Employer branding is a fairly new concept that has emerged due to increase in competition amongst organizations. It just cannot be ignored if one wishes to excel in the race that corporate sector is.
Branding is the backbone of every growing as well as established organizations. Although Brand development is an abstract concept and it is not at all tangible but few organizations have been successful in establishing their brands.
It is important that every organization started from the scratch and they have traversed a long path to ensure their success knew no bounds. Youth-based organizations or start-ups need to create a good image of themselves on certain college campuses in a particular outreach to ensure maximum outreach.
A general corporate brand reputation is not what employer branding aims to promote. The idea it tries to sell is concerned with the reputation of the employer. It wishes to bolster the image of the organization as the best place to work for the current employees, stakeholders and as an inviting beacon for future recruits.
This process employs marketing techniques being incorporated into human resources to engage and retain both talented employees and prospective candidates. Your corporate reputation and your policies/practices are used to strengthen the frame for your organization’s place in the job market.
If one seeks to increase the visibility of their organization, the target audience for them resides in the job pool (both actively seeking jobs and the ones already working), and the higher education sector.
We at Dare2Compete provide you with the conceptualization, execution and promotion of your brand on such platforms. Some major successes of ours have been the events we created and handled for the likes of Aviva Life Insurance, Aditya Birla Group and Vodafone. Apart from being successful recruitment platforms, it achieved what employer branding aims for – effectively communicated the employment experience and brand strength throughout.
Given the population surge, the number of qualified job seekers has become greater than jobs itself. Some might think that this eases up the need for active employer branding. But what needs to be understood is that with the surge in population, we are also getting more qualified individuals with extensive experience.
These recruits won’t bat an eyelid before resigning immediately if they find the work environment unsatisfactory. So it’s not only the recruitment that branding effects, it’s the retention also.
Employer branding in campus recruitment has come a long way from mere posters on the bulletin boards. The emerging processes have the power to reach a wider audience and make a bigger impact.
Here are a Few Steps to Start Generating Excellent Employer Branding
Gone are the days when simple advertising used to do the trick. An excellent social media policy is an affordable and wide-reach step to share information about the brand, its success stories and the reasons to join it.
Internships are the window to your organization’s soul
So make sure you treat the interns with respect and full transparency regarding your policies and working environment.
Go visual and while you are at it, make career development a key point
The youth of today won’t settle for a 9-5 job which provides no career growth. Increase your visibility on all platforms and show the potential candidates how much they stand to gain by joining your team.
Competitions and quizzes are some of the easiest ways to do so, an idea we used for the employer branding initiative for Dr. Reddy’s across various B-schools.
Foster equal communication among all the departments and create an environment that encourages Feedback
It is important to create a platform for communication and one that promotes employee’s viewpoints and stories. With time you could make it public to share the culture of your corporation with other aspirants.
Make the campus recruitment process interactive and informative
Have a clear understanding of what your brand stands for and interact with the potential recruits through it. The more engaging the process is, the better the results will be.
Campus recruitment has emerged as a major element in recruitment, a fact we have learned to use with the best results. We have designed and organized quizzes/competitions for some of the major corporations of India, some examples being Airtel and Reliance, aimed at the student community of the nation.
The events were a success both in terms of ground level promotion and for employer branding for future recruitment.