On the way home 24 hours of flying I reflected as I always do at this time of the year to think about the year ahead.
The benefits of Employer Branding are obvious for candidates. They get a look inside your company, see your people in action, and get an overall feel for the work environment.
While the benefits to candidates may be obvious, the impact of Employer Branding on the business is not as clear. Here are the top 5 recurring themes. Time To Fill The stories told by your employees are the highest impact on candidates.
This is no different for Talent Acquisition. Most companies start a search by sourcing new candidates, and emailing them to gauge their interest. That is the power of inbound interest.
Those focused on Employer Branding should build a talent pipeline. There are two keys to building a talent pipeline: Once that is done, recruiters must pay attention to what is being said on social channels and through direct contact.
Avoid one-way communication that is all about jobs, listen to your audience, and engage them. That is a strong recipe for building a talent pipeline.
If all you are focused on is CPH, then this is probably true. However, most organizations are able to look at CPH as just one criteria in measuring the effectiveness of your recruiting efforts.
CPH is relevant because the vast majority of Talent Acquisition departments have a specific headcount they need to hire, and a finite budget with which to do it.
Thus, they need to fit within a specific CPH to hit their goals. I recently spent time with a recruiting executive for a public internet company that is hiring hundreds of salespeople this year.
The key is that this executive understood that Employer Branding can have a big impact on hitting their numbers. The primary source of their hires is referrals. They do a great job of letting their employees speak out and sell the company.
That serves as a force of attraction for candidates to the organization. Beyond referrals, the company is leveraging multiple online channels to tell the story of their team.
Those efforts make it easier to identify talent, and that makes it less expensive to hire. Company Culture A successful Employer Brand revolves around two groups of people, your employees and candidates. A company can produce all the spiffy web pages and slick commercials they want, but that does not guarantee success.
Being transparent with your culture lets candidates know what to expect. People respond to people, and that is why employee and candidate engagement builds a tremendous Employer Brand. In a recent conversation with a recruiting executive at Dolby Labshe stressed the importance of listening to what candidates had to say.
I thought this was astute and profound. Much of the communication model in recruiting is one-way from company to candidate. If a company is listening to candidates before they become employees, it sets the stage for a communication model that will drive an open and transparent company culture.
The other key is that being transparent about your culture makes the on-boarding process smoother. People know what to expect before they ever step foot in the door.
And when I say transparent, it means show more of the actual workspace. You can do this through pictures, videos, and hosting events. Too many times companies settle for uploading pics from the latest party, trade show, or company trip.
Candidates appreciate seeing people at work.* To study the extent to which this process of Employer Branding helps the organizations to improve Employee Performance and what impact it has on other areas like Employee Loyalty and Employee Retention.
* To study Employee’s Brand Based Equity and its impact on Employee Performance. Impact of Employer Branding on Employee Attraction and Retention Evans Sokro Central University College Department of Human Resource Management, Central Business School, P. O. Box , Tema, Ghana, West Africa employer branding.
The Impact of Employer Branding on Employee Retention and Attraction. An employer brand affects what new employees expect from an organization.
To the degree that an employer brand is correct, the expectations of a new employee is likely . Employer branding affords a strategic framework incorporating both marketing and human resource management that enables an organization to attract, retain, and motivate high-performing employees.
Robust employer branding enhances employee engagement and satisfaction, and as a result, improves production efficiency because the employer brand creates an excellent employee experience value for . KHALID and TARIQ: Impact of Employer Brand on Recruitment Process making a brand message of a company by using marketing principles to know about the .
employer brand is used both to attractpotential employees and to ensure that currentemployees are committed to the organization. Employer brand is about deciding what kind of employer a .