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.
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?
Today’s blog post features guest writer Stuart Hearn.
Any ambitious entrepreneur, or forward-thinking manager, is well aware of the importance of remaining competitive. Staying ahead of the curve is of the utmost importance for any HR department, and when it becomes clear to a company that their performance review system is not delivering results, we can always look to top organisations for inspiration.
Not too long ago, I wrote a blog post on creating a value proposition specific for millennials. It’s a topic that dominates many HR conversations today. Many a HR gurus, scholars, grad student, think tanks have written about millennials and their impact on the workforce, and so it’s not too hard to find soundbites such as: