Best Practices of Employer Branding

March 27, 20144:55 pm946 views
Best Practices of Employer Branding
Best practices employer branding

Through the years, human resource professionals say that the art and science of employer branding have made significant changes, and for the better. Whatever the situation in the job market – that could well be as direct results of global financial crisis, political unrest in several countries, unemployment rates going high — all appear as mere opportunities or challenges to industries and organizations to improve on how they can retain and attract talent.

Different companies and organizations make sure that they stay on point with their brand; time demands evolution and HR management therefore must pace with it. Here are four best practices in employer branding of most companies for 2013:

1. Always set expectations and strategize ahead

Approaching employer branding strategically require mindsets that are fine-tuned with engagement and leadership in order to fit the employer brand strategy to other business strategies (recruitment, talent management, etc). This is to make sure that other important areas of the business are focused on the same path to minimize inefficiency and create solid human resource value.

2. Marketers should be made employer brand directors

Given the speed of the evolution of workspace dynamics, leaders must understand that an organization has a single brand, and the different portions, such as consumer brand, corporate brand and employer brand can no longer be independently supervised.

Marketers should now be more interested on roles in employer branding and should work hand in hand with the human resource manager to fully understand this concept. Likewise the HR manager must also learn from the marketer in the real point of view and principles of branding.

3. Accelerated capability and skill development should be supported

Reports around the world reveal that the education system is not effective on preparing future workers for the demands of different employers, considering that these employers rely on their talent’s academic background for greater advantage. Schools experience difficulties on maintaining the youth’s engagement to acquire knowledge and skills since the youth already has access to the vast pool of knowledge available on the internet. Since this next generation of talents have a more global, aggressive way of thinking, HR management are now starting to develop their old policies and systems in order to stay relevant for their future talents.

4. Use technology as an advantage to update for more efficient and smarter work

Technology’s ease of access and usability will be able to assist employees to work more efficiently. It can help them understand the data generated during interactions leading to a more productive work. Email, social media and the company’s intranet will allow employees to stay connected and give access to sufficient data much like how we rely on Google for information.

Organizations and its HR management should always consider the communities of various talents that surround them and know how they can make an impact. Practices in the job market are evolving, directed mostly towards competition for talent acquisition. Human resource management must keep an eye on the important role employer branding provides to the company in order to become successful in all its business goals.

Next Read: Importance of Employer Branding 

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