Should an employment brand be focused on the heart of the competition or should it be designed to solve larger social issues?
The former makes it a marketing question, the latter makes it an HR question. My sense is that differentiation is critical in employment branding, particularly when scarcity is an issue.
Advertising is much more about attraction, through increasing brand awareness. Advertising takes time and focus. It operates on different rhythms than the direct approach. It is friendlier with a relaxed pace.
Over the past several weeks, we’ve been exploring the topic of employment branding. It’s murky territory for some. We’re lucky to have the best minds in the business on our team. The great thing about the HRExaminer is that it provides a place for a dialog between and about such mutually exclusive potions.
All efforts that are poured into an employment brand would be better utilised in building a better company culture and identity.
The inside of every company is different from its outside. The inherent paradox is that the two, while intrinsically related, bear little or no resemblance to each other. The Brand is packaging, positioning and narrative for the outside of the company.
Changing demographics create a new requirement for the development of Relationships between Employers and demographically defined pools of candidates. This process, which is an outgrowth of the emerging changes in the basic concept of management are nothing less than a redefinition of the boundaries of the organization.
In its various aspects, employment branding is a key part of the equation for long term recruiting and talent management. It is the craft of being so completely organized that you are ready with the right message for the right person when she comes along.
On a job by job basis, the Wanted Analytics data can be displayed to show where a particular job is being hired and who the day to day competitors are. With data in hand, in becomes particularly clear that the competition varies by job and location.
Employment Branding applies the same branding principles of attracting and retaining customers to attracting and retaining top employees. Employment branding is built on research that supports employee retention strategies to enhance recruitment and retention in your company.
There are no new entrants to the market who are experienced. As obvious as that is, it gets left out of the conversation all the time. People who are new apply for jobs one way. People who are experienced do it differently. People who are really happy in their work don’t do it.
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