engagement In A Web 2 0 WorldPolly Pearson
A social media, employment branding, and employee engagement case study of a FORTUNE 200 Company, EMC Corp. Includes strategy, tips, and illustrations.
By Brett Minchington & Lisa G.Morris with contributions from students & graduates of the Certificate in Employer Brand Leadership & EBI Advisory Board Members. Employer Brand International is pleased to present their latest thought leadership whitepaper.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
15 Employee Engagement activities that you can start doing nowHppy
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
Employee engagement impacts nearly every area of business, from productivity to retention, and even operating costs. You can improve engagement by mastering the five elements.
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
Talent attraction for the modern recruiterSoraya Lavery
Learn some simple methods to develop a strong talent attraction brand that attracts the "right fit" candidates for your company. Also how to retain key staff and provide a positive return on investment for your organisation.
chapter FOUR Right People Designing Recruiting and Staffing Proc.docxchristinemaritza
chapter FOUR Right People: Designing Recruiting and Staffing Processes
Running a successful business depends on having the right people in the right roles to effectively execute its strategies. The most important decision a company makes about its employees is to hire them. Every other action made about employees is a direct result of that initial decision to bring them into the organization.
Despite the strategic importance of hiring, many companies have treated recruiting as a largely administrative process.1 Rather than focusing on the business value associated with hiring, recruiters often focus on increasing the number of job requisitions processed, with little emphasis on how the newly hired people perform after they join the company. As one person put it, “HR departments that focus on number of hires instead of quality of hires might as well measure effectiveness by the kilos of people they've employed.” Fortunately, the growing influence of strategic HR is steadily changing the focus from quantity to quality of hiring. This is the result of several factors:
• Scarcity of skilled talent. Experienced recruiters know there is always a limited supply of qualified high performers available to fill skilled jobs at the salary companies want to pay them. This skill shortage is growing due to the increasing complexity of jobs, decreasing birth rates in many countries, and more intensive competition for talent around the globe.2 Do not be fooled by overall unemployment statistics. There may be more people available in the job market in general, but that does not mean they are people who have the skills and competencies needed to support your company's strategies.
• Cost of labor. As the supply of skilled labor decreases, its cost increases. Companies cannot afford to make hiring mistakes given how much it costs to bring people into the organization. There is also the insidious problem of hiring marginal performers and having them stay. In many countries, it is both difficult and costly to fire someone for underperformance.
• Importance of human capital. The past thirty years have seen a steady shift from a resource-based to a knowledge- and service-based economy. In today's market, competitive advantage depends less on what companies own and more on whom they employ. Your company's ability to hire skilled, high-performing employees simultaneously supports the goals of your business while depriving your competitors of the talent they may need to compete against you.
Recruiting was once seen as a back-office function that was often outsourced as a commodity service. It is now becoming a key differentiator in the emerging war for talent. Winning this war requires rethinking key questions around what makes a good recruiting process.
This chapter is organized into three sections. Section 4.1 discusses fundamental changes in how companies are thinking about recruiting and the growing emphasis on creating more collaborative, quality-focused recruitin ...
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
To optimise branding investments in today’s environment, taking a “brand for influence” approach will ensure your talent brand is more attractive to the candidates you want to apply. Corporate Executive Board's research shows organisations that brand for influence, rather than broad appeal, enjoy a 54% increase in applicant quality, 22% in quality of shortlist, and 9% in quality of hire
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
1. EMPLOYER BRANDING A NEW HR ARENA
INTRODUCTION:
From an HR Point of view, Branding is very important. If organization
has a reputed or good image in the market, it will added benefit to HR to getting
right workforce at right time and control over the employee cost. An organization
without brand name little bit difficult to attract and retain the employees.
DEFENITION
Brand Reputation are built on perception match by experience. And
that is no difference with Employer Brands. Employees Know what it is really like
working for the organization; they live it everyday good and bad. Good Employer
Branding might accentuate the positive but, ultimately, it paints a picture that
people can and will relate too.
• Employer Branding represents a firm’s effort to promote, both within and
outside the firm, a clear view of what makes it different and desirable as an
employer.
• Employer Branding as defined as “a targeted, long term strategy to mange
the awareness and perception of employees, potential employees, and related
stakeholder with regard to particular firm.”
So in short we can say Employer Branding as a three step process :
• VALUE PROPOSITION that is using information about the organization
culture, management Lifestyle, qualities of current employees, current
employment image, and impression of product or service quality manager
develop a concept of what particular value their company offer employees.
• EXTERNAL MARKETING that is target potential employees, recruiting
agencies, placement counselors and etc…
• INTERNAL MARKETING its important because it carries the brand
promises made to recruit the firm and incorporate it as a part of culture.
To develop a workforce that is commited to the set of values and
organizational goal.
3. EMPLOYER BRANDING IS THE KEY IN FIGHT FOR TALENT
A survey by Personnel Today reveals that HR believes branding is vital if an organisation is to
recruit the best candidates :
An exclusive survey of 1,889 Personnel Today readers with responsibility for recruitment reveals that 95% of
respondents believe employer branding is ‘important’ (Fig. A), with 80% saying that it will become even more
so (Fig. B). And yet only 25% of those surveyed have responsibility for employer branding (Fig. C).
4. Many senior HR professionals said they were trying to make their organisation an ‘employer of choice’ in the
face of low unemployment and skills shortages.
One said: “There is so much competition for good candidates, those with a good employer brand will be able
to pick and choose from the best candidates.” And another added: “People are becoming more inclined to
look for roles where the organisation’s values are aligned with their own.”
Recruitment remains the preserve of the HR department. Indeed, the number of people in HR with
responsibility for recruiting is increasing (Fig. D).
5. The proportion of jobs being filled by both internal and external recruitment advertising is on the decline,
while recruitment consultancies are filling a greater share of the vacancies (Fig. E). But the biggest change
to the recruitment landscape has been the development of the internet.
Three-quarters of respondents agree that it has changed the way their organisations approach recruitment
(Fig. F).
6. But while much of this can be attributed to the growth of online media and jobs boards, survey respondents
claim that the fastest growing medium over the next two years will be their companies’ own websites.
Seventy-six per cent plan to use their company websites more for recruitment purposes. Local and national
newspapers will be the losers, with 23% and 37% (respectively) of respondents planning to use them less
for job ads.
One respondent summed up the general mood: “I intend to get our website working efficiently to attract
candidates without agency or advertising fees attached.”
Despite respondents’ clear interest in the cost of recruitment, only 6% said their companies had a cost-per-
hire target. The average cost-per-hire is measured, however, and stands at £2,773 (£3,175 among
organisations with more than 10,000 employees).
And HR departments are increasingly finding that the return on investment from their recruitment spending is
being measured (Fig G).
That investment will be channelled into a number of areas, but principally it will go to employee retention
schemes, followed by developing in-house recruitment websites and improving employer branding (Fig. H).
7. FACTOR CONTRIBUTE TO EFFECT EMPLOYER BRANDING
• KEEP MONITORING AND REFINING EACH ASPECTS OFBOTTOM LINE :
Lower Turnover
Lower Abseentism
Higher Productivity
Better Customer Service
• ACCURACY OF PERCEPTION ABOUT THE ORGANIZATION :
It helps to reduce perception of beach the psychological contact, on the
part of new employees.
• ORGANIZATION CULTURE : ONE OF MOST IMPORTANT FACTOR
Organization culture research provides further support for the assertion that
employer brand message can convey important pre employment information.Its
important to applicant in making a job choice. Theirbeliefs about the work culture
affect the self selection decision.
• RECRUITMENT/ ORIENTATION PROGRAMME
Recruitment phase of employer branding, organization promulgates statement
about employment in the organization, regarding career advancement, challenge
and unique opportunities.
• OTHER FACTOR :
Performance Management, Growth and Development
Pay and Benefits
Work Life Balance
Leadership Management
8. AT the ending, I can only say that Employer brand can be evaluate by two simple
parameter : what an employees know about the organization and how they feel
about it.
• WHAT AN EMPLOYEE KNOW ABOUT THE ORGANISATION:
I know where this organization is headed.
I know what our priorities and what my role and responsibilities
I am receieving a good pay scheme and traning and development opportunities.
My company get us involved in a variety of community based project.
• HOW THEY FEEL/EMOTIVE ENGAGEMENT
I like working for this company
I am proud of what the company stands for
I feel valued through the work that I do.
My Organization Leader care about me and my future.
I ma not afraid to voice my opinion’s about isues that matter to me.
CONCLUSION
Employer Branding is a relatively new approach towards recruiting and retaining the
best possible human talent within an employment environment that is becoming
increasingly competitive. Employer Branding has the potential to be a valuable concept
for both manager and scholars. Manager can use employer branding as an umbrella
under which they can channel different employee recruitment and retention activities
into a coordinated human resource strategy.Integrating Recruitment, Staffing, training
and development and career management activities under one umbrella will have a
substantially different effect than each of processes would have alone.
Thanks and Regrads
KUMAR RAHUL
9540857824
ICON CONSULTANTS
HR RECRUITER