Isomorphic Patterns with Unique Flair: Employer Branding Strategies Emerge among Top-performing Employers

2021 ◽  
pp. 1-24
Author(s):  
Chelsie J. Smith ◽  
Christina Smylie
Keyword(s):  
Employer Branding ◽  
Branding Strategies

Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: mediating effect of person–organization fit

2019 ◽  
Vol 52 (1) ◽  
pp. 35-49 ◽  
Author(s):  
Poonam Chawla
Keyword(s):  
Employee Engagement ◽  
Global Economy ◽  
Structural Equation ◽  
Mediating Effect ◽  
Employer Branding ◽  
Business Process Outsourcing ◽  
Content Type ◽  
Branding Strategies ◽  
Person Organization Fit ◽  
The Impact

Purpose The purpose of this paper is to investigate the impact of employer branding strategy (a mechanism used by organisations to hire and retain competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organisation (P-O) fit. Design/methodology/approach The study analyses a sample of 296 employees working in the BPO sector in India. The proposed model is tested with the help of structural equation modelling. Findings The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement. Practical implications Understanding and implementing employer branding strategies provides the organisation with a tool for not only harnessing good employees but also facilitates them to engage and retain them. Employer branding strategies ensure an increase in employee’s sense of belongingness and alignment of goals. Value congruence in the form of person organisation fit also ensures that employees believe that they are valued across the organisation and may go an “extra mile” to achieve organisational objectives. Originality/value Employer branding is a comprehensive strategy which can be used by employers to attract and retain talented employees. In a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.

scholarly journals Does employer branding beat head hunting? The potential of company culture to increase employer attractiveness

2020 ◽  
Vol 16 (4) ◽  
pp. 87-112
Author(s):  
Maria Corina Barbaros ◽  
Keyword(s):  
Qualitative Research ◽  
Brand Management ◽  
Holistic Approach ◽  
Organizational Attractiveness ◽  
Employer Branding ◽  
Strategic Partner ◽  
Branding Strategies ◽  
Strategic Assets ◽  
Company Culture ◽  
Employer Attractiveness

This paper aims to investigate the combined effort of the HR Department and the Marketing and Communication Department to define and implement employer-branding strategies. To obtain the aim, qualitative research was designed to establish the relationship between employer attractiveness, organizational attractiveness and company culture, and to identify to what extent company culture can be communicated through employer branding. Therefore, firstly, the study clarifies the links between employer branding, employer attractiveness, company culture, and the boundaries of these concepts. It then examines how employer branding works concerning company culture attributes, and, finally, the paper draws some conclusions that will address practical implications in the form of employer brand management. The research design was based on qualitative research methods (in-depth interviews and focus groups) applied to stakeholders, employees from the IT industry, and IT companies’ representatives. Subsequently, the qualitative data were processed with Atlas.ti 8 that generated the results and the points under discussion. The data show that when recruiting strategies, respectively, employer-branding strategies are thought separately, as happens most of the time, their efficiency diminishes considerably, and the employer image does not have consistency and attractiveness. To conclude, this study highlights the following practical ideas: a)management teams must have a holistic approach of employer branding, organizational attractiveness, and company culture; b)employer branding, in order to become a useful tool for employees’ retention and recruitment, must be managed by both the HR Department and the Marketing and Communication Department within a coordinated and coherent strategy and c) for employer branding to be efficient, there is a need to leverage HR as a strategic partner and, as a result, employees will be developed into strategic assets of the company.

Athlete-Centric Employer Branding During Rival Leagues’ Market Entry

2021 ◽  
Vol 30 (4) ◽  
Author(s):  
Christopher Michael McLeod
Keyword(s):  
Market Entry ◽  
Case Analysis ◽  
American Football ◽  
Employer Branding ◽  
Brand Architecture ◽  
Branding Strategies ◽  
Public Pressure ◽  
Multiple Case ◽  
Sports Leagues

New sports leagues use employer branding to promote themselves as distinctive and desirable employers so they can attract talented athletes. A multiple case analysis was used to examine the employer branding strategies of four leagues that entered markets with incumbents: the National Women’s Hockey League, BIG3, Alliance of American Football, and Premier Lacrosse League. All four leagues used athlete-centric employer branding, which uses symbolic and instrumental employment information to signal commitment and involvement to athletes. Leagues also directed their employer branding to consumers. The findings suggest adding an employment dimension to theories of league brand architecture as well as reconsidering the audience for employer branding. Athlete-centric employer branding is a strategy for entering markets from a rival position and is likely to become more popular as public pressure on leagues increases.

scholarly journals The enhancement of the employer branding strategies of Polish hospitals through the detection of features which determine employer attractiveness: a multidimensional perspective

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Beata Buchelt ◽  
Bernard Ziębicki ◽  
Joanna Jończyk ◽  
Joanna Dzieńdziora
Keyword(s):  
Performance Management ◽  
Healthcare Providers ◽  
Medical Personnel ◽  
Developed Countries ◽  
Hospital Performance ◽  
Rank Test ◽  
Employer Branding ◽  
Factors Influencing ◽  
Branding Strategies ◽  
Doctors And Nurses

Abstract Background Polish healthcare providers already struggle with a deficiency concerning human resources, especially with regard to doctors and nurses. Because of this, effective HRM interventions should be taken in order to attract and retain medical personnel. Employer branding is one such intervention because it not only results in improving the organization's reputation as an employer but also improving HRM practices. However, to create an effective employer branding strategy, a contextual approach should be taken. Because of this, the aim of the study is to assess the importance of various factors influencing medical personnel’s perception of a hospital’s attractiveness as an employer. Methods The study was performed among 285 hospitals in Poland assuming a confidence level of 0.95. In each hospital, five respondents took part in the survey. The first cohort of respondents named ‘Directors’ consisted of hospital directors or employees authorized by them, mostly HR specialists. The other four groups were: ‘Hybrid Doctors Managers’ (individuals who had the roles of both doctor and manager); ‘Hybrid Nurses Managers’ (having the roles of both manager and nurse); ‘Physicians’; ‘Nurses’. Due to the ordinal nature of the data, the chi-square test of independence was used and the V-Cramer coefficient was determined. To indicate significant discrepancies between the responses of the respondents’ cohorts, the Kruskal–Wallis rank test was conducted. Results and discussion Various groups of respondents perceive hospital attractiveness as an employer differently. While the opinions of medical personnel are more or less homogeneous, the cohort of employees responsible for HRM are less consistent with regard to their perception of hospital attractiveness. Additionally, ‘Directors’ highlight tangible factors determining hospital desirability. Moreover, their hierarchy of the top five factors influencing EB clearly exposes their quantitative orientation towards hospital performance management. Medical personnel hierarchies of the determinants expose qualitative orientation. Excluding country-dependent factors, such as regularity of remuneration payment, the professionals value such determinants as a nice work atmosphere, cooperation with colleagues (specialists), good working conditions and, most importantly, employment stability. The last determinant results from generational and gender tendencies (feminization), and yet it stands in contradiction with a tendency of flexible employment implemented in most developed countries due to a lack of medical personnel. Conclusions The results showed the importance of adapting employer branding strategies to the medical professional groups (doctors and nurses). This is because their perception of employers’ attractiveness differ. In addition, elements of the profession genotypes play an important role in how the physicians and nurses value various factors creating the employers’ attractiveness. The research also revealed the fact that top managers or HR specialists can wrongly identify the hospitals attractiveness since they are more quantitatively than qualitatively oriented. For this reason, they may implement inefficient EB strategies.

scholarly journals Employer Branding-An Employer Attractiveness Tool, Attractiveness Factors for Millennial

2021 ◽  
Vol 11 (4) ◽  
pp. 5533-5548
Author(s):  
Pankhuri Jaswal ◽  
Sonali Bhattacharya
Keyword(s):  
Work Experience ◽  
Employer Branding ◽  
Brand Building ◽  
Talent Pool ◽  
Branding Strategies ◽  
The Right ◽  
Employer Attractiveness

Purpose: In a VUCA world and growing competition within organizations to attract the right talent, it is of extreme importance for the organizations to build employer branding strategies. Organizations need to know these strategies should be based on what factors. This study aims to understand how employer branding can be used as a tool to promote employer attractiveness. The study specifically explores the preferences of Millennial when they are looking for an employer. The study was done on MBA and BBA students, with and without work experience to know perspectives of both fresher’s who without having any experience aspire and wish their organizations to be of a certain kind and students with work experience who tend to eliminate difficulties they faced in previous organizations and prefer for certain values in their new organizations. 200 students took the survey. This study shows what factors the organizations or brand-building vendors should work on to target the right talent pool.

scholarly journals Analisa Strategi Employer Branding terhadap Minat Melamar Kerja

2021 ◽  
Vol 5 (4) ◽  
pp. 414
Author(s):  
Irene Reinardus Indra ◽  
Sawidji Widoatmodjo
Keyword(s):  
Social Media ◽  
Corporate Reputation ◽  
Structural Equation ◽  
Positive Impact ◽  
Equation Modeling ◽  
Employer Branding ◽  
Media Usage ◽  
Branding Strategies ◽  
Employer Attractiveness ◽  
The Impact

The objective of this study is to acknowledge employer branding strategies for companies in Indonesia to attract intention to apply from prospective fresh graduates by analyzing the impact of employer attractiveness and social media usage to corporate reputation directly and to intention to apply indirectly through corporate reputation and also the impact of corporate reputation to intention to apply. The sample of this study is 297 college students in who will become fresh graduates in next 1-2 years. Structural equation modeling is used in the hypothesis testing. The result of the study shows that development value of employer attractiveness and social media usage have significant positive impact on corporate reputation directly and on intention to apply indirectly. Corporate reputation itself has significant positive impact on intention to apply. In conclusion, companies in Indonesia should pay attention to development value and consider using social media in designing their employer branding strategies to attract fresh graduates to apply for jobs in the companies. Penelitian ini bertujuan untuk mengetahui strategi employer branding bagi perusahaan di Indonesia dalam menarik minat melamar kerja dari fresh graduates dengan menganalisis pengaruh daya tarik perusahaan dan penggunaan media sosial terhadap reputasi perusahaan secara langsung dan minat melamar secara tidak langsung melalui reputasi perusahaan dan juga dampak reputasi perusahaan terhadap minat melamar kerja. Penelitian ini menggunakan sampel 297 mahasiswa yang akan menjadi fresh graduates dalam 1-2 tahun ke depan. Uji hipotesis dilakukan dengan structural equation modeling. Hasil penelitian menunjukkan bahwa daya tarik perusahaan dimensi development value dan penggunaan media sosial berpengaruh signifikan positif terhadap reputasi perusahaan secara langsung dan terhadap minat melamar kerja secara tidak langsung. Reputasi perusahaan sendiri memiliki pengaruh signifikan positif terhadap minat melamar kerja. Maka, perusahaan di Indonesia perlu memperhatikan dimensi development value dan mempertimbangkan penggunaan media sosial dalam merancang strategi employer branding untuk menarik fresh graduates melamar pekerjaan di perusahaan.

scholarly journals EMPLOYER BRANDING ON THE WEB: AN EMPIRICAL STUDY OF THE SELECTED POLISH COMPANIES

2018 ◽  
Vol 6 ◽  
pp. 162-169
Author(s):  
Kalina Grzesiuk ◽  
Monika Wawer
Keyword(s):  
Job Seekers ◽  
Employer Branding ◽  
Related Services ◽  
Current State ◽  
The Social ◽  
Branding Strategies ◽  
The Media ◽  
The Right ◽  
A Company

This article concerns employer branding strategies implemented by the selected Polish companies. The main purpose of this paper is to present the current state of network tools utilization among the largest Polish private firms listed in 2017 by the Forbes Magazine. The media taken into consideration included the company’s website career page and the firm’s presence on the job related network sites such as: LinkedIn, GoldenLine, GoWork.pl and Pracuj.pl. The research described in this paper was based on a case study method. The results show that the company’s website and the social network sites are effective tools for building a firm’s profile as a part of employer branding strategies. However, with such a wide choice of the job related services available, a company must choose the services that allow the company to address the right target audience for active and passive job seekers.

Delivering on organizational promises: the role of employer branding in employee retention

2020 ◽  
Vol 28 (3) ◽  
pp. 41-43
Keyword(s):  
Organizational Support ◽  
Employee Retention ◽  
Design Methodology ◽  
Reading Time ◽  
Employer Branding ◽  
Content Type ◽  
Branding Strategies ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This study found that perceived organizational support within employer branding strategies positively influences organizational commitment and employee retention. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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