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Employer Branding News
How to attract, satisfy and retain talent
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Why Large Companies Fail To Keep Their Best Talent, Eric Jackson

Why Large Companies Fail To Keep Their Best Talent, Eric Jackson | Employer Branding News | Scoop.it

Big companies are notoriously bad at keeping their best people. Here's why Dilbert lives in most big companies.

 

1. Big Company Bureaucracy. 

2. Failing to Find a Project for the Talent that Ignites Their Passion. 

3. Poor Annual Performance Reviews. 

4. No Discussion around Career Development. 

5. Shifting Whims/Strategic Priorities.

6. Lack of Accountability and/or telling them how to do their Jobs. 

7. Top Talent likes other Top Talent. 

8. The Missing Vision Thing. 

9. Lack of Open-Mindedness. 

10. Who’s the Boss?

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5 internal communications myths, Ken Milloy

5 internal communications myths, Ken Milloy | Employer Branding News | Scoop.it

Over the past few weeks I've had conversations with a number of senior business leaders. Throughout the interviews, I found myself making notes about communication myths I thought had been put to rest a long time ago. Apparently, they live on.
We have to make these myths disappear:

 

1. "Employees are not interested in information beyond their daily tasks."

2. "Employees are overloaded and don't want more information."

3. "Employees are not partners in the business; they only work for a salary."

4. "Sensitive information is reserved for senior leaders."

5. "Information is a powerful tool for individuals; the power is diluted when shared with groups."

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What Employees Really Want—and 4 Ways to Deliver it, Rieva Lesonsky

What Employees Really Want—and 4 Ways to Deliver it, Rieva Lesonsky | Employer Branding News | Scoop.it

How can you keep employees engaged, satisfied and loyal to your business? These questions are more important than ever in today’s challenging economy. Few small businesses can afford to lose a key employee to the competition, or to spend valuable time searching for, interviewing and training replacement workers.

 

With employees feeling stultified by the lack of advancement opportunities and vanishing salary increases that accompanied the Great Recession, you might think offering them more money—higher salaries, raises or bonuses—is key to keeping your staff happy. You’d be wrong.

 

What employees really want is recognition:

- Do it all year long. 

-Avoid favoritism. 

-Be inclusive. 

-Value employees as people. 

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Why Employer Branding Matters, Bob Kelleher

Why Employer Branding Matters, Bob Kelleher | Employer Branding News | Scoop.it

Why do people stay with your company?

Why do people want to work for your company?
Who are your stars; what are the common behaviors and traits that your stars possess?

 

What do BMW, Apple, and Southwest Airlines have in common?

 

They are all exceptional at linking employment and product brand. Apple hires the most creative people to make the most creative products. BMW hires people who are driving enthusiasts to build the ultimate driving machine. Southwest Airlines hires people who have “fun” in their DNA.


These three companies also excel at a practice I call tri-branding. In addition to linking both product and employment brand, they also get their customers to sing their praises or live their brand. For instance, I’m a Droid user, and I continue to be surprised at the number of iPhone friends who take delight at “trumping” my Droid apps with their own Apple apps. They’re actually living the Apple brand.

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How employees shape the company brand image, Lisa Barone

How employees shape the company brand image, Lisa Barone | Employer Branding News | Scoop.it

Everyone on your team is now the receptionist. It’s not just your entry-level employees manning the phones or your high-level executives that you need to worry about. Social media touches every member on your team and every facet of your organization. Through your phone lines, your blog, your Twittering, Facebook, in-store interactions – everyone has the potential to make or break your sales process.

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2011 Global Employer Branding Study Results, Global Recruiting Roundtable

2011 Global Employer Branding Study Results, Global Recruiting Roundtable | Employer Branding News | Scoop.it

Companies who invest in developing their employer brand can expect an increase in employee engagement and ease in attracting candidates with 38% of companies rating them as the main benefits of their employer brand strategy, according to a wide-ranging global survey from Employer Brand International. The study released today also found the rush by companies to shift expenditure into social media to build online communities they can recruit from and engage with, has resulted in a 209% increase since 2009 in social media usage by companies to communicate their employer brand.


84% of companies believe a clearly defined strategy is the key to achieving employer branding objectives

71% of employees say obtaining an adequate budget is their number 1 challenge in managing an employer brand
59% of companies leverage their career website for communicating the employer brand
55% of employees believe it’s important other people want to work for their employer
44% of companies use social media to enhance their employer brand
18% of marketing departments are responsible for the employer brand strategy
Defining the employer value proposition (EVP) is most the effective initiative (9% of respondents), whereas the emerging practice of talent pool development is ranked number 16 at 2%

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Recruiting: The Hidden Costs of Pipelining Candidates, Glen Cathey

Recruiting: The Hidden Costs of Pipelining Candidates, Glen Cathey | Employer Branding News | Scoop.it

No one seems to attach a value to all of the time and effort it takes to develop and maintain Work-in-process (WIP) candidate inventory – a pipeline of candidates that have been sourced, screened, evaluated, and “kept warm” through ongoing relationship management.

 

But don’t kid yourselves – there is a heavy cost associated with all of this work!

 

Building and maintaining a traditional pipeline of candidates requires quite a bit of time and effort. First you have to source well-qualified candidates who closely match the forecasted/projected requirements – this often means a mix of phone sourcing, internet sourcing, social recruiting, and network/referral recruiting.

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What Great Companies Know About Culture, Deidre H Campbell

What Great Companies Know About Culture, Deidre H Campbell | Employer Branding News | Scoop.it

To better understand the ROI, my company, Burson-Marsteller, teamed up with the Great Place to Work Institute to ask senior executives from top-ranked companies about the value of a positive work environment. The survey garnered responses from 20 of the top 25 companies in the global workplace ranking. Here's what those companies do in common:

 

1. They invest more in their employees.

2. They're upgrading. 

3. They recognize that culture is critical to talent retention. 

4. They know their audience.

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Recognition Increases Retention & Performance, Derek Irvine

Recognition Increases Retention & Performance, Derek Irvine | Employer Branding News | Scoop.it

Without a truly strategic recognition program, you’re likely not doing all you can to retain employees, help them achieve and sustain maximum productivity, and engage them in your culture.

 

Surveying office administrative personnel, the survey revealed:

- 66% would leave their current position if not shown appreciation by their manager
-67% say receiving recognition greatly or somewhat improves their performance
-93% of employees saying receiving formal recognition helps motivate them to sustain high performance.

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3 Reasons Why Bonuses Are Simply “Too Much”, Derek Irvine

3 Reasons Why Bonuses Are Simply “Too Much”, Derek Irvine | Employer Branding News | Scoop.it

In the last few weeks, I’ve read several articles on why the bonus culture has failed. Most of the articles centered on the two areas where I believe this failure is most prominent – banking and financial institutions and the corner office.

 

1) Too much weight given to bonus vs. base pay

2) Too much of a gap between the total compensation for those at the top vs. those in the trenches

3) Too much complexity that only encourages negative repercussions

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Monitor your brand, Thomson Dawson

Monitor your brand, Thomson Dawson | Employer Branding News | Scoop.it

Brands have life cycles. They begin with excitement and promise, enter their growth phase, reach a plateau, and then slowly lose relevance as customers move on to the latest and greatest new thing. This is as natural as life itself. That’s why it’s a good idea to monitor brand health along the way–before sales slip.

 

External Partners and Customers

Internal Stakeholders

Competitors

Brand Positioning

Brand Identity

Brand Equities

Brand Architecture

Communications/Messaging

Budgeting/Resource Allocation

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Why an Employee Value Proposition Matters, Towers Watson

Financially high-performing companies are more likely to have an EVP than lower-performing ones. Find out how to create the right EVP for your organization and workforce, and how to communicate it broadly for maximum effectiveness and impact to best position your organization as we emerge from the economic crisis.

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Employer brand is spread in social media by your employees, InSites Blog

Employer brand is spread in social media by your employees, InSites Blog | Employer Branding News | Scoop.it

Organisations ability to shape and control their image as an employer is eroding fast. According to a recent study of 9,027 people in 35 countries by InSites Consulting upwards of 1 in 5 social network users talk about the company they work for online.

 

Considering that there are now 1 billion+ people using social networks worldwide, what we have here is an unprecedented ocean of unauthorised, unchecked and unapproved commentaries on daily life in companies large and small. So what are people posting?

 

50% share information on (new) products and services
50% announce company events
37% share information on sales and marketing campaigns
37% share job vacancies
37% tell stories about company culture
36% announce promotions
21% share news about new hired employees

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Book: The Interdependence of Employee and Customer Satisfaction, Yasemin Mehmet

In the last years, organisations have invested considerable resources into programs that enhance the satisfaction of their personnel. The implicit proposition underlying these activities is that content employees lead to content clients.

 

Employee satisfaction is expected to result in better working performance including politeness, positive non-verbal behaviour, respect, and cooperativeness in the employee-customer interaction. In the interaction process customers may affect the satisfaction of employees.

 

- Is there an influence of customer satisfaction on employee satisfaction?

- Does employee satisfaction have an impact on customer satisfaction?

- Is there an interrelation between customer satisfaction and employee satisfaction?

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