We only recruit from Harvard. Only Cambridge or Oxford for us.
This kind of reputational building recruitment is one of the important factors of Employer Branding. Working for a reputable company, with a good pedigree means that you will get a top reference, you will be connected to noteworthy people. You have your foot firmly on the first rung of the ladder to a top Fortune 500 company management position. Or did that used to be the case?
These days there are awards for “The best place to work” and “The happiest employees”. This is the new employer branding.
Employer branding now outweighs applicant ideals. An employer brand is an organisation’s reputation among employees. Employer branding is how you market a company to job searchers. Encouraging great talent requires employer branding that may also help retain top talent. Good employer branding involves understanding employee needs. What are they looking for in a job? What do they want today, and in 6 months time? . A Gallup survey shows millennial employees want advancement, regardless of age, gender, or experience, workers desire to improve their abilities.
Supposedly you’ve done an incredible job developing a strong brand around your goods or services. Yet, this alone will not compel someone to join or stay with your business. Whenever it relates to conveying your company’s leadership, beliefs, and culture, you must follow the same branding approach. If a job seeker asks an employee what it is like working at “the place where you work”, the person isn’t going to respond, “We’ve got some fantastic products.”
They are going to talk about the canteen, the break room, the atmosphere, the opportunities for advancement, the dress code, and everything else except the products. To establish a successful employer brand, you must convey an engaging experience to the people working with you. Each touchpoint creates an impression on applicants and workers, which defines your employer brand and your ability to recruit and retain exceptional talent. Each of those interactions, if not managed properly, may become a turnoff, losing you prospects and staff. For instance, Innocent, an organisation established in the United Kingdom that specialises in smoothies and juice, stresses on their LinkedIn profile what Innocent does for its people. It features postings on the company’s diversity and inclusion efforts, its learning and development initiatives, employee testimonials, and its work culture.
In a time where job seekers place a high value on an organisation’s employer reputation, improving employee engagement and confidence in you as an employer may transform your existing workers into the greatest possible advocates for your employer brand and help you reach excellent employer branding.
Be the company that people want to work for, and you will be the brand that people want to buy into.