Employer Branding

My personal and professional branding are the same: being passionate about not limiting myself by my thoughts or actions, I am here to push the boundaries with those around me. This may sound simple, but there is a lot that goes into it. Building a network of strong, confident people is the key to being successful. My goal is to keep building these professional relationships as well as in my personal life with the help of social media and goal setting.

Employer Branding initiatives are used to portray the company as an ‘Employer of Choice’; one that actually upholds the EEO principles and not just sham concern for them.

When consumers hear the word personal branding, they will automatically associated personal branding with corporate branding (Gail (2010), When a company has established a good reputation and have endurance longevity, customers will keep that company on their mind and not concern with a particular product.  For

To increase our recruitment, the company will began a campaign to promote positive employer branding. We will do this by hosting yearly coding events, inviting high school and university students to compete

Maintaining the employment brand/image of how one perceives the hospital is vital not only for current internal employees and future external applicants but for patients, as well. The brand/image of the hospital has an economic and social impact on the organization (Florea & Mihai,

demonstrates the employers concern for the well-being of their employees as well as their personal value.

Once the stakeholder’s needs are identified, the company needs to establish what brand they are trying to polish. This is when ideas and brainstorming among coworkers to develop a unison brand image is formed. Knowing the brand and how to send the image, or message, out about that brand happens in the developing of ideas.

One may arguably say "customers first" but the truth is employees are just as important as customers. Having a happy, productive workforce provides a better output and is a win-win to all parties. In fact, the image of happy workforce is a favourable brand that attracts talent. In order to accomplish this it is important that the business strategy identified should be alignment with all facet of the business which includes recruiting, selection of resources and compensation.

Since an increasing number of people focus on brand names instead of product, brands become important elements for customers to choose products (Carroll, 2008). When customers trust the brand, the benefits for the manufactures are generated. In the first place, brands can be used by products as the tool to identify and differentiate themselves from various products. Secondly, brands are helpful for companies to build a competitive advantage (Bick, 2009). Therefore, organisations take more attention to branding.

Of all of the tools in this category, the employment branding approach is the strongest. It is a long-term approach designed to make candidates aware of why your company is an excellent place to work. Although this is an excellent long-term recruiting strategy, since it builds the interest and knowledge of applicants about your firm, it does, by design, also bring in a very large volume of every type of candidate.

Realistic Recruitment Message – shows how the company operates and how the job requirements really

What’s your personal brand? It’s who you are, what you stand for, and what you hope to convey to potential employers.

2. Human resistance to the Brand Stewardship: some employees are contrary to the concept, because they see it as “an indictment of what they have been doing”. They perceive the embracement of the new Vison as admitting that previous practices were wrong [Org Change Strategies and Tactics]. Employees may need support and facilitation.

The challenges employers continue to face are how to retain and attract skilled talent. One of the most influential areas that too many organizations currently overlook is its employer brand as a key business strategy. Studies range in the reported cost of a new hire, purporting single hire expenditures from $10,000 to upwards of $100,000. And yet despite these hard numbers, Employer Brand International’s Global Research Study found only a mere 14% of companies are truly leveraging employer branding.

“A brand is a bundle of values and attributes that define the value you deliver to people through the entire customer experience, and the unique way of doing business that forms the basis of your company’s relationships.” Denise Yohn’s book, What Great Brands Do, provides a framework of seven branding principles that propose to set companies apart from the competition through what Yohn refers to as a ‘brand as business’ approach in which companies fully integrate brand throughout day to day operations and decision making. As Yohn explains, “brand is not what you say you are – it’s what you do.” A minority of businesses, roughly one-third in a recent survey, consider brand values when making decisions. These seven branding principles: great brands start inside, great brands avoid selling products, great brands ignore trends, great brands don’t chase customers, great brands sweat the small stuff, great brands commit and stay committed and great brands never have to give back, will be discussed in relation to Seaside Plumbing Inc.’s current and potential branding strategy.