Techniques of Employer Branding

Techniques of Employer Branding vary from organization to organization. Fundamentally, Employees are the best resource to brand any organisation. Their constant feedbacks not only help the organisation to correct the neglected areas for improvement but also helps in retaining them as they feel special.

Most employer brand practitioners and gurus argue that effective employer branding and brand management requires a clear Employer Brand proposition, which extends to define, what the organisation would most like to be associated with as an employer; highlight the attributes that differentiate the organisation from other employers; and clarify the ‘give and get’ of the employment deal.

The signification of employer branding refers what and how employees are currently engaged with an organisation. In conditional term, it denotes the sum of a company’s efforts to communicate to existing and prospective employees that's makes it a desirable place to work, and the active management of a company’s image as seen through the eyes of its associates and potential hires.  The advisory team of professionals in the organisation with varying experience levels can support in such activities. Add employee testimonials, interviews and surveys in the company website. Organise training sharpen the skills, recognising and rewarding employees for their work.

The recent evolution of Social media changes the way of employer branding because it allows current employees and customers to engage themselves to cash branding propositions.

Employer brand management expands the scope of this brand intervention beyond communication to incorporate every aspect of the employment experience, and the people management processes and practices that shape the perceptions of existing and prospective employees. In other words, employer brand management addresses the reality of the employment experience and not simply its presentation. By doing so it supports both external recruitment of the right kind of talent sought by an organisation to achieve its goals, and the subsequent desire for effective employee engagement and employee retention.

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