Overview
Employer Branding is how intentionally organizations build a reputation as an EMPLOYER of CHOICE. Becoming a talent magnet, attracting external talent who want to be associated with this brand.
As companies focus to build this reputation in the given markets they operate in, Companies share their 'value proposition' bringing a closer picture of who they are? What their sense of purpose is? What the culture of the organization is? What they value the most.
In parallel, employer branding is an effective tool for organizations to build their employee engagement. Employee engagement is the passion and excitement of being associated with a brand and accordingly an organization. Employee engagement drives passion for the job, commitment to the organization and the desire to go the extra mile in the work being performed. Employee engagement is the broader sense of belonging, different from employee satisfaction, which is driven on an individual basis by the job, manager, team… etc.
Employee engagement is directly linked to productivity, commitment to deliver discretionary effort, which is accordingly linked to the bottom line of organizations. Organizations with engaged employees, outperform organizations with less engaged employees by 200%.
The most recent PwC CEO Survey has shown what keeps CEOs awake is their concern that they will not be able to find the people who will help them achieve their growth aspirations. When organizations work intentionally to pro-actively build this reputation, this reduces the pain of having to search for the right talent, when needs arise.
Given the recent COVID-19 pandemic and its impact on global economies, businesses will need to be profoundly vested in their brand. The impact of this is not only going to impact the way we work moving forward, it has already started to shift people’s acceptance of being remote and working on project basis, adding more opportunities for the GIG economy and increasing even more the war for talent.
Our Employer Branding Model
A model built on multiple pillars with both an external and internal focus… the main pillars being…
Tell your story!
Re-think your Career site, in terms of content and location; build a social media plan
Show case your value proposition and make it audience relevant …. Are you addressing millennials? Those with a rare skill set? Are you focused on attracting a specific style of thinking?
Build engagement.
Share the special DNA of your company with candidates
Leverage your employees and Leaders as brand ambassadors.
Communicate your value proposition and how each and every role in your buisness plays a part in shaping it
Pro-active talent pipelining…
Be ready sooner rather than later with clear numbers and types of roles needed to achieve your business plans
Build simple and attractive job postings
Use the opportunity of posting the job profiles to explain your company work style, values and culture.
Empower your employees to help you tell the story.
Build simple, actionable onboarding plans that set new joiners up for success.
If you promote a value proposition such as ‘we enable your growth and career’ … make sure you live by it. You can use your employee stories, who are living this brand, as a true testament!