Benefits of Employer Branding

 

 

Employer Brand can be simply explained as the reputation of an organization as an employer and its value proposition to its employees. EVP (Employee Value Proposition) includes all what the organization can offer to employees and what might encourage people to join and or retain. (Armstrong, 2010)    

Employer Branding helps an organization to promote itself and its culture, values and goals to existing and potential employees as well as to the macro environment it operates.

Hence, Employer Branding is crucial for effective implementation of HR functions.

We are moving in to a decade where the workforce will get dominated by the millennials (Williams, 2013)and where talent acquisition will provide the edge over the competitors. Typical Millennials are extremely choosy when it comes to selecting the work place and at the same time they expect a clearer career path and rapid succession in their professional lives.

Organizations with strong brand image and EVP will be more appealing to these millennials (William I. Sauser, Jr., Ronald R. Sims, 2012). Apart from that, both potential and existing employees will tend to retain in the organization based on these characteristics and this will ensure capturing the best talents available in the market as well as retaining the talent within the organization. (David G. Collings, Kamel Mellahi, Wayne F. Cascio, 2017)

In summary Employer Branding will deliver followings for the betterment of an organization.

 

    1.       Lower employee turnover

    2.       Lower cost per hire & lesser time to hire – When the Employer Branding is strong, employees will tend to recommend the organization for others.

   3.       Strong talent pool – Organization has a better chance of attracting the exceptionally talented people which will help to boost the organizations performance and easy filling of vacancies.

   4.       Employee Engagement – Once the organization is being seen as a great place to work that provides career succession employees will start enjoying their work that leads to higher levels of engagement.

5.       Better Socio- cultural state – This will directly and indirectly attract customers to the organization.

(SixDegreeREcruitment, 2017)

 

References

Armstrong, M. (2010). A Handbook of Human Resource Management Practice. In M. Armstrong, A Handbook of Human Resource Management Practice (p. 396). London: Kogan Page.

David G. Collings, Kamel Mellahi, Wayne F. Cascio. (2017). The Oxford Handbook of Talent Management. In K. M. David G. Collings, The Oxford Handbook of Talent Management (p. 233). Oxford: Oxford University Press.

SixDegreeREcruitment. (2017, March 17). sixdegreesrecruitment. Retrieved December 19, 2017, from sixdegreesrecruitment.com: http://www.sixdegreesrecruitment.co.uk/what-are-the-benefits-of-employer-branding/

William I. Sauser, Jr., Ronald R. Sims. (2012). Managing Human Resources for the Millennial Generation. In J. R. William I. Sauser, Managing Human Resources for the Millennial Generation (p. 328). Carolina: Information Age Publising Inc.

Williams, R. (Ed.). (2013, September 13). Financialpost.com. Retrieved December 20, 2017, from financial post: http://business.financialpost.com/executive/careers/like-it-or-not-millennials-will-change-the-workplace