This document provides an overview of employer branding and how to develop an effective employer brand. It defines employer branding as communicating activities to position an organization as a desirable employer. Developing an authentic employer brand can attract top talent, improve employee engagement, and strengthen retention. The document recommends forming a cross-functional team, researching the current brand, engaging employees, choosing a positioning, testing and launching the brand, and continuously managing it over time. The goal is to build a brand that authentically reflects the employee experience and differentiates the organization from its competitors.
This document discusses employer branding and provides guidance on building an effective employer brand. It defines employer value proposition as the complete package that attracts potential employees to a company. An employer brand is made up of culture, employee opinions, candidate opinions, and corporate brand. Building an authentic employer brand requires defining the value proposition, understanding brand challenges and benefits, and engaging employees. The document outlines steps to measure, enhance, and promote an employer brand.
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.
This document provides information about the Employer Branding Summit in Italy, which will discuss attracting and retaining talent. The summit will share the latest developments in employer branding worldwide and implications for European leaders. Attendees will learn practical strategies for developing an employer brand from concept to competitive advantage. They will also learn how employer branding impacts employee engagement, customer sales, and corporate performance. Past attendees have included CEOs, HR directors, and representatives from global brands. Testimonials praise the focus on sharing experiences over consultancy promotions.
The document describes the values, culture, and benefits of working at a recruitment company called Amida. Amida aims to create a fun, positive work environment for its employees and values expertise, positivity, innovation, efficiency and accountability. It offers competitive benefits like commission-based pay, career progression opportunities, training programs, and a globally shared candidate database. The leadership team has extensive recruitment experience and Amida emphasizes building a sustainable, ethical business.
The document summarizes how Southwest Airlines uses employee branding as a strategic tool to gain a competitive advantage. It analyzes how Southwest clearly communicates its mission and values to employees, which focus on high customer service. Employees internalize the desired brand image of providing "positively outrageous service" with the "Southwest Spirit". Through consistent messaging reflecting this image, Southwest motivates employees to project this brand to customers, thereby positioning the airline as reliable, friendly, and low-cost in customers' minds. This strategic use of employee branding has contributed greatly to Southwest's success.
This document discusses employer branding and provides guidance on building an effective employer brand. It defines employer value proposition as the complete package that attracts potential employees to a company. An employer brand is made up of culture, employee opinions, candidate opinions, and corporate brand. Building an authentic employer brand requires defining the value proposition, understanding brand challenges and benefits, and engaging employees. The document outlines steps to measure, enhance, and promote an employer brand.
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.
This document provides information about the Employer Branding Summit in Italy, which will discuss attracting and retaining talent. The summit will share the latest developments in employer branding worldwide and implications for European leaders. Attendees will learn practical strategies for developing an employer brand from concept to competitive advantage. They will also learn how employer branding impacts employee engagement, customer sales, and corporate performance. Past attendees have included CEOs, HR directors, and representatives from global brands. Testimonials praise the focus on sharing experiences over consultancy promotions.
The document describes the values, culture, and benefits of working at a recruitment company called Amida. Amida aims to create a fun, positive work environment for its employees and values expertise, positivity, innovation, efficiency and accountability. It offers competitive benefits like commission-based pay, career progression opportunities, training programs, and a globally shared candidate database. The leadership team has extensive recruitment experience and Amida emphasizes building a sustainable, ethical business.
The document summarizes how Southwest Airlines uses employee branding as a strategic tool to gain a competitive advantage. It analyzes how Southwest clearly communicates its mission and values to employees, which focus on high customer service. Employees internalize the desired brand image of providing "positively outrageous service" with the "Southwest Spirit". Through consistent messaging reflecting this image, Southwest motivates employees to project this brand to customers, thereby positioning the airline as reliable, friendly, and low-cost in customers' minds. This strategic use of employee branding has contributed greatly to Southwest's success.
Salesforce.com focuses on employer branding through interactive experiences that allow customers and potential employees to engage with the company culture. They emphasize building their brand through online communities and social networks rather than traditional products, and measure their success through web analytics and participation in online conversations about the company.
This document discusses employer branding research methodology. It outlines several frameworks for researching employer branding, including instrumental and symbolic dimensions. It also presents examples of research matrices that can be used to understand an organization's profile and stakeholder differences, as well as levels of attractiveness and internal/external brand matching. The goal of employer branding research is to improve talent attraction, reputation, employee engagement, retention, and reduce employee turnover.
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.
This document discusses employer branding and introducing Microsoft Jobsblog as a way to engage candidates and tell the company's story. It notes that employer branding is about telling the story of a company as an employer and its importance in attracting candidates and reducing costs. It then introduces Microsoft Jobsblog as a modern way to engage candidates with company stories and shares statistics on the benefits of content marketing and blogging. It asks employees to share their personal stories to contribute content and notes the benefits of becoming an editorial contributor.
Employer Branding Presentation to Viola Portfolio Companies December 2015Pamela Becker
If you are a tech company competing for top talent, this is a how-to guide to help brand your company as an appealing employer to the talents you want and need.
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 involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on what the organization stands for, differentiation from competitors, communicating benefits to employees, ensuring continuity during changes, and consistency between words and actions. Research, defining brand attributes, implementing communications, and measuring results are key steps in a typical employer branding project. Benefits of employer branding include increased productivity, retention, and attractiveness as an employer.
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
The document discusses employer branding and provides tips for building a successful employer brand. It defines employer brand as the market perception of an organization as a great place to work. It stresses that employer branding should have clear goals and strategies aligned with business goals. It also provides examples of communication channels employers can use to engage candidates and current employees, such as careers websites, social media, recognition programs, and employee storytelling.
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on the organization's purpose, differentiation from competitors, communicating benefits to employees, continuity over time, and consistency between words and actions. Research, internal communication, recruitment, leadership and workplace environment all contribute to building and maintaining a strong employer brand. The process typically involves discovery, analysis, implementation, communication and ongoing measurement and optimization. Benefits of employer branding include increased productivity, retention, engagement and attractiveness as an employer.
FitFlop Case Study: Building an Employer Brand – it’s easy, isn’t it? TALiNT Partners
The document discusses building an employer brand and provides tips for companies. It defines an employer brand as how others perceive a company based on experiences with current and former employees. The author recommends that companies grow and attract talent by having a consistent strategy that leverages employees on careers websites, LinkedIn, and Glassdoor. Companies should also track their progress to see if their employer branding efforts are working and helping the company grow.
What is the employer brand?
Employer branding is the process of managing and influencing your reputation as an employer among job applicants, employees, and key stakeholders. It covers everything you do to position your organization as the employer of choice.
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
This document provides guidance on when and how startups should establish an HR department. It suggests that HR becomes more important as a company grows beyond 15-20 employees to help manage policies, paperwork, and legal compliance. The document recommends having a dedicated HR professional once a company reaches 50 employees to properly handle these responsibilities. It outlines several Indian labor laws that kick in based on employee headcount, such as requirements for gratuity, social security benefits, and bonus payments. The document stresses the importance of establishing clear policies to guide employees and protect the company.
The document provides guidance on employer branding best practices. It discusses researching a company's current brand, competitors, and target talent. Stakeholders like marketing, employees, and leadership should partner to develop a unique branding message. Content like infographics and stories about employees can then be shared on social media and a careers page. Analytics should measure branding goals and success, and candidates should receive a positive experience to spread goodwill about the brand. Overall, the key is differentiating a company's authentic culture from competitors through original stories and employees.
The document discusses employer branding, which is defined as managing and influencing a company's reputation among job seekers. It is important because over 60% of job seekers research a company's culture before applying, and nearly 70% would reject a job offer from a company with a bad reputation. To develop an effective employer branding strategy, companies should participate in online forums, enrich job descriptions with their values, craft an inviting career page, and leverage employee success stories by promoting loyalists as brand ambassadors. Proper employer branding is crucial for company survival as it depends on how employees portray the work culture externally.
Employer Branding Workshop, building Talent RelationshipsAlexander Crépin
Employer Branding workshop
HR, Human Relations & Human Results Management is the fundament for successful employer branding, becoming an employer of choice.
1) While awareness of employer branding's importance is high globally, many companies lack proactive strategies and regular measurement of their employer brand.
2) Investment in employer branding is rising due to greater awareness of its impact, but less than half of companies feel they have sufficient resources.
3) Viral channels like social networks and word-of-mouth are seen as highly effective for employer branding alongside traditional company websites. However, companies have less control over viral channels.
Progressive - Building a compelling employer brandMark SThree
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.
This document provides guidance on developing a strong employer brand. It discusses that candidates are like customers seeking compelling offers from companies known to deliver on desires. An effective employer brand must be known, understood, and desirable. The document outlines that employer branding is everyone's responsibility, and that companies must adopt a marketing mindset to attract talent. It also provides steps to build a strong employer brand, including researching current perceptions, articulating a value proposition, and strategic execution across channels.
Salesforce.com focuses on employer branding through interactive experiences that allow customers and potential employees to engage with the company culture. They emphasize building their brand through online communities and social networks rather than traditional products, and measure their success through web analytics and participation in online conversations about the company.
This document discusses employer branding research methodology. It outlines several frameworks for researching employer branding, including instrumental and symbolic dimensions. It also presents examples of research matrices that can be used to understand an organization's profile and stakeholder differences, as well as levels of attractiveness and internal/external brand matching. The goal of employer branding research is to improve talent attraction, reputation, employee engagement, retention, and reduce employee turnover.
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.
This document discusses employer branding and introducing Microsoft Jobsblog as a way to engage candidates and tell the company's story. It notes that employer branding is about telling the story of a company as an employer and its importance in attracting candidates and reducing costs. It then introduces Microsoft Jobsblog as a modern way to engage candidates with company stories and shares statistics on the benefits of content marketing and blogging. It asks employees to share their personal stories to contribute content and notes the benefits of becoming an editorial contributor.
Employer Branding Presentation to Viola Portfolio Companies December 2015Pamela Becker
If you are a tech company competing for top talent, this is a how-to guide to help brand your company as an appealing employer to the talents you want and need.
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 involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on what the organization stands for, differentiation from competitors, communicating benefits to employees, ensuring continuity during changes, and consistency between words and actions. Research, defining brand attributes, implementing communications, and measuring results are key steps in a typical employer branding project. Benefits of employer branding include increased productivity, retention, and attractiveness as an employer.
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
The document discusses employer branding and provides tips for building a successful employer brand. It defines employer brand as the market perception of an organization as a great place to work. It stresses that employer branding should have clear goals and strategies aligned with business goals. It also provides examples of communication channels employers can use to engage candidates and current employees, such as careers websites, social media, recognition programs, and employee storytelling.
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on the organization's purpose, differentiation from competitors, communicating benefits to employees, continuity over time, and consistency between words and actions. Research, internal communication, recruitment, leadership and workplace environment all contribute to building and maintaining a strong employer brand. The process typically involves discovery, analysis, implementation, communication and ongoing measurement and optimization. Benefits of employer branding include increased productivity, retention, engagement and attractiveness as an employer.
FitFlop Case Study: Building an Employer Brand – it’s easy, isn’t it? TALiNT Partners
The document discusses building an employer brand and provides tips for companies. It defines an employer brand as how others perceive a company based on experiences with current and former employees. The author recommends that companies grow and attract talent by having a consistent strategy that leverages employees on careers websites, LinkedIn, and Glassdoor. Companies should also track their progress to see if their employer branding efforts are working and helping the company grow.
What is the employer brand?
Employer branding is the process of managing and influencing your reputation as an employer among job applicants, employees, and key stakeholders. It covers everything you do to position your organization as the employer of choice.
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
This document provides guidance on when and how startups should establish an HR department. It suggests that HR becomes more important as a company grows beyond 15-20 employees to help manage policies, paperwork, and legal compliance. The document recommends having a dedicated HR professional once a company reaches 50 employees to properly handle these responsibilities. It outlines several Indian labor laws that kick in based on employee headcount, such as requirements for gratuity, social security benefits, and bonus payments. The document stresses the importance of establishing clear policies to guide employees and protect the company.
The document provides guidance on employer branding best practices. It discusses researching a company's current brand, competitors, and target talent. Stakeholders like marketing, employees, and leadership should partner to develop a unique branding message. Content like infographics and stories about employees can then be shared on social media and a careers page. Analytics should measure branding goals and success, and candidates should receive a positive experience to spread goodwill about the brand. Overall, the key is differentiating a company's authentic culture from competitors through original stories and employees.
The document discusses employer branding, which is defined as managing and influencing a company's reputation among job seekers. It is important because over 60% of job seekers research a company's culture before applying, and nearly 70% would reject a job offer from a company with a bad reputation. To develop an effective employer branding strategy, companies should participate in online forums, enrich job descriptions with their values, craft an inviting career page, and leverage employee success stories by promoting loyalists as brand ambassadors. Proper employer branding is crucial for company survival as it depends on how employees portray the work culture externally.
Employer Branding Workshop, building Talent RelationshipsAlexander Crépin
Employer Branding workshop
HR, Human Relations & Human Results Management is the fundament for successful employer branding, becoming an employer of choice.
1) While awareness of employer branding's importance is high globally, many companies lack proactive strategies and regular measurement of their employer brand.
2) Investment in employer branding is rising due to greater awareness of its impact, but less than half of companies feel they have sufficient resources.
3) Viral channels like social networks and word-of-mouth are seen as highly effective for employer branding alongside traditional company websites. However, companies have less control over viral channels.
Progressive - Building a compelling employer brandMark SThree
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.
This document provides guidance on developing a strong employer brand. It discusses that candidates are like customers seeking compelling offers from companies known to deliver on desires. An effective employer brand must be known, understood, and desirable. The document outlines that employer branding is everyone's responsibility, and that companies must adopt a marketing mindset to attract talent. It also provides steps to build a strong employer brand, including researching current perceptions, articulating a value proposition, and strategic execution across channels.
Most organizations fail to recognize the important role employees play in building a brand's reputation through interactions with customers. Developing employee brand ambassadors can provide marketing benefits like improved customer service and retention. To create brand ambassadors, companies should develop awareness programs to educate employees on the brand's values and promise. This allows employees to understand how their work contributes to delivering the brand experience internally and externally. Developing a strong employee brand and company culture in turn positively impacts the external customer experience and builds brand equity.
Employer Branding - Turning Your Messaging Inside OutLindsey Barnett
The document discusses employer branding and how companies can improve their employer brand internally and externally.
Internally, companies should understand what makes employees stay, what attracts top talent, conduct engagement surveys, and ensure leadership lives the brand. Externally, companies should segment the market and tailor messaging to different audiences, use authentic stories and data to demonstrate career development, allow candid employee blogs, and respond to questions to build credibility. The goal is to attract, engage, and retain top talent through a strong employer brand.
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.
Recruitment Marketing: A Content ChecklistShane Gray
Information on:
Recruitment and marketing: why these two key functions are similar, but different.
The role of content: what it is and why it’s essential to proactive recruiting.
Includes:
Stats, infographics, and insights into 4 key characteristics of recruiting content that converts.
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.
Employer Branding And Employee Retention....ExploredPrErN@
The document discusses employer branding and its impact on employee retention. It defines employer branding as capturing the essence of a company in a way that engages employees and conveys the company's culture and value proposition. The author aims to analyze the relationship between employer branding and employee retention through a study measuring factors like organizational values, pay/benefits, and employee satisfaction levels. Preliminary results show a positive correlation between employer branding and likelihood of employees staying with the organization.
Talent attraction for the modern recruiterSoraya Lavery
The document provides an overview of talent attraction strategies for modern recruiters. It discusses trends like the increasing demand for talent outpacing supply. Effective talent attraction involves understanding business needs, benchmarking current employees, and developing clear differentiation from competitors. The marketing cycle for talent includes researching needs, planning recruitment messaging, and communicating the brand where candidates can be found. Case studies show how aligning recruitment with business goals and getting candid employee feedback can improve hiring and retention.
5 Steps to Boosting Recruitment Agency’s Brand Through ContentAndy, Xinbin Hu
The 5-step document provides guidance on using content marketing to boost a recruitment agency's brand. The 5 steps are: 1) Plan by defining audiences, goals and a content calendar, 2) Develop content by curating existing content and creating original content such as blog posts and videos on topics like thought leadership, 3) Share content on platforms like LinkedIn and Facebook, publishing 2-3 times per week, 4) Amplify content through sharing and promotions, and 5) Measure results and adjust the strategy based on what content performs best. The document provides tips for each step, such as creating audience personas and using images to engage readers.
1) The document discusses the importance of internal branding and communication for organizations. It states that internal branding is just as important as external branding, as employees represent the organization and should communicate consistent messaging to customers.
2) Poor internal communication can negatively impact employee morale, productivity, and retention. It also risks employees providing inconsistent information to customers.
3) The document provides tips for effective internal branding and communication, including determining messaging goals, creating audience-specific tools, and training employees.
SocialHR provides employment branding and social media solutions to help companies attract and retain talent. They analyze a company's employment brand and digital reputation, and develop strategies to communicate the brand through social media. This includes producing videos, optimizing employees' online profiles, auditing a company's career website, and creating engaging content to speak to target audiences. SocialHR measures the effectiveness of these solutions using metrics like cost per hire, applicant quality, and employee satisfaction and turnover. Their goal is to help companies maximize their employment brand using social media.
This document discusses the key ingredients needed to define a company's culture code. It begins by explaining that a culture code establishes guiding values and principles that give life and meaning to an organization. It then outlines five ingredients for a strong company culture: values, people, policies, perks/benefits, and workspace. For each ingredient, it provides examples from companies like Intacct, Zappos, and Glassdoor, and gives an action plan for developing that aspect of a culture code. The overall purpose is to help organizations attract and retain top talent by establishing a unique and compelling culture.
Universum provides employer branding and talent attraction services to over 1,700 clients globally. Their Talent Insight Report uses survey data from over 1.3 million career seekers to help companies understand what their target talent groups want and which employers they find most attractive. The report provides comparisons of target groups' preferences, an analysis of employer brand strengths and challenges, and tailored recommendations to optimize employer branding strategy and activities based on target group insights.
Growing your business requires investment—but with so many competing priorities, where should you focus your time, money and expertise?
Start with a resource you already have that can drive both profitability and customer satisfaction: your employees.
Studies have proven that companies with engaged employees had 2.6 times the earning per share growth of companies with below average employee engagement and 86% higher success rates on customer metrics.
In our latest white paper, learn the four key requirements of effective employee engagement and how treating your employees like customers can improve your business.
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
It is time to conduct a “reset” exercise and put employee
engagement back in its proper place and perspective. This paper
identifies five areas that our research has shown to be
potentially troublesome for companies - especially in terms of
helping them frame their expectations in the most reasonable,
realistic and productive ways. We have discussed them here to
help you understand the true power of aligning employee drives
and needs with those of your company
Going Retro: Applying Ogilvy's Classic Advertising Principles to Your Employe...N. Robert Johnson, APR
Originally published in 1963, David Ogilvy’s Confessions of an Advertising Man is required reading for anyone in the advertising business. Ogilvy takes the reader on a wide-ranging journey sharing his experiences in creating some of the world’s most iconic brands.
This essay focuses on David Ogilvy’s recipe for creating great advertising campaigns, interpreted here to help you improve your employer brand. For brevity, we picked the principles that we think apply best to employer brand campaigns.
Cue A Beautiful Mine, the Mad Men theme song, and let’s get started.
This is a comprehensive examination of the conduct of naval warfare … the work will help naval officers from Admiral to Ensign sharpen their ideas and expand the knowledge of their profession. By making obscure concepts accessible it will also be a boon to civilian policy makers and students of naval warfare.
"Manage Your Emotions" is the first workshop hosted by "Bolo", an AI based mental health startup based in Hamburg, Germany.
At "Bolo", we believe in the power of sharing knowledge and resources to foster a supportive community.
By sharing the content of our workshops, we aim to reach a broader audience and provide valuable insights that can help many on their journey towards emotional well-being.
By being more open and sharing the content of our workshops, we hope to:
1. Raise Awareness: Increase awareness about the importance of managing emotions and mental health.
2. Provide Support: Offer practical tools and techniques that individuals can use to improve their emotional well-being.
3. Build Community: Foster a supportive community where people can share experiences and learn from each other.
We invite you to check out our presentation on Slideshare and join us in spreading the word.
Together, we can make a difference and help many on their journey towards better mental health.
Stay tuned for more updates and follow us on Slideshare to be the first to access our workshop content.
#startup #wellness #mentalhealth #mentalhealth
How to Get a Charismatic Personality for Growth?StrengthsTheatre
Developing a charismatic personality can significantly enhance your life, from building stronger relationships to advancing your career and inspiring those around you. For personality grooming classes, visit - sanjeeevdatta.com
Leadership Development Program Sonia McDonaldSonia McDonald
The Outstanding Women Leaders Program is designed to develop and improve the
leadership skills and growth of women. Traditional leadership training has overlooked
the women’s perspective and sadly, lost the opportunity to tap into the special
leadership power that women possess.
1. E M P L O Y E R
B R A N D I N G
Your complete Go-To-Guide
G I A N L U C A R O S A N I A
L I V T
2. USE YOUR BRAND TO
ATTRACT
THE EMPLOYEES YOU
NEED
FOR YOUR BUSINESS
TO
SUCCEED
The Author
Gianluca Rosania
3. LIVT- Employer Branding
3. It also allows people outside your business
appreciate what it is like working for you. It
makes you noticeable in a congested
marketplace and it is more likely for you to
attract people who share your values and They’ll
also be more likely to join, take part and continue
with you.
If you get your employer brand right, you’ll also
be strengthening your connection with current
employees, drive engagement and develop the
bottom line.
This guide explains what employer branding is,
why it is vital and how to go about it. You should
be aware that this a commitment, not a never-to-
be-repeated project. Your employer brand will
progress, grow, and sometimes, transform to
reveal the improvement of your organisation.
4.LIVT- Employer Branding
A solid employer brand
is a window into your
business. It determines
how you market your
business at every single
touchpoint through the
employee lifecycle, right
from hiring to retiring
and more.
4. 5.LIVT- Employer Branding
What Is Employer
Branding?
We are all used to the concept of
branding in marketing terms. Although
your company brand makes your
business eye-catching to customers, your
employer brand will make you attractive
to employees.
But really, it is not just about having a
nice logo and attractive brand colours. It
should reveal what your business is like
on the inside and should inform and be
informed by the company’s strategy,
values, manners, goals and objectives.
A well-rounded definition of employer
branding is explained below:
“Employer Branding refers to the
branded communication activities
involved in reaching and retaining that
special, authentic and distinguished
position as an employer in the minds of
your potential, current and alumni
employees and their influencers with the
primary goals to attract, recruit and
retain ideal employees.”
5. 6.LIVT- Employer Branding
As regards the present-day marketing
trends, authenticity is vital to employer
branding. If you Cut an organisation and
it would bleed its brand values because
they are fundamental to the business.
As it is with all marketing, employer
branding influences a far broader
audience than the projected recipients.
Employees will most likely be influenced
by the perceptions of people around
them when it comes to making their
next move and deciding whether to
continue working with an organisation.
Employer Branding
Benefits
When you think about starting your employer
brand, you might feel that’s yet another task
adding to your extensive list. But as it is said;
“A strong employer brand is vital and will
continue to grow in importance as the market
becomes more competitive.”
The benefits of employer branding cannot be
compared to the investment in time and effort put
into it. The following benefits explains the positive
impact of a decent employer brand.
6. 7. LIVT- Employer Branding
Benefit #1
Attraction
Are you aware that a considerate number of job
seekers consider an employer’s brand before
proceeding to apply? Developing a decent employer
brand will make you noticeable in a saturated
marketplace and make your organisation stand on top
on employer’s mind. This in turn will give your
organisation a desirably wide talent pool to choose
from.
Additionally, a solid employer brand can present
convincing motives to join your company, not your
rivals. With an expected world-wide deficiency of 18
million skilled workers in 2020, standing out from the
crowd of organisation will be critical.
But your aim is to attract much more than a skillset;
you aim is to attract someone who will be a perfect fit
with your organisational culture. This is where your
employer brand comes to play. It will assist you in
filtering out applicants to self-select (or de- select)
resulting in fewer and better quality applications for
your team to review.
“Salary will continually be an exceptionally significant
factor in attracting people. People will not just do it for
the love. Once that box is ticked, it comes down to
what else set you apart. you.”
7. 8. LIVT- Employer Branding
Benefit #2
Engagement
When you recruit new hires whose skillsets matches
your organisation’s culture, it allows the new starter
to embed themselves into company culture instead
of
pushing them in a specific direction.
Your employer brand may also approach existing
employees by replicating the
implanted values, personality and performances of
your organisation.
Using your employer
brand in informing
your recruitment
process will make your
organisation attract
candidates who are
genuinely fit for your
business.
These candidates will also much likely engage with
your mission and be willing to give their
best potential and level of productivity.
8. An improved employee engagement means
enriched loyalty and higher retention
rates. This advances knowledge and skill within your
business which, eventually,
enhance your bottom line.
Continuous relationship with the best people also
enhances your competitive benefit and lowers the
costs relating to recruitment and
on-boarding.
9. LIVT- Employer Branding
Benefit #3
Retention
Since the 1950s, the annual employee engagement
survey has been the preferable instrument in
assessing employees’ engagement levels. However,
the end of this method is an evolving trend.This
method is replaced by a more holistic, integrated,
real-time method to
assessing employee engagement and passion using
social media for immediate
temperature checks.
9. 10. LIVT- Employer Branding
Benefit #4
Strategic Cohesiveness
An employer brand should be at the centre of your
people’s activity. It should make
available a predominant way of communicating with
employees at every touchpoint
across the employee lifecycle.
What this means is that you can connect all
component of people management to
your employer brand. starting from enhancing the
employee’s experience
throughout the recruitment stages, to establishing an
aligned reward brand, to
making people redundant and communicating with
alumni and pensioners.
However, at any time you are communicating with
your employees, your messaging
should be on-brand.
10. 11. LIVT- Employer Branding
Benefit #5
A Better Bottom Line
A reputable employer brand can drive recruitment
efficiencies and keep employees that optimises time
and money and release up resources to concentrate on
further work. It’s also relatively closely tied to customer
experience because the quality of
service offered by employees is thoroughly linked to
engagement
levels.
A reputable employer brand that’s managed efficiently
can also support in protecting
employers from poaching, something that’s on the
increase according to recent
research. In many of such cases, organisations make a
counter-offer pushing costs
up all of a sudden.
If employees are overwhelmed by a competitor, a
strong employer brand that is often
and positively reinforced is most likely to lower the level
of counter-offer required.
And it can even stop employees’ from searching
somewhere else in the first place.
As mentioned previously, employer branding is a
process, not a one-off project and
there are a number of steps involved in the cycle.
11. 12.LIVT- Employer Branding
How to Develop Your
Employer Brand
Build Your Branding Team
Employer branding isn’t a top down
exercise but it does need buy-in from
the CEO. While it’s frequently managed
between HR, Internal Communications
and Marketing, you can also add line
managers to generate a cross-function
task force. Make sure your team is
limited to around five to six people;
inviting more people could make things
can get messy.
12. 13.LIVT- Employer Branding
Employee happiness, pride
and engagement
Increased referral recruitment
Enhanced candidate
response to job adverts
Decrease in turnover, mostly
in vital jobs or top performers
Decreased cost-per-hire
Improved company
reputation
Commonly known KPIs include:
Establish Your Goals and Parameters
A briefing document will clear up your aims,
outputs, in- and out-of-scope activities, key
stakeholders, risks, KPIs and project plan.
Contemplate on the core challenges your
business faces in the present day and for the
foreseeable future, describe what success is
like and think through who you wish to
attract and retain.
Starting KPIs permits you to evaluate the
effectiveness of your project in terms that are
important for your business
You will need to ensure you have the tools in
place to measure and track these metrics.
13. Research
Your task force should
begin by clearly
understanding the
mission, values and
manners at the central of
your employee value
proposition. Assess your
present business strategy
and five-year plan,
employee engagement
survey results and data
on external trends that
may influence your
business in the future.
Engage
While it might be enticing for your task
force to design your employer brand
centred on only your research, you’ll get a
far better result by knowing your
workforce’s prevailing perceptions.
14.LIVT- Employer Branding
Establish Where You Are Now and
Where You Want to Be
14. What are the most and least attractive
features of the organisation?
How do you feel about working for the
organisation?
How do you think the business is
perceived by current and potential
employees?
How do these perceptions impact your
ability to recruit top talent?
What are the typical characteristics and
attributes of current employees?
What attributes and characteristics do
we require from employees for our
business to be successful in the future?
15.LIVT- Employer Branding
Obtain a cross section of the business at
various organisational levels to get a grip on
your current position and seek out for their
views. The questions below will give you a
decent starting point:
15. There are two aspects to the positioning of
your employer brand:
1. Internal alignment
Your employer brand must align with your
company brand or else there will be an
obvious disconnection in how you present
your business to the public and how your
employees see the business from the
inside.
16.LIVT- Employer Branding
Choose Your Positioning
16. 17.LIVT- Employer Branding
You must think about what’s different
about your business. What’s the point of
having an employer brand that’s not
different from your competitors; you need
to initiate what’s distinctive about your
organisation. The strongest employer
brands are authentic; and they reveal the
experience of their employees while also
aligning to the company brand, mission,
vision and values.
No matter how you position your
employer brand, both internal and
external perspectives should be
mutually reinforcing.
2. Position in comparison
to other organisations
17. Carry out a test of your
draft with your
employees. if they feel
that their views
matter, they’ll further
help you to finesse
your final product.
You should build a
single employer brand
that will be effective
across the diverse
segments of your
employee population.
However, you may
have a somewhat
different messaging or
emphasis for different
sections such as
talent, geographies,
gender, age or
business unit.
18.LIVT- Employer Branding
Test and Finalise
18. Now that you have your employer brand, you
must start communicating it to employee
and mangers; enlighten them on what the
brand is, and how they can use and sell it.
You should also have various documents
and tools, offline and online, for employees
to use. These will assist in retaining brand
integrity.
Take opportunities to show your brand to
your team. And your emphasis should be on
sharing information and knowledge.
Plan Your Launch
19.LIVT- Employer Branding
19. Calculating your results against
KPIs is at the heart of decent
brand management. In the
short term, this should be a
continuous process of
evaluation, modification and
improving your campaigns. In
the long term, you should
modify your whole employer
brand to reproduce changes in
business plans, the external
environment or within your
workforce.
Manage Your Brand
Use employee
engagement surveys, exit
interviews and employee
workshops to track
perceptions internally
and evaluate media
reports to gain insights
externally.
20.LIVT- Employer Branding
20. Just like a stick of rock, a strong employer
brand looks great, has a clear message and,
anyplace you delve into it, the message is
consistent.
Establishing and maintaining an employer
brand is about being a curator, not a
dictator. By truthfully reflecting to the
outer world what the business is about,
you’ll attract, engage and retain across the
employee lifecycle.
Monitoring your employer brand will give
you competitive advantage in the long
term. Instead of throwing money at short-
term recruitment campaigns or paying
people more money to stay, invest in your
employer brand. By being authentic, you’ll
differentiate yourself from your
competitors and ensure your business
success for the long term.
In Conclusion
21.LIVT- Employer Branding