Employer Branding Paper

* Image of the company; Organisation with a positive image and diverse workforce will have more chances of attracting, recruiting and retaining the talent. Negative image leads to loss of trust from employees current and potential, as well as all business partners or customers.

Talent Acquisition: This particular trend discusses the changes brought into the recruitment process. Technology comes to play a key role, with recruitment becoming more and more digital. Cognitive tools, video, gaming and social media tracking are few to be named. AI and other advancement could potentially take up tasks such as sourcing candidates. It discusses the dynamic shift of appealing to the employee and creating a positive candidate experience in order to draw in the best talent. Building psychological connection and strengthening the employment brand is also expected to be added to the HRM repertoire.

Employer Branding initiatives are used to portray the company as an ‘Employer of Choice’; one that actually upholds the EEO principles and not just sham concern for them.

Maintaining the employment brand/image of how one perceives the hospital is vital not only for current internal employees and future external applicants but for patients, as well. The brand/image of the hospital has an economic and social impact on the organization (Florea & Mihai,

As an example, Picture 1 is Disney College’s poster that appeals people to study at the Academy and work with the company after graduated. And Picture 2 and 3 are Invitations of company to work with them. Employment branding is not only advertising goods of the company but also providing public access to the company's business philosophy. And it may be possible to influence the creation of public and youth to feel good and may want to work with a company when they graduate.

Branding is a tool to make the goods of one producer different from another producer (Keller, 2003). Carroll (2008) asserts that branding is a sign of quality, and it is helpful to increase

Most job-seekers are not proactive in establishing and building their career brand, letting their actions speak for them when seeking promotions or new jobs. But why not take the time to master some very basic tactics that can help build your career brand and make you a much more attractive employee or job-seeker? Remember, if you don't brand yourself, others will for you. And while you may be happy and secure in your job now, you really never know when that will change.

Employment branding (an excellent approach that causes everyone — the best as well as the rest — to want to work at your firm, which results in your firm 's getting on "best place to work" lists or having best practices talked about in business, functional, and industry publications)

Realistic Recruitment Message – shows how the company operates and how the job requirements really

If an employee feels valued by their organization, they are more likely to remain with the organization. Employees’ dedication increases when an organization shows concern for their overall well-being. Happy employees lead to a more harmonious environment. This type of environment helps reduce the amount of turnover, which is another strength. This benefits employers by retaining top talent and keeping competition at bay.

Employer Branding refers to the perception of employee to the company. The approach taken to employment branding varies significantly from different aspects including from recruitment to retention, corporate social responsibility and career development. This also includes delivering the promises to its employees as well as giving them a sense of security or making them significant part of the organization. Some of the implications for satisfied employees who are proud to be part of its organization spread and adapt these core values. Likewise, due to good projections of

If I was planning to use marketing strategies to “brand” a company as an employer choice there are many factors that should be taken into consideration. Factors include Global VS. Local recruitment, salary demands, environmental factors and market changes/demands. The right tools and processes based on a cost perspective view must also be in placed. I would also ensure that current employees has a high satisfaction level that there work can reflect that they are highly motivated and have pride in working for the company. Using the method of ‘branding” introduces an opportunity for growth and profitability for the company because they are able to recruit and retain employees in areas where the business needs the most which can result in increase of profit margin.

(Seiden, 2014)Randstad is one of the world’s largest HR consulting firm. They provide an end-to-end recruitment process outsourcing. They say a company's employer brand is really important to them because otherwise they cannot recruit people in that company. According to them ‘an employer brand represents the image a company projects as a potential employer‘. If you have a strong employer brand and unique value proposition, then your company is considered. Jason Seiden states that the definition is important because it establishes the employer brand as part of the corporate identity- it’s an image the company projects, just like a product brand- and suggests that what’s most important is the unique value a company offers that employees can’t get elsewhere. HRO Today defines employer branding as the perception of an

Presumably, if we had a detailed knowledge of what most employees are looking for in an employer, we could design and build organizations in ways that made them more attractive to the majority of potential employees. This would certainly make recruiting much less difficult. Unfortunately, this is the real world, there has been little work examining universal attractants of applicants on which to base this type of approach. Employee attraction is extraordinary complex, and what might be attractive to one person might prove to be highly unattractive to another. What organizational characteristics are desired by job applicants? Organization characteristics such as organizational image, location, size, familiarity, reputation, industry, and profitability have all been shown to have significant influence during the recruitment process. In reviewing the literature, organizational image is the variable containing the greatest number of relevant effect size estimates for organizational characteristics. This is probably because organizational image can encompass individual perceptions related to various organizational characteristics simultaneously. Organizational image is defined as the way the organization is perceived by an individual. It is a loose structure of knowledge, belief and feelings about an organization” (Tom, 1971, p. 576)

Secondly, motivated employees could help with the employee branding, which extends the concept of the brand value and create a strong brand (). According to Edward’s employee branding theory: “employee branding is the process of ensuring that employees act in accordance with the organization’s brand value (2005, p.226).” Its needs employees throughout the organization understand firm’s brand, have brand identity and translate the abstract ideas of the brand into their