Becoming An Employer of Choice: Three Effective Ways to Boost Your Employer Brand

Boost Your Employer Brand

Your company’s brand can affect your ability to sell products or services, but your brand as an employer impacts your ability to recruit top talent. The Harvard Business Review writes that 73 percent of CEOs are concerned with talent shortages worldwide. In light of the new “war for talent,” strengthening your reputation as a great place to work can help you attract better new hires and improve your employee retention efforts. Join us as we review three smart steps to boosting your reputation among employees and talented job candidates.

1. Become a Learning Organization

Research by Deloitte indicates that learning and development are among the most pressing issues in effectively managing human capital challenges. Rich, multimedia options for employee learning can attract motivated new hires who are eager to improve their professional skill sets. Videos, web courses and other forms of eLearning can provide on-demand options for a global workforce and help position your brand as an employer of choice.

2. Improve Employee Engagement

Positive employee relations play a critical role in your digital employer brand. Potential new hires will scope out your recruitment materials, but they’re also likely to investigate how you’re represented by your current staff on LinkedIn, Twitter, employer reviews websites and other mediums.

Forbes declares that the days of a once-yearly employee engagement survey are officially over. Today’s HR teams and management should make engagement and staff happiness an ongoing conversation, which can include an official open-door policy, frequent data-collection and other methods of relationship-building.

Employee Orientations3. Maintain Competitive Total Compensation

Your organization’s ability to attract and retain talent will be impacted by your salaries. However, HR leaders should look beyond pure pay scales to consider their financial and non-financial employee benefits. As BluIvy group writes, it’s often about “the total compensation package, not just the salary.” Forms of non-salary and non-fiscal compensation that could strengthen your employer brand could include:

  • Benefits
  • Retirement plans
  • Learning & development opportunities
  • Work-life balance
  • Flexible or mobile workplaces
  • Employee discounts
  • Leadership training programs

While your candidates are likely to consider the impact of a salary offer, they’ll also consider an offer to telecommute and strong training programs as perks that can have a positive impact on their life.

Conclusion

Stiff competition for the most talented employees isn’t likely to go away anytime soon. By building a strong and comprehensive employer brand, HR leaders can achieve a global reputation as a positive place for talent to grow a career. By looking beyond pure salaries to learning and development, total compensation, engagement and more, you can boost your reputation.

Sources
https://hbr.org/2015/05/ceos-need-to-pay-attention-to-employer-branding
http://www2.deloitte.com/uk/en/pages/human-capital/articles/human-capital-trends-2015.html
http://www.forbes.com/sites/joshbersin/2014/04/10/its-time-to-rethink-the-employee-engagement-issue/#7fac07231827
http://bluivygroup.com/a-strong-employer-brand-story-is-the-ultimate-weapon/

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