The document discusses employer branding and the relevance of social identity theory. It provides an overview of a study conducted through interviews with HR professionals to identify characteristics of successful and unsuccessful employer brands. Successful brands were found to be noticeable, relevant, and differentiated from competitors. Additionally, they fulfill psychological contracts with employees and allow unintended appropriation of brand values. Metrics like acceptance rates, tenure, and engagement can indicate brand attractiveness. The document also summarizes a separate study that examined how employer attractiveness and social media use relate to corporate reputation and job application intentions. It was found that innovation, psychological, and application values positively related to reputation. Social media positively related to reputation and intentions to apply. The implications are that non-monetary
Corporate Communication Strategy for Staff RetrenchmentRoman Karki
This slide contains three major topics:
Corporate communication strategy for staff retrenchment
The difference in ways HR lead and PR communicate
Tools and techniques used by PR to convey the messages
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.
Corporate Communication Strategy for Staff RetrenchmentRoman Karki
This slide contains three major topics:
Corporate communication strategy for staff retrenchment
The difference in ways HR lead and PR communicate
Tools and techniques used by PR to convey the messages
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.
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
EHRM: Entrepreneurial Human Resources Management | by Ernst & Young, People A...ArabNet ME
The SMEs of today are the future organizations of tomorrow who will set the leading practice in the market. YOU, as SMEs and Entrepreneurs, will shape the future organization and the HR of tomorrow.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This assignment look at the role of HR within Tescos supermarkets and further looks at how this role could be improved to better-meet the organisations objectives.
When we think about ‘outsourcing’ we think about losing jobs, losing control of our internal protocols, or increasing costs in exchange for solving problems we cannot solve. The reality is that RPO partners provide valuable subject-matter-expertise that helps keep your organization at the cutting edge of how the sands of the workforce are shifting.
In this 30-presentation, Zach Chertok, principal industry analyst for the human capital management practice at Aberdeen, and Lamees Abourahma, President of the Recruitment Process Outsourcing Association talk more in depth about the benefits of working with an RPO partner as an extension of your internal talent acquisition efforts. You will hear about the key trends and findings we are seeing as we determine and analyze the practices that Best-in-Class companies are using to achieve their results.
This presentation was a part of my MBA capstone project. The project was a comprehensive marketing plan for the M.J. Bowen Real Estate Development Program at Central Michigan University. The goal of the marketing plan was to assist the program in becoming a destination program for high school students.
Employer Brand Dimensions: Connecting Employees to Employer BrandsN. Robert Johnson, APR
Strong employer brands connect with employees, by design. But how do you measure whether your employees are truly connected to your employer brand? Employer Brand Dimensions.
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
EHRM: Entrepreneurial Human Resources Management | by Ernst & Young, People A...ArabNet ME
The SMEs of today are the future organizations of tomorrow who will set the leading practice in the market. YOU, as SMEs and Entrepreneurs, will shape the future organization and the HR of tomorrow.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This assignment look at the role of HR within Tescos supermarkets and further looks at how this role could be improved to better-meet the organisations objectives.
When we think about ‘outsourcing’ we think about losing jobs, losing control of our internal protocols, or increasing costs in exchange for solving problems we cannot solve. The reality is that RPO partners provide valuable subject-matter-expertise that helps keep your organization at the cutting edge of how the sands of the workforce are shifting.
In this 30-presentation, Zach Chertok, principal industry analyst for the human capital management practice at Aberdeen, and Lamees Abourahma, President of the Recruitment Process Outsourcing Association talk more in depth about the benefits of working with an RPO partner as an extension of your internal talent acquisition efforts. You will hear about the key trends and findings we are seeing as we determine and analyze the practices that Best-in-Class companies are using to achieve their results.
This presentation was a part of my MBA capstone project. The project was a comprehensive marketing plan for the M.J. Bowen Real Estate Development Program at Central Michigan University. The goal of the marketing plan was to assist the program in becoming a destination program for high school students.
Employer Brand Dimensions: Connecting Employees to Employer BrandsN. Robert Johnson, APR
Strong employer brands connect with employees, by design. But how do you measure whether your employees are truly connected to your employer brand? Employer Brand Dimensions.
Employer Branding Workshop, building Talent RelationshipsAlexander Crépin
Employer Branding workshop
HR, Human Relations & Human Results Management is the fundament for successful employer branding, becoming an employer of choice.
Get a glimpse into the dreary world of disengagement, and learn what you can do to prevent it by elevating your employer brand and celebrating your Employee Success™.
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.
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.
Selecting Candidates for Engagement and RetentionMonster
This PowerPoint deck will examine real ways to measure quality of hire and impact the value of talent on an organization.
Learn how to:
* Dispel myths on subjective recruitment measures
* Assess candidates for traits and competencies that are true identifiers of engaged employees within your organization
* Identify candidate’s fit within the organizational culture
* Provide best practices and low-cost tips to engage early and often.
* Discuss the generational differences in workplace concerns and about national trends in employee engagement.
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
This presentation was shared by Vanessa Theoharis and Julie Ried at the American Marketing Association Higher Education Symposium in November 2022.
The market has gone through a whirlwind of a year, as individuals contemplate the next stages of their career journeys, whether within the organization or elsewhere. As higher education leaders, you have the opportunity to create a workplace environment that will attract top talent, engage your team and motivate individuals to stay.
Bringing best practices from across the field, this presentation includes strategies around employee recruitment, retention, and engagement, specifically for marketing and communications teams.
What do you want from this session?
- first timers to employee research?
- some involvement – want to move forward?
- experienced: looking for new ideas?
Let’s look at how to jump the pitfalls
And join the stars
When Employer Branding gradually receives more attention from leaders, many businesses have been making efforts to utilize modern Marketing tools and approach new communications trends with an aim to effectively approach target talents.
How's about Word-of-Mouth Marketing? Talent Brand Vietnam had a great discussion with Mr. Robert Tran about the essential values of this tool applying to Vietnam labor market.
When #EmployerBranding gradually receives more attention from leaders, many businesses have been making efforts to utilize modern Marketing tools and approach new communications trends with an aim to effectively approach target talents.
How's about Word-of-Mouth Marketing? Talent Brand Vietnam had a great discussion with Mr. Robert Tran about the essential values of this tool applying to Vietnam labor market.
DIY Employer Brand: 4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy. (Global Recruiting Trends 2016, LinkedIn)
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this upcoming event at LinkedIn Hong Kong, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch.
You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
You will also get an overview of Next Generation LinkedIn Career Pages – a platform tailored to allow employees to voice their opinions on their respective organisations, better than ever.
Date: Tuesday, November 1, 2016 (English)
Time: 5:00pm - 6:00pm (check in starts at 4:30pm)
Address: 38/F, Hysan Place, 500 Hennessy Road, Causeway Bay, Hong Kong
Webinar presentation about five emerging trends in employee engagement and internal communications. For more information, please visit http://www.mslworldwide.com
Community Teaching Work Plan ProposalPlanning and TopicDirLynellBull52
Community Teaching Work Plan Proposal
Planning and Topic
Directions: Develop an educational series proposal for your community using one of the following four topics:
Bioterrorism/Disaster
Environmental Issues
Primary Prevention/Health Promotion
Secondary Prevention/Screenings for a Vulnerable Population
Planning Before Teaching:
Name and Credentials of Teacher:
Estimated Time Teaching Will Last:
Location of Teaching:
Supplies, Material, Equipment Needed:
Estimated Cost:
Community and Target Aggregate:
Topic:
Identification of Focus for Community Teaching (Topic Selection):
Epidemiological Rationale for Topic (Statistics Related to Topic):
Teaching Plan Criteria
Your teaching plan will be graded based on its effectiveness and relevance to the population selected. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
Nursing Diagnosis:
Readiness for Learning: Identify the factors that would indicate the readiness to learn for the target aggregate. Include emotional and experiential readiness to learn.
Learning Theory to Be Utilized: Explain how the theory will be applied.
Goal: Healthy People 2020 (HP2020) objective(s) utilized as the goal for the teaching. Include the appropriate objective number and rationale for using the selected HP2020 objective (use at least one objective from one of the 24 focus areas). If an HP2020 objective does not support your teaching, explain how your teaching applies to one of the two overarching HP2020 goals.
How Does This HP2020 Objective Relate to Alma Ata’s Health for All Global Initiatives
Develop Behavioral Objectives (Including Domains), Content, and Strategies/Methods:
Behavioral Objective
and Domain
Example – Third-grade students will name one healthy food choice in each of the five food groups by the end of the presentation. (Cognitive Domain)
Content
(be specific)
Example – The Food Pyramid has five food groups which are….
Healthy foods from each group are….
Unhealthy foods containing a lot of sugar or fat are….
Strategies/Methods
(label and describe)
Example – Interactive poster presentation of the Food Pyramid. After an explanation of the poster and each food category, allow students to place pictures of foods on the correct spot on the pyramid. Also, have the class analyze what a child had for lunch by putting names of foods on the poster and discussing what food group still needs to be eaten throughout day.
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1.
1.
2.
2.
2.
3.
3.
3.
4.
4.
4.
Creativity: How was creativity applied in the teaching methods/strategies?
Planned Evaluation of Objectives (Outcome Evaluation): Describe what you will measure for each objective and how.
Planned Evaluation of Goal: Describe how and when you could evaluate the overall effectiveness of your teaching plan.
Planned Evaluation of Lesson and Teacher (Process Evaluation):
Barriers: ...
Videos are more engaging, more memorable, and more popular than any other type of content out there. That’s why it’s estimated that 82% of consumer traffic will come from videos by 2025.
And with videos evolving from landscape to portrait and experts promoting shorter clips, one thing remains constant – our brains LOVE videos.
So is there science behind what makes people absolutely irresistible on camera?
The answer: definitely yes.
In this jam-packed session with Stephanie Garcia, you’ll get your hands on a steal-worthy guide that uncovers the art and science to being irresistible on camera. From body language to words that convert, she’ll show you how to captivate on command so that viewers are excited and ready to take action.
How to Run Landing Page Tests On and Off Paid Social PlatformsVWO
Join us for an exclusive webinar featuring Mariate, Alexandra and Nima where we will unveil a comprehensive blueprint for crafting a successful paid media strategy focused on landing page testing.With escalating costs in paid advertising, understanding how to maximize each visitor’s experience is crucial for retention and conversion.
This session will dive into the methodologies for executing and analyzing landing page tests within paid social channels, offering a blend of theoretical knowledge and practical insights.
The Pearmill team will guide you through the nuances of setting up and managing landing page experiments on paid social platforms. You will learn about the critical rules to follow, the structure of effective tests, optimal conversion duration and budget allocation.
The session will also cover data analysis techniques and criteria for graduating landing pages.
In the second part of the webinar, Pearmill will explore the use of A/B testing platforms. Discover common pitfalls to avoid in A/B testing and gain insights into analyzing A/B tests results effectively.
Financial curveballs sent many American families reeling in 2023. Household budgets were squeezed by rising interest rates, surging prices on everyday goods, and a stagnating housing market. Consumers were feeling strapped. That sentiment, however, appears to be waning. The question is, to what extent?
To take the pulse of consumers’ feelings about their financial well-being ahead of a highly anticipated election, ThinkNow conducted a nationally representative quantitative survey. The survey highlights consumers’ hopes and anxieties as we move into 2024. Let's unpack the key findings to gain insights about where we stand.
When most people in the industry talk about online or digital reputation management, what they're really saying is Google search and PPC. And it's usually reactive, left dealing with the aftermath of negative information published somewhere online. That's outdated. It leaves executives, organizations and other high-profile individuals at a high risk of a digital reputation attack that spans channels and tactics. But the tools needed to safeguard against an attack are more cybersecurity-oriented than most marketing and communications professionals can manage. Business leaders Leaders grasp the importance; 83% of executives place reputation in their top five areas of risk, yet only 23% are confident in their ability to address it. To succeed in 2024 and beyond, you need to turn online reputation on its axis and think like an attacker.\
Key Takeaways:
- New framework for examining and safeguarding an online reputation
- Tools and techniques to keep you a step ahead
- Practical examples that demonstrate when to act, how to act and how to recover
A.I. (artificial intelligence) platforms are popping up all the time, and many of them can and should be used to help grow your brand, increase your sales and decrease your marketing costs.In this presentation:We will review some of the best AI platforms that are available for you to use.We will interact with some of the platforms in real-time, so attendees can see how they work.We will also look at some current brands that are using AI to help them create marketing messages, saving them time and money in the process. Lastly, we will discuss the pros and cons of using AI in marketing & branding and have a lively conversation that includes comments from the audience.
Key Takeaways:
Attendees will learn about LLM platforms, like ChatGPT, and how they work, with preset examples and real time interactions with the platform. Attendees will learn about other AI platforms that are creating graphic design elements at the push of a button...pre-set examples and real-time interactions.Attendees will discuss the pros & cons of AI in marketing + branding and share their perspectives with one another. Attendees will learn about the cost savings and the time savings associated with using AI, should they choose to.
Most small businesses struggle to see marketing results. In this session, we will eliminate any confusion about what to do next, solving your marketing problems so your business can thrive. You’ll learn how to create a foundational marketing OS (operating system) based on neuroscience and backed by real-world results. You’ll be taught how to develop deep customer connections, and how to have your CRM dynamically segment and sell at any stage in the customer’s journey. By the end of the session, you’ll remove confusion and chaos and replace it with clarity and confidence for long-term marketing success.
Key Takeaways:
• Uncover the power of a foundational marketing system that dynamically communicates with prospects and customers on autopilot.
• Harness neuroscience and Tribal Alignment to transform your communication strategies, turning potential clients into fans and those fans into loyal customers.
• Discover the art of automated segmentation, pinpointing your most lucrative customers and identifying the optimal moments for successful conversions.
• Streamline your business with a content production plan that eliminates guesswork, wasted time, and money.
Top 3 Ways to Align Sales and Marketing Teams for Rapid GrowthDemandbase
In this session, Demandbase’s Stephanie Quinn, Sr. Director of Integrated and Digital Marketing, Devin Rosenberg, Director of Sales, and Kevin Rooney, Senior Director of Sales Development will share how sales and marketing shapes their day-to-day and what key areas are needed for true alignment.
Come learn how YOU can Animate and Illuminate the World with Generative AI's Explosive Power. Come sit in the driver's seat and learn to harness this great technology.
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
The What, Why & How of 3D and AR in Digital CommercePushON Ltd
Vladimir Mulhem has over 20 years of experience in commercialising cutting edge creative technology across construction, marketing and retail.
Previously the founder and Tech and Innovation Director of Creative Content Works working with the likes of Next, John Lewis and JD Sport, he now helps retailers, brands and agencies solve challenges of applying the emerging technologies 3D, AR, VR and Gen AI to real-world problems.
In this webinar, Vladimir will be covering the following topics:
Applications of 3D and AR in Digital Commerce,
Benefits of 3D and AR,
Tools to create, manage and publish 3D and AR in Digital Commerce.
In this presentation, Danny Leibrandt explains the impact of AI on SEO and what Google has been doing about it. Learn how to take your SEO game to the next level and win over Google with his new strategy anyone can use. Get actionable steps to rank your name, your business, and your clients on Google - the right way.
Key Takeaways:
1. Real content is king
2. Find ways to show EEAT
3. Repurpose across all platforms
Everyone knows the power of stories, but when asked to come up with them, we struggle. Either we second guess ourselves as to the story's relevance, or we just come up blank and can't think of any. Unlocking Everyday Narratives: The Power of Storytelling in Marketing will teach you how to recognize stories in the moment and to recall forgotten moments that your audience needs to hear.
Key Takeaways:
Understand Why Personal Stories Connect Better
How To Remember Forgotten Stories
How To Use Customer Experiences As Stories For Your Brand
5. Methodology
Asked whether terms “successful”
and “unsuccessful” applied to
branding
Asked to characterize successful
and unsuccessful brands
Name firms with successful and
unsuccessful brands
Clarify and further explore their
characterization
Area Of Expertise Position Company
Employer Branding
Director
Consultancy
Head – Branding Team
Internal/ External
Employee
Communications
Director
Manager Internal
Communication
Employee
Communication
Consultancy
Employee Attraction/
Retention
Director and COO
Director HR, Asia Pacific
Head of Practice
Improvement
HR Consultancy
Fortune 500 Firm
Data collection and analysis
Expert industry panel –
17 semi-structured interviews in 6
months – 13 industry participants
Diversity of experience across
companies, industries and
countries
6. Verbatim transcripts of interview
and field notes were coded
countries
Common themes were identified – closely
related themes were merged
Final check to find that interpretations were
resonant with data captured
Constructs were compared for establishing
relationships
Themes grouped to form constructs
Methodology
7. Characteristics Consistent with
consumer and Corporate Branding
Being known and noticeable
even if you have a brand, how do people understand the brand?
Does the recruitment team deliver the brand on the outside?
the supermarket Aisle example
Being seen as relevant
company knows what its employees value, carry and
communicate it effectively
bad brand is when it doesn’t translate into potential hire’s
perspective
Being differentiated from direct competitors
are you saying the Unique things?
you need to look at emotional reasons why you are different
bad brands are soulless; they tell nothing about identity or
character of organization
8. Additional characteristics
Fulfilling a psychological contract
a good employer makes you want to work, and gives you an accurate
idea of what it is about.
brand is an on-going promise – your HR and line must be on the same
page.
Employees have many interactions with firms’ values, culture and
policies
Unintended appropriation of brand values
employees cannot distinguish an employing firm prior to employment
like it can experience a McD or Pizza Hut
An employee thinks like a consumer before joining. They like the
honeymoon period of 3 months - the logo attracts them to work
Later , only the work matters – the people, processes and the thought
matters
9. Type of Metric Indicator for Successful /
Unsuccessful Brands
Externally focused metric
% of job offers
accepted
Higher than industry average
= attractive brandApplicants /
Role
Internally Focused Metric
Average Length
of Tenure
Higher than industry average =
attractive
Average Staff
turnover
Lower than industry average =
contract fulfilled
Level of staff
engagement
Higher than industry average =
contract fulfilled
10. Alignment of HR and Marketing
Employee behavior and customer
satisfaction are aligned
Employer brand impacts expectations and
experiences at every stage of employee life
cycle- even after separation
Employment experience as a product
Firms culture, policy are core product.
HR acts as the exchange between product
manager and the developer
Change management, manages the
intangible and emotive aspects of
experience
11. Strategic considerations
1. Communication
Breakdown
- Employee not attracted
- Contract fulfilled
4. Sustained success
- Employee attracted
- Contract fulfilled
3. Long term
disconnect
- Employee not attracted
- Contract unfilled
2. Strategy
Mismatch
- Employee attracted
- Contract unfulfilled
Strategy
12. Employer Branding: Employer attractiveness and the
use of social media
A study aimed to investigate the factors employers should focus
on in their employer branding
Tested EmpAt and analyzed relationships between dimensions of
the scale and use of social media in relation to corporate
reputation and intentions to apply for a job
In order to improve the reputation and increase attractiveness,
employers need to strengthen the company’s name as a brand,
and this is labelled as employer branding
13.
14.
15. EmpAT
Interest Value which
encompasses innovation and
interest in product/services
Social value which refers to the
work environment and relations
to other employees
Economic value which relates to
economic benefits
Development value which points
to the possibility for future
opportunities
Application Value which
encompasses the possibility
to use what has been learnt
already
Developed by Berthon (2005) and derived from Ambler and Barrow’s
dimensions for psychological, functional and economic benefits, it
consists of 25 items across 5 dimensions
16. Social media has opened a new
way for organizations to attract
talent
Advertisement of job vacancies has
become common
Internet has also enabled employers to find
passive job seekers along with active ones
This helps organizations to find and
evaluate candidates at lower costs
Social Media
17. Hypothesis used
H1: Potential employees’
perception of the five dimensions
of employer attractiveness has a
positive relation with their
perception of a good corporate
reputation
H2 : Potential employees’
perception of employers’ use of
social media has a positive
relation with a good corporate
reputation
H3 : High corporate reputation
has a positive relation with the
potential employees’ intention to
apply for a job
H4 : Potential employees’
perception of employers’ use of
social media positively
moderates the relationship
between corporate reputation
and potential employees’
intention to apply for a job
18. 1. Participants: Norwegian
engineering students
2. Three firms students had to
choose from were Statoil, Aker
Solutions and Kongsberg
3. Link for a web based survey
was made available
4. Respondents were asked to
state how familiar they were
with the firms and answer only
the questions related to the
firms they had knowledge about
5. 184 engineering students
responded with a total of 366
answers
19. 1. Employer attractiveness: Measured
using 25 indicators of EmpAt on a 7
point Likert scale
2. Corporate reputation: Measured using
a scale developed by Turban (1998)
consisting of 4 indicators such as ‘I
have heard good things about the firm’
and were measured on a 5 point scale
3. Intentions to apply for a job: Was
measured using a scale developed by
Highhouse (2003). 5 items such as ‘I
would accept a job from this company’
on a 5 point scale
4. Social Media: Measured using a scale
developed by Collins and Stevens
(2002).4 indicators such as ‘I have
seen advertising of jobs on social
media by this organization’ on a 5 point
scale
20. Results
• There was a significant positive relations between innovation
value and corporate reputation, psychological value and
corporate reputation, application value and corporate
reputation
• No relation was found between social dimension or economic
dimension and corporate reputation. Therefore, H1 partly
confirmed
• No interaction effect was found of social media between
reputation and intentions to apply. Therefore, H4 is not
supported
• Social media linked positively to reputation and there was also
positive relation between reputation and intentions to apply,
supporting H2 and H3
• There was a significant relation between psychological value
and intention to apply
21. Implications
• Findings show how monetary questions are less important in
attracting and retaining employee compared to non-monetary
factors
• Potential employees, who feel they are going to feel better
about themselves and feel more self confident if they work in a
specific organizations, are also more likely to think about
applying to those organizations
• Use of social media in employer branding can be helpful in
building good reputation
• Corporate reputation has a significant effect on the intention of
someone to apply
22. Social Media: Harnessing the power of word of
mouth for employer branding
Today, word of mouth, both externally and internally, can spread
stories faster and wider through social media. The results can be
both positive and negative for the reputations
55% of employees do not see the business benefit in using the
social media
Only 15% of employees think that personal and work accounts
should be the same
Only 15.6% of employees know how to represent their employer’s
brand on social media platforms
23. 1. Organizations need to realize how
different portions of workforce use
different social media channels in
different ways
2. It’s crucial that organizations
create an effective social media
strategy from which they can
formulate policy
3. That way, everyone will be more
aware about what they are
publishing via social media
4. Companies need to remember the
power of getting internal
stakeholders to advocate their
brand via word of mouth
24. We have looked at how social
should an organization’s social
media channel be and who
should an organization be
engaging with and how
Social media represents a
golden opportunity to engage
employees and create brand
ambassadors. Social media is
about sharing and
recommendations. 65.1% of
employee have no involvement
with their organizations on social
media
Using social media,
organizations can shape and
determine their employer
branding to create one unified
voice for all internal and external
communication
In spite of a lot of buzz around
hiring via social media, very few
organizations seemed to be
really doing so and truly
harnessing these channels for
recruitment. This needs to be
changed