One of the most difficult aspects of employer brand measurement is identifying data points that can be directly correlated to the strength of your employer brand. Most importantly, it’s critical to capture both qualitative and quantitative data.
I am not an analytics person. In fact, I barely passed statistics in college. But the world is awash with data. From optimizing supply chains to understanding customer sentiment; from tracking the spread of contagious disease to predicting churn – data and algorithms have given us incredible leverage in business and in life. Although the field of business analytics was born in the 1950s, it was only in the last decade that we saw an exponential increase in our ability to capture data, analyze it, derive insights, and take timely action. Always-on data and predictive intelligence are transforming how we view the world and how decisions are made.
Just like employee engagement, the concept of employer brand isn’t new. These days, we just talk about it differently and with a renewed focus. In fact, it’s been around for quite a while. It’s only the relative newbies like myself who have come to realize employer brand embodies everything that we are passionate about: employee value proposition, employee engagement, employee satisfaction and the marketing of that to employees. I’m sure thought leaders — and friends such as Richard Moseley (who wrote the book on employer branding) — will say, “I’ve been talking about this for years!” But you don’t always learn until you’ve actually tried. Here are some mistakes (that I’ve heard of or experienced myself) you should avoid to ensure you develop a strong employer brand that has you standing out in the crowd.
Not too long ago, the conversation of choice, for me and most other internal communicators, was how to better engage employees through more effective communications, onsite events and employee town halls, employee opinion surveys, and collaborative technology.
If yours is like many businesses, you’re starting to notice a hiring crunch.
As you’ll see in the infographic below, the time to fill a position is at a record high of 27 days, and employers report being increasingly worried about the cost of positions that go unfilled.
The remedy to this situation appears to be social recruiting. Why?
This post has been guest authored by the folks at Betterteam, a web-based applicant tracking system where you can manage all your candidate applications and resumes in one easy-to-use online database.
Ever asked yourself how the United States compares to other countries when it comes to benefits and compensation?