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.
In this webinar, LinkedIn's Dina Medeiros discusses the value of employer branding and how that can help you secure top talent.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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
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
In this webinar, LinkedIn's Dina Medeiros discusses the value of employer branding and how that can help you secure top talent.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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
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
Employer branding IS the new black! I delivered this interactive session on Employer Branding at SocialHRCamp 2014 (#SHRC14) at the Achievers Canadian HQ in Liberty Village, Toronto.
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
13 Uncommon Recruitment Metrics You Can't Afford to IgnoreNexxt
Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.
It is often useful to apply the concepts of Brand Management to Human Resource
Management in order to address issues like skill shortages, improve growth and maximize profits. In
this essay, I explore the reasons behind companies opting for employer branding and try to
rationalize the importance of Employer Branding by employing concepts from established theoretical
frameworks.
Are you too asking yourself:
Why is employer branding necessary for my small organisation?
Where do you start?
How do I create a strong employer branding message?
Learn about why you should care, how to craft your message and how you can showcase your employer brand to 300million+ LinkedIn members.
Employer Branding has come a long way since the time resumes had to be hand-delivered by candidates to apply for a job. No wonder it has grown from being a luxury to a necessity for recruiters.
This presentation will address the following areas of the hiring cycle:
Get Leadership Buy-in
Determine Stakeholders and Their Roles
Define the Strategy & Investment
Develop the Employee Value Proposition
Communicate the Message - Leverage the Right Channels
Create Employee Brand Ambassadors
Measure and Assess the Brand
For more info:
www.hackerearth.com/recruit
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
Employer branding IS the new black! I delivered this interactive session on Employer Branding at SocialHRCamp 2014 (#SHRC14) at the Achievers Canadian HQ in Liberty Village, Toronto.
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
13 Uncommon Recruitment Metrics You Can't Afford to IgnoreNexxt
Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.
It is often useful to apply the concepts of Brand Management to Human Resource
Management in order to address issues like skill shortages, improve growth and maximize profits. In
this essay, I explore the reasons behind companies opting for employer branding and try to
rationalize the importance of Employer Branding by employing concepts from established theoretical
frameworks.
Are you too asking yourself:
Why is employer branding necessary for my small organisation?
Where do you start?
How do I create a strong employer branding message?
Learn about why you should care, how to craft your message and how you can showcase your employer brand to 300million+ LinkedIn members.
Employer Branding has come a long way since the time resumes had to be hand-delivered by candidates to apply for a job. No wonder it has grown from being a luxury to a necessity for recruiters.
This presentation will address the following areas of the hiring cycle:
Get Leadership Buy-in
Determine Stakeholders and Their Roles
Define the Strategy & Investment
Develop the Employee Value Proposition
Communicate the Message - Leverage the Right Channels
Create Employee Brand Ambassadors
Measure and Assess the Brand
For more info:
www.hackerearth.com/recruit
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
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.
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
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.
Unlocking Success: The Key Role of Employer Branding in Top Talent Recruitmentguptashubhangi00
his engaging and informative discussion delves into the various facets of employer branding and its profound impact on the success of recruitment strategies.
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.
How to Create a Winning Recruitment StrategyCareerBuilder
A winning recruitment strategy is the difference between companies that lead and companies that lag, and now is the perfect time to build or revitalize your recruitment strategy.
Unser Rekrutierungsprozess in der Festanstellung dauert 2-6 Wochen. Einen Freiberufler finden wir innerhalb von 24 Stunden für Sie. Eine Datenbank mit mehr als 9.500 Fach- und Führungskräften aus der Pharma- und Medizintechnikbranche ist unser Fundament, das uns auch von anderen Personalagenturen abhebt.
Find out how mobilisation is impacting companies and employees across the world in this comprehensive
market trends report for the global energy & natural resources industries.
Der Aufbau einer überzeugenden ArbeitgebermarkeMark SThree
Jedes Unternehmen ist darauf angewiesen, die fähigsten
Leute auf dem Bewerbermarkt für sich gewinnen und
dauerhaft an sich binden zu können. Besonders in Branchen,
in denen starker Wettbewerb besteht und spezielle
Fachkenntnisse nachgefragt werden, erweist sich diese
Fähigkeit von grundlegender Bedeutung. In unserem
Leitfaden zum Aufbau einer Arbeitgebermarke zeigen
wir, wie Unternehmen durch effiziente Kommunikation
der Markenwerte, -identität und -kultur die Beziehung
zu derzeitigen und potentiellen Arbeitnehmern sowie
zu externen Beteiligten stärken und eine überzeugende
Arbeitgebermarke aufbauen können.
Wie externe Mitarbeiter Ihr Unternehmen bereichern könnenMark SThree
In manchen Branchen hat sich der Einsatz externer
Mitarbeiter als ein strategischer Lösungsansatz bewährt,
der zur gesamten Geschäftsentwicklung und der Steuerung
des lang- und kurzfristigen Wachstums beiträgt. Während
einige Unternehmen externe Mitarbeitern lediglich dazu
nutzen, geplante und ungeplante Mitarbeiterengpässe
auszugleichen, schätzen andere Unternehmen deren
impulsgebende Kraft. Für wiederum andere Branchen und
Unternehmen werden externe Mitarbeiter erst jetzt zu einer
wertvollen und nützlichen Wissensquelle.
Die Zukunft der IT ist eine umfangreiche Studie, die es
Entscheidungsträgern ermöglichen soll, Einblicke in die
Veränderungen der IT-Industrie und deren zukünftige
Auswirkungen auf Unternehmen und IT-Abteilungen zu
erhalten.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
2. Introduction
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.
What is an employer brand?
An employer brand refers to the perceptions key
stakeholders, and more specifically current and potential
employees, have of your organisation. It is about how
they view the company; from how you conduct yourselves
in the market, through to what they think it would be
like to work for your organisation. An effective employer
brand presents your organisation as a good employer
and a great place to work and can, as a result, help
with recruitment, retention and generally affect market
perception of your company.
Employer branding is therefore about effectively
communicating your organisation’s values, personality
and culture to create the desired perceptions. Employer
branding affects every touch point the organisation has
with the employee, starting with the recruitment and
on-boarding process. It then extends to every aspect of
their employment including; training and development,
support networks, the development of career paths,
benefits and incentives, right through to their exit from the
organisation and beyond.
The benefits of a strong
employer brand
A clear and defined employer brand can offer significant
benefits to your organisation. It can significantly improve
application rates and put your company in the enviable
position of having a wide pool of talent to choose from.
In tight recruitment markets, where competition for the
best talent is fierce, it can also help keep the organisation
top of mind, make your company stand out in a crowded
market and provide compelling reasons to join your
company rather than going elsewhere.
In companies where values, personality and desired
behaviours have been deeply embedded across the
organisation employers are also likely to benefit from
increased engagement from employees. Greater
employee engagement and motivation has been shown
to result in greater productivity and higher retention rates
– all of which contribute to retaining skills and knowledge,
and ultimately improving your bottom line.
Increased engagement with the brand will also help
build employee loyalty reducing the risk of losing your
best people to competitors, and therefore avoiding the
financial implications of recruiting and on-boarding their
replacements.
With such significant benefits associated to creating
a compelling employer brand it comes as no surprise
that research from the EBI has shown that despite the
economic downturn and unstable recruitment market,
over a third of all businesses plan to increase their
spend on developing their employer brand in the next
12 months.
Top 5 benefits
Reduction in recruitment costs
Higher employee retention
Increase in recommendations from
employees as a great place to work
• Increased employee productivity
and motivation
• Increased commitment to
organisational goals
•
•
•
Building a compelling employer brand 2
3. Developing your employer
brand
Aligning your employer and
external brand
When developing your employer brand it is fundamental
to consider a number of questions from the outset:
Both your employer and external brand need to be
closely aligned in order to present your organisation
consistently and effectively. If there is a clear disconnect
between how you present yourself to the outside world
and how your employees view the company and what
it is actually like to work there, your brand will have a
confusing message and will fail to engage both external
and internal stakeholders. Remember your employees
can either be your organisation’s strongest brand
ambassadors, or your biggest critics.
• What are the most attractive and compelling attributes
of the organisation to both current and potential
employees?
• What roles within the company are most critical to your
success and what do you need to do to attract and
retain the best talent in these areas?
• What are the typical characteristics and attributes
of current employees and what are their future
requirements?
• What are the current perceptions of working within
the organisation? How are they affecting your current
ability to recruit top talent?
With a clear understanding of these areas you can then
define an outline of where you are now, what you would
like your employer brand to be and the steps required to
get there, all of which form the basis for your employer
brand strategy.
Typically, “ownership” of employer brands often
falls to HR, Internal Communications and Marketing
departments, but the reality is that everyone in the
organisation is responsible for your employer brand –
particularly your senior management team. Employer
brands cannot be forced onto employees; they have to
be true and accurate and reflect how your organisation
treats its employees. That means true employee
engagement only happens if the brand is embedded into
the culture of the organisation, is lived and breathed by
everyone and underpinned by a leadership team that
leads by example. If it’s clear the management team
don’t believe in the brand values, even the very best
internal communication campaigns won’t be able to instil
a change in culture throughout the company.
“1 in 3 businesses plan to increase
their spend in developing their
employer brand in the next 12 months.”
3 Building a compelling employer brand
It’s therefore crucial that all employees ‘live’ the brand,
including demonstrating the brand’s desired behaviours,
beliefs and culture. It’s key to remember this level of
employee engagement doesn’t just happen overnight
though. To successfully shape your employer brand
you need to invest in your existing employees; it’s no
use promoting a culture of innovation, ambition, and
promising career development and training to potential
employees if the reality inside the organisation is
one of bureaucracy and minimal training. The best
employer brands accentuate the positive aspects of the
organisation but are realistic and create a picture people
can relate to.
Developing your brand
throughout the employee
lifecycle
Whilst your employer brand will focus on engagement
with potential and existing employees, it’s important to
remember that most relationships between employees
and the brand can actually start even before you
commence the recruitment process and that their
relationship with the organisation will develop and
change over time.
4. A well-rounded, compelling employer brand will consider
all of the stages of the employee lifecyle:
Attracting new talent
Attracting new talent is the first stage of any recruitment
process and whilst it is widely recognised that in order
to attract applicants organisations need to promote the
strongest attributes of the organisation, what many fail
to recognise is that they may be fighting a losing battle
if the pre-existing perceptions held by employees aren’t
addressed.
Consider every encounter a job seeker may have had
with your organisation – these previous encounters will
have already created an impression of your brand and
could potentially determine whether they decide to even
apply for a role or not. It is also highly likely a potential
applicant will research your company, whether looking
at the careers section of your website or tapping into the
experiences of others on social networking sites, so it’s
crucial the information you provide, or the experiences of
others, support your core messages.
By understanding existing perceptions and the people
you are trying to attract you can also create a more
compelling case for you as an employer. For example,
focusing on more than just technical requirements in
job specifications and considering why a role would
be attractive, what your organisation can offer (culture/
worklife balance/benefits etc.) and what would make you
more appealing than other companies or opportunities
goes a long way to developing a strong employer brand.
Similarly check the careers section of your website
reflects the brand to its full potential.
Remember to treat all applicants with respect and
courtesy. Whether they are right for the role or not, they
have invested time and interest in your brand and are
potential brand advocates and their opinions should not
be disregarded.
Interviewing and on-boarding
The interview process is a prime opportunity to reinforce
your employer brand so make sure your interviewers
live and breath your brand values. An interviewer who is
negative, unprofessional or ill-prepared will not only give
the wrong impression of the organisation but could also
determine whether the interviewee chooses to accept a
job offer or not. They could also have a negative impact
on your attractiveness to other potential employees.
Once you’ve found the right person and they’ve
accepted a job offer, your attention should turn to the
on-boarding process. Ignore this crucial part of the
recruitment process and you could find yourself back
at square one very quickly. You should reinforce your
employer brand prior to the new employee’s start date
and deliver a well planned induction process to ensure
the reality of the organisation matches the brand they’ve
bought into.
Retaining your best talent
A strong employer brand isn’t just for attracting new
talent, it also provides a compelling reason for your
current employees to stay with your organisation. With
extensive knowledge and developed skill sets, existing
employees are an invaluable asset to any organisation
and it’s therefore worth investing time in building stronger
relationships with this key set of stakeholders.
Your employer brand should be reinforced regularly;
employees need to be reminded of the qualities that
first attracted them to the organisation. More importantly
though you need to deliver on the brand promises
you have made to those employees, whether through
reward and recognition, training and development or a
clearly defined career path. Brand reputation is built on
perceptions that are matched by the actual experience of
engaging with the brand.
How to strengthen your
employer proposition
Promote culture and rewards
Show what success in the organisation
looks like
• Introduce current employees
• Promote awards and accreditations such as
‘Top 100 employers’ or ‘Investors in People’
• Demonstrate a commitment to CSR
• Promote your commitment to career
development and training
•
•
Building a compelling employer brand 4
5. Leaving on a good note
There will always be a level of churn within your
organisation but just because you’re saying goodbye
to a current employee doesn’t mean your relationship
is over. With a strong connection to your brand, leavers
can remain some of your best brand ambassadors – if
their exit is dealt with well. Employees often go on to be
other stakeholders for your organisation, whether as a
customer, competitor or an industry peer. They are often
key influencers and will already have a great deal of
insight into your employer brand. With this in mind it is
important to ensure leavers feel supported until the end.
Exit interviews are often a good way to gain further
insight into your employer brand and perceptions within
the organisation, whilst demonstrating to leavers that
their views are valued. Many of the largest employers
have recognised the importance of past employees
to the development of their employer brand and have
established alumni schemes to strengthen these bonds
and to retain communication with this growing network.
Monitoring your employer
brand
An employer brand will continue to grow and develop
over time and requires ongoing attention. The best
employer brands recognise the changing needs of
their workforce and shifts in perceptions, and adapt
accordingly. Tools such as employee satisfaction surveys,
employee workshops and exit interviews can all provide
invaluable insight.
Organisations that fail to recognise the importance of
their employer brand and monitor it accordingly are likely
to find themselves at a disadvantage over the long-term.
Whilst increased spend on recruitment campaigns may
aid short-term attraction of new talent, employers may
well find themselves losing out on the best talent to firms
with stronger employer brands. Even if you manage
to attract a high level of talent the reality of how your
employer brand is reflected across the organisation will
ultimately determine the ability of the organisation to
retain this talent.
Our recruitment guides
This guide is part of Progressive’s dedication to supporting our partners and delivering market-leading recruitment
solutions.
They offer best practice advice and insight to help you make business critical decisions that will enable your company to
grow and help you manage your recruitment challenges whatever they might be.
Other guides in the series:
How contractors can add value to your business
A Progressive guide to recruitment
5 Building a compelling employer brand