Skip to main content

Employer branding is just not marketing!

Employer branding begins but does not end till the time you have taken a good merry go round of the available digital media platforms that gives you visibility as a credible employer. Unfortunately employer branding if crafted for marketing success, it may miss the purpose of inspiring top talent to consider a job opportunity and visualize career growth and fulfillment!

I have my takes on the platforms that companies use; their importance vs impact!

Interfaces Platform Importance/Impact-

Career page of the Company website "Importance-Talent marketing hinges on to career page, every other campaign in hiring revolves around it. It is the centerpiece ! 

Impact- If you are able to pull talent on career page from all other open market media, you have very high possibility of converting that candidate. Here you feed him with company vision, products, people and culture. Battle won!"

LinkedIn Professional media "Importance- LinkedIn is undisputed, the most reputable media to professionally talk about company and people etc and seek talent attention!

Impact- Here you can either be applying the same mind set as generally companies have for Naukri, IIMJobs or you can create your niche presence!"

Facebook Social media "Importance-Matters as you advertise your products here and your target candidate is from the same niche as your target buyer is.

Impact- Use the right mix in communication and try to evince interest in being a part of the company that creates such products would be a great place to work at, too."

Twitter Social media "Importance-It is required you are there as a company for selling your brand and attracting talent. Though this is not a hiring platform but you need to be as noticeable there as on FB. Use the right mix of communication, brand, values, people and the journey, milestones, the BHAG!

Impact-It is considerably an elite platform and recent change in settings at twitter makes it even more sensible media to be used as platform. As you care about niche speak, you have audience here for all purposes professional."

Quora Answering platform "Importance-Empirically large part of Start ups success has been written by folks who join you fresh from campuses. It is a great platform where you directly talk in close-combat mode to the target you want to hit. Again niche platform and opnions matter here. Top talent considers Quora responses with high regards!

Impact- It is obvious if you try it well."

Glassdoor Review platform "Importance- You realize it more when you have a very credible sounding negative review on company, CEO, interview or salary related experiences. Fake strategies do not help here. People who look at Glassdoor can easily read all meanings between the lines, words and letters. Use it to your best advantage. Respond to reviews honestly! 

Impact- You know it has on both talent outside and within. Talent marketing for niche skills are mostly Inside-Out. What your internal folks believe in and say, formally or informally are equity of your talent appeal."

IIMJOBS.COM Job listing platform "Importance- Not sure how much it helps but be there before your recruiting partner placed your Ads, half-hearted.

Impact-No idea!"


Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through

Why is ‘Total Rewards’ key to talent management?

Why is ‘Total Rewards’ key to talent management?  Total Rewards (TR) is talent life-cycle management tool that holistically embeds into the whole business plan.  TR can add feather to the modern day HR if they can handle it well to give company the long term competitive edge Unfortunately TR is not a broad-brush tool and so it requires an insightful ‘HR Leader’ with strong sense and capability of strategic alignment, analytic thinking and rightful implementation strengths . WHY TOTAL REWARDS? You must show employees “what’s in it for me.” This means tying together the benefit of the job, the culture, their colleagues, and the company’s mission and its values, as well as total rewards. But total rewards are the most immediate and visible element to employees. SOURCE: Bremen, John and Sejen, Laura. Advancing Total Rewards & the Employee Value Proposition. WorldatWork. 2012. COMPENSATION: IT’S KIND OF A BIG DEAL Compensation can be the single biggest cost