Dear Groupies... A popular definition by CIPD states." Employment branding has been defined as the 'company's image as seen through the eyes of its associates and potential hires'. " The issue is... how to improve the Brand image? I'd be really glad if someone could share their ideas here!
Thanks in Advance

From India, Pune
Employment Branding is very popular in the UK though a recent article in Incomes Data Studies by Duncan Brown wondered whether there was much point to it.
Step 1) Figure out what your employee value proposition is
Step2) Use Marketing and Advertising to promote your EVP to prospective employees
So what is your Employee Value Proposition?
It is the total reward employees get for working for your organisation.
(more here
So if your firm is a fun place to work, promote that. If you offer the best salaries, promote that. If you offer great career development, promote that. If your workforce is mostly young people, promote that. Or old people. If you offer work-life balance, promote that.
Mentors, coaching, training, education, etc etc

From United Kingdom, London
Have you yet decided what you want your brand to be? If so, begin incorporating it into everything that has anything to do with your recruiting processes. Incorporate it into your tag line. Any type of print material you have such as departmental letterheads, memos (regardless of whether internal or external) should bear your tag line. Branding is an attitude first, that needs to reside within your own staff before you can consistently and genuinely send that message to the world. Once that exists, then just make sure that everything that you send out whether correspondence, business cards, media advertisements in any form, all contain your message. Branding takes time and repetition, so it must be consistent, and that is where they key to success lies. Happy Branding!
From United States, Chambersburg
Hi Col & Co
Thanks for the response. However, I need to add that my company is just 2 yrs old. So the obvious "big boys" kind of show cant be done.. certainly not on expensive notes.
Any cost effective methods will be more than welcome.

From India, Pune
Hi, Link given by you is really worth reading and that issue requires a continuous thought process as employee retention is all time prevailing problem. Thanks again! Regards, Upasna
From India, Delhi
During the dotcom time, I also had my own recruiting firm. It was small, and I was playing up against the "big boys," so I know what you're facing. There were a couple of things I did well that really helped me. I networked a lot! I know that when you're small that you have to wear all the hats and it is really hard to do everything you need to do, but you need to fit it in where ever you can. I looked for networking opportunities with venture capitalists, because my targets were the startup dot coms. You'll have your own targets based on whoever your market is, and you look for networking opportunities there. Trust me, if you get some influential individuals or companies to refer to you frequently, it does wonders for your brand. It starts regionally, and it grows from there. One of the nice opportunities I had actually came from a vendor.

I worked very hard to try and find a resume database I could access through the web. Now that's a routine application, but when I was doing this, it was novel. I worked with the vendors and made some good contacts in the selection process. Well, when a leading trade reporter contacted these vendors for a story they were doing on technology and wanted someone they could interview with perspective, I was recommended. I got quoted in the Industry Standard, which during the dotcom time was the mark that you'd made it. Of course that got added to my "In the News Section on my website," and got as much mileage out of that exposure as I could. The point here is that you want to work with everyone. Don't consider yourself above anyone simply because you pay them and they are offering you a service. Everyone has connections and if you're known as someone who is a good resource by everyone, even if the route isn't immediately apparent, opportunities for branding open up ten fold, and are opportunities you couldn't have opened the door for yourself.

Hope this is useful.

From United States, Chambersburg
could you tell us a little about your company?
So far we know it is 2 years old and your work is e-recruitment, as far as I can gather.
Employment branding concerns potential recruits. So I am assuming you are looking to hire more people for your firm.
Some of the best employment brands are actually fairly small firms - St Lukes in London, Semco in Brazil. (probably still bigger than yours but)
You could go down the Employer of Choice route.
Or offer profit related pay.
Flexible working, work-life balance.
To be honest I'm not sure I understand what you are after.
Are you looking for ways to advertise?
Or ways to improve your employee value proposition?
If you offer your employees a better deal than they can get elsewhere, I imagine you will get a queue of people wanting to work for you.
The firm "Happy" formerly Happy Training, got a lot of press coverage for its approach regarding employees.

From United Kingdom, London

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