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Your Employer Brand: 4 Suggestions to Articulate It - Part 2 of 2

Your Employees and Potential Candidates Know It. Do You?

In an earlier post, I outlined five steps that organizations can take to identify their unique employer brand. In this post, I’ll discuss how to articulate that brand and communicate it consistently with both potential candidates and current employees.

Once you’ve collected insight into your employer brand, you’ll need to distill quite a bit of information and data into the essence of what it’s like to work for your organization. Here are four things to keep in mind:

  1. Include your communications, HR and marketing teams. Employer brands include internal and external audiences and cut across functions. You’ll need a cross-functional approach to create one.
  2. Make sure you can deliver on what you promise.
Continue Reading Your Employer Brand: 4 Suggestions to Articulate It - Part 2 of 2

Your Employer Brand: Identifying It in 5 Steps - Part 1 of 2

Finding and retaining the right talent is especially difficult in today’s tight labor market. A recent report from the Society for Human Resource Management (SHRM) noted that late 2015 was the most difficult hiring period in four years. As organizations try to differentiate themselves, there is a greater focus on employer brand.

So, what exactly is an employer brand? Well, it’s not a foosball table in the lunch room or yoga classes before work. It’s also not a one-off recruiting campaign or employee-generated video. Check out Twitter’s spoof for a chuckle. An employer brand is the unique experience of working for an organization – its culture, benefits, leadership, typical employee attributes and various intangibles, all rolled into one.

And here’s the thing.…

Continue Reading Your Employer Brand: Identifying It in 5 Steps - Part 1 of 2