Author: The Right Group

Share

Over the last five years, the concept of Employer Branding has gained traction as a necessary requirement for the attraction, engagement and retention of talented employees. Although the current environment is overshadowed by the realities of the global downtown, public and private organisations must look beyond this to address longer term issues that will affect the sustainability of their workforce in the future.

With an aging population exiting the workforce and taking with it a breadth of skills and years of experience, a skills shortage is an inevitable reality. In addition, less people are also entering the workforce than those retiring which is compounding this future talent issue.

A common trap for many organisations, public or private, is to associate employer branding with recruitment marketing. This is only part of the process for building a competitive and sustainable employer brand. The primary issue is that many organisations fail to link their external employer brand communication messages with their internal employment experience, rendering their employer brand ‘inauthentic’.

So what is an employer brand?

An employer brand is a collection of ideas and beliefs that influence the way current and potential employees view an organisation and the employment experience that the organisation is offering. In its true sense, employer branding is about the packaging of the functional, economic and psychological benefits provided by employment with an organisation. How these benefits are packaged and the reality of the ‘employment experience’ then determines the organisation’s employer branding positioning and competitive advantage.

What are the benefits of employer branding?

For most organisations the key benefits of employer branding are:

• Lower overhead costs
  – increased candidate attraction and lower recruitment costs
  – reduced turnover and replacement costs
  – reduced absenteeism or sick leave
• Improved employee engagement and commitment
  – engaged employees that are more productive
  – employees that are strong advocates for the organisation
  – higher return on talent investment
• Improved customer and stakeholder satisfaction
• Improved internal communication and synchronicity between Human Resources, Marketing and Internal Communications.

In today’s business climate, employer branding is no longer a short term project initiated by HR to aid attraction and recruitment; it is now a way of life for successful organisations.

The basics of employer branding theory

The role of employer branding is to provide a coherent framework and focus the priorities of an organisation’s people strategy.

Author: Jonathan Andrews

There is an increasing body of evidence that makes the case for solid employer brand management. From an organisation’s point of view, an employer brand encapsulates the key qualities current and prospective employees associate with you as an employer. These qualities can be economic (remuneration), functional (training and skills) or psychological (such as a sense of identity or status).

As an organisation, whether you’ve taken the time to define it or not, you have an employer brand. What are the benefits of building a good employer brand? Three benefits that have been identified in studies that make a case for employer brand management are enhanced attraction, increased retention and greater engagement with staff.

In essence, this means attracting better quality candidates at a lower cost, more effective and proactive employees and, ultimately, increased revenues.

How does one reach the heart of employer brand management? The answer to this question is that the key principles for employer brand management are much the same as for regular brand management.

Author: Bob Gutowski

http://www.myjobengine.com
 

In a recent study, 150 senior HR managers were questioned on what they perceived to be their biggest challenges going into 2008. Key findings: #1 Finding, Attracting and Hiring, #2 Retention, #3 Measurement and #4 Legal compliance.

In 2008 there will be an estimated 450 million job seekers worldwide using the Internet… There will be an estimated 50 million employers worldwide competing for the industries top talent…What's your strategy to standout?

The answer is easier than you thought…"Employment Branding" Employment Branding: What is it? Why do we need it?

In today's market place, human capital is an organization's most significant competitive advantage. But while many corporations will have a big budget to brand and market their products and services to their clients, many still do not fully understand the value of actively branding themselves to potential recruits and current employees.

 By: Eric Morgan

If you’ve been an employer for any length of time, you know that payroll can be an enormous hassle. It’s like a migraine that comes like clockwork every two weeks. Laws governing how employees are paid are complex, and mistakes in payroll can be very costly in litigation, fines and penalties, or loss of employee good will. Fortunately, you can take steps to simplify payroll and decrease the recurring pain.

Outsourcing Payroll

You can eliminate 90 percent of the headache and potential for error in payroll by outsourcing it to payroll experts. A number of companies can process your payroll; you simply give them your data and they handle all aspects of payroll, from deductions to mailing or depositing the checks.