Leveraging Employer Branding As A Key Business Strategy

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.

The unemployment rate has dramatically increased over the last several months. This increase has created many complications for the American people. Although the United States economy has created over 7 million jobs, there is still a long way to go until the economy is back on track.

We will build on all that our great town has to offer to those who live and work here from the incredible downtown river district, to the miles and miles of walking, running, and bike paths throughout the entire town just to name a few. We can highlight the fact that employees of our great company can kayak to work or on their lunch breaks, or push the large number of fine restaurants within walking distance of our front doors. Maybe we have a job fair during one of our towns many festivals or special events and incorporate it into the job fair itself. There are many ways in which we can brand our organization by building off all that there is to offer in our great town, and we need to come up with a comprehensive strategy and implement it

To get back to the point, it’s important to think of branding as the DNA of your organization, and consider what people will say about you when you aren’t in the room. This is why branding also trickles its way down to the small things like how you present yourself at events, how you talk to people, and how you conduct business away from the

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,

As an example, Picture 1 is Disney College’s poster that appeals people to study at the Academy and work with the company after graduated. And Picture 2 and 3 are Invitations of company to work with them. Employment branding is not only advertising goods of the company but also providing public access to the company's business philosophy. And it may be possible to influence the creation of public and youth to feel good and may want to work with a company when they graduate.

Recruitment or employer branding and the retention of talent are important to any organization. With all the outlets for social media it is becoming important for companies to maintain control of their brand. Organizations need to effectively create a brand strategy for recruiting and retaining key talent. This paper will research the importance of branding and how it affects the retention of talent and provide steps of how best to establish a brand strategy.

The topic of my thesis is “Employer branding”. Employer branding is basically the procedure of promoting a particular company, to make a company in which people wants to work and to make that company a desired place for people, a company which wants to hire and retain their existing workers its employees. The process puts light upon the company’s ability in attracting, recruiting and keeping the existing employees – referred to keeping the most talented employees and securing the company’s business plan (2016 by Brett Minchington). This topic covers the fact that why a person wants to work in a particular company and why the current employees working in a firm or a company don’t want to leave their existing jobs in that firm and are very much proud to work in that company. My research revolves around that what are the major key factors that make an employer a brand or

There is a great change going on in employment trend and labor force in the U.S. in 21st century because of aging, diversity immigrants and few other factors and it’s a dramatic change, from 1950 to 2050. This massive demographic change has an impact on the number of people working or people looking for work. In the beginning of 21st century the demand for labor force has increased which is one of the main source for growth and economic progress. Growth rate in population and labor force has changed the trend in employment today compare to 1950. Today more older people are working, its more diversified and more women are involved at workplace. There are going to be significant changes in coming years compare to past 50 years. For example, labor growth rate will be less than what we had in past 50 years. As per the Mitra Toossi’s article “A century of change: the U.S. labor force, 1950-2015”, ‘The high growth rate of civilian labor force in the past 50 years will be replaced by much lower growth rates in the next 50 years’. The main reason to this slowdown in growth of the labor force is high tech innovation which is reducing the demand of traditional labor force.

This chapter presents relevant literature to the subject of Employer Branding. The literature supporting the proposed conceptual model framed for this research and also helps in understating the theoretical base and perspective of various research and researchers in this field.

The paper is written by Ying Fan a senior lecturer at Brunel Business School, Brunel University in London. Dr Fan has held faculty positions at the universities of Lincoln, Hertfordshire and Durham. His research interests surround branding and marketing communications, and cross-cultural management issues.

Leadership has contributed to managing communication also through that the brand is the image of an organisation that is created through design – giving a cosmetic intention to the public, employees and investor to what a business is. The concept of a brand is a shell that covers expression and free speech for employees. Through analysing the various gaps of a major organisation – which are vision-culture gap, image-culture and image-vision, closing these gaps lets managers understand a “stakeholder’s points of view and needs, the employees perspective and the strategic intent of top management” (Clegg, Kornberger & Pitsis 2011). Brands such as McDonalds and Burger King that “was unheard of it the eighties, setting up kiosks in lunchrooms” (Klein 2000) having brand wars in schools and universities in exchange for undisclosed payments to the schools. Branding has shown unethical practices in people outside of corporations where “student suspended for wearing Pepsi shirt on Coca Cola day” – showing that the level influence that corporations have in educational institutions to which they would punish students due to a situation that does not hurt the brand or anyone else, but sways schools to act in unethical methods to keep the sources of income they gain from supporting brands and corporations.

Abratt, R., & Kleyn, N. (2012). Corporate identity, corporate branding and corporate reputations: Reconciliation and integration. European Journal of Marketing, 46(7/8), 1048-1063.