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.

Employer branding

2016 ◽  
Vol 24 (3) ◽  
pp. 29-31 ◽  
Author(s):  
Pauline Drury
Keyword(s):  
Work Experience ◽  
Employer Branding ◽  
Content Type ◽  
American University ◽  
Baby Boomer Generation ◽  
Younger Workers ◽  
Talent Pool ◽  
Functional Attributes ◽  
The Impact ◽  
Practical Implications

Purpose The purpose of this paper is to examine the effects of employer branding on company attractiveness to younger workers. Design/methodology/approach The paper analyzes the relative importance attached to symbolic and functional company attributes using a survey conducted at a large North American university. It considers the impact of differing levels of work experience on responses to employer branding. Findings The best employers get nearly twice as many job applications compared with other organizations. So when they are recruiting, they can pick and choose from a bigger talent pool and select the very best applicants. The “baby boomer” generation is retiring from the workforce, and later generations are smaller in size. The result of these demographic factors has been to increase fears of labor shortages. Competition for a shrinking talent pool of younger workers means that employers need to focus on the things that make their company attractive to potential applicants. Practical implications The study suggests ways in which human resources professionals can maximize the effectiveness of employer branding as a means of attracting job applications from young workers. Social implications It notes that symbolic attributes are more strongly predictive of company attractiveness than functional attributes and that this effect becomes more marked with work experience. Originality/value This paper aims to show how marketing concepts can be applied in a human resource context.

scholarly journals Employer Attractiveness to Chinese Potential Employees

2018 ◽  
Vol 4 (2) ◽  
pp. 147
Author(s):  
Yiran Liu
Keyword(s):  
Multinational Enterprises ◽  
Online Survey ◽  
Chinese Students ◽  
Chinese Student ◽  
Employer Branding ◽  
Brand Building ◽  
Company Reputation ◽  
The Uk ◽  
Strategic Advice ◽  
Employer Attractiveness

Many multinational enterprises (MNE) are struggling with attaining economic revenue by controlling talent shortages in highly competitive emerging economies, such as China. Thus, competition is increasing to seem as an attractive employer by the target employees group. Employer brand building plays an important role for MNEs to attract and retain talents. However, few researches are focus on its effects on Chinese potential applicants’ perceptions. This study aims to label Chinese potential employees' expectancies of future employers. It inquires to what extent employer attractiveness factors (from EmpAt) influence company reputation and intention of job application among Chinese students overseas. It asked Chinese students from three different universities in the UK to access an online survey. The conclusion is based on 300 responses to a hypothetical ideal employer. The conclusions proof that company reputation positively contributes to job applying intentions; also employer attractive factors of non-financial features, such as Interest value and application value have positive contributions to company reputation. Furthermore, some strategic advice is made for companies. The study is original because it focuses on MNEs’ employer branding toward Chinese student and which will be valuable to companies in their upcoming recruitment.

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.

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.

Employer branding: strategy for improving employer attractiveness

2014 ◽  
Vol 22 (1) ◽  
pp. 48-60 ◽  
Author(s):  
Neeti Leekha Chhabra ◽  
Sanjeev Sharma
Keyword(s):  
Conceptual Model ◽  
Business Schools ◽  
Private Business ◽  
Structured Interviews ◽  
Employer Branding ◽  
Content Type ◽  
Organizational Attributes ◽  
Branding Strategies ◽  
Management Students ◽  
Employer Attractiveness

Purpose – To examine the organizational attributes that attract final-year management students towards organizations. The paper aims to study the already adopted employer branding strategies and the preferred channel through which organizations should promote employer attractiveness. Based on previous studies and current findings, a conceptual model on employer branding process has been developed and presented. Design/methodology/approach – This article is based on semi-structured interviews, survey results and review of academic employer branding models. Findings – It was found that among the students, most preferred organizational attributes were organizational culture, brand name and compensation. Students rated job portal to be the preferred channel for employer attractiveness. The study showed that there exists a significant and positive correlation between strong brand image and likelihood to apply. Research limitations/implications – The survey sample was limited to private business schools only. Practical implications – One of the sources for hiring on which corporate rely heavily is private business schools. This study provides the employers an insight to make their strategies for employer branding more effective. In the process, it benefits the prospective employees as well. Originality/value – The study provides valuable inputs for formulating effective employer branding strategies. The novelty of the study is the conceptual model on the process of employer branding. One of the highlights of which is preferred communication channel for effectiveness of the strategies.

An Aid in Selecting the Brand, Size and Other Strategic Choices for a Hotel

1997 ◽  
Vol 21 (1) ◽  
pp. 71-99 ◽  
Author(s):  
Richard C. Morey ◽  
David A. Dittman
Keyword(s):  
Best Practices ◽  
Operations Management ◽  
Final Decision ◽  
Facility Design ◽  
Strategic Choices ◽  
Suggested Approach ◽  
Brand Building ◽  
Explicit Consideration ◽  
The Many ◽  
The Right

The “go/no-go” decision for a candidate property, i.e., whether or not to actually acquire the site, choose the brand (flag), build and operate the hotel, requires the explicit consideration of the interconnectedness of the many myriad elements affecting the property's potential profits. The many facility design decisions (number and mix of rooms, capacity for F&B operations etc.) as well as other strategic choices (e.g., size of marketing program, level of service aimed for) must recognize the site's competitive features and interactions with the above. Also, the particular design and operational features for a given property will affect its different revenue streams, fixed and variable costs, efficiency and profits. The authors consider developers contemplating acquiring a given site, choosing a brand, building and operating a new hotel. They offer a normative approach for this type of decision which arrives endogenously at possibly attractive options for the brand, design and strategic choices for the site. The final decision as to which option to actually use, if any, should be based on subjecting the above identified scenarios, as well as others, to traditional feasibility analyses where judgment and expert opinion are applied. The authors' implementable approach integrates a “best practices” benchmarking methodology with regression analysis to yield a mathematical programming optimization model. A key advantage of this approach lies in its contrast to conventional approaches for site selection which often ignore the more detailed design and strategic choices. The approach deals explicitly with the complex interfaces between marketing and operations management as the endogenous site and competitive environmental factors interact with the endogenous brand and facility design choices. By identifying attractive options to be further explored (that might otherwise be overlooked), several types of errors are avoided: i) an incorrect “go/no go” decision could be recommended for the site in question; ii) even if the right decision to proceed is made, the forecasted level of annualized profits could be in error, leading to an incorrect priority for the activity; iii) the incorrect brand and facility design choices could be made for the site. Other key advantages of the suggested approach are that 1) various substitution possibilities (between more or less capital, labor, materials etc.) are considered; 2) not only is the best brand and configuration identified, but also a ranking of other brands is available if the “best” brand is not available; 3) the “best practices” at other specific sites (which serve as the basis for the recommendations) are identified, thereby enabling management (possibly through site visits) to isolate the actual cultures, processes and procedures to be transported and emulated at the candidate site. This paper illustrates the approach for two different sites.

Sending all the right signals: can locally sensitive employer branding address the global integration-local responsiveness problem?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Employee Voice ◽  
Global Integration ◽  
Employer Branding ◽  
Content Type ◽  
Pertinent Information ◽  
The Right ◽  
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 The study uses two case studies to explore the integration-responsiveness problem in multi-national enterprises and finds that locally sensitive employer branding and facilitating employee voice can help mitigate global-local tensions in religiously sensitive environments. 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.

Professional Retraining in the Staffing System for the Mining Enterprises

2021 ◽  
pp. 79-84
Author(s):  
O.I. Kazanin ◽  
◽  
M.A. Marinin ◽  
A.M. Blinov ◽  
◽  
...  
Keyword(s):  
Professional Education ◽  
Work Experience ◽  
Basic Education ◽  
Integrated Approach ◽  
Legal Framework ◽  
Industrial Safety ◽  
Number Of Factors ◽  
The Right ◽  
Additional Education ◽  
Engineering Personnel

The issues are considered related to providing mining enterprises with the engineering personnel capable of managing mining and blasting operations. At present, not all the mining enterprises have a full staff of specialists and managers who are legally entitled to manage mining and blasting operations. Some employees who previously had such a right, after changes in the legal framework, ceased to meet the new requirements. The analysis is presented concerning the competencies required to perform these production functions, as well as educational programs that allow acquiring these competencies. The importance of professional retraining programs for solving these problems and the imperfection of the modern regulatory framework, which practically excludes the possibility of obtaining the right to manage mining and blasting operations, even after professional retraining for persons with a higher technical education in a non-mining profile, are shown in the article. An integrated approach is proposed for resolving the issues of the admissibility of obtaining the right to manage mining and blasting operations by these persons considering a number of factors: basic education, work experience and positions held at a mining enterprise, completed training in programs of additional education and professional retraining. Such programs should be developed and implemented by the organizations with experience in training mining engineers and having a license from Rosobrnadzor for the right to implement programs not only for additional professional education, but also for higher professional mining education. The need is substantiated in developing professional standards for managers of mining and blasting operations at the enterprises for the extraction of solid minerals. Recommendations were developed for amending the federal rules and regulations in the field of industrial safety in order to ensure the possibility of using professional retraining programs for training and final certification of the managers of mining and blasting operations.

scholarly journals Extracurricular Partnerships as a Tool for Enhancing Graduate Employability

2017 ◽  
Vol 1 (1) ◽  
Author(s):  
David I Lewis
Keyword(s):  
Public Engagement ◽  
Work Experience ◽  
Academic Staff ◽  
The Public ◽  
Graduate Employability ◽  
Key Skills ◽  
Global Demand ◽  
The World ◽  
The Right ◽  
The University

The world of work is changing rapidly, with an increasing global demand for employees with higher-level skills. Employees need to have the right attitudes and aptitudes for work, possess work-relevant skills, and have relevant experience. Whilst universities are embedding employability into their curricula, partnerships outside of the taught curriculum provide additional, largely untapped, opportunities for students to develop these key skills and gain valuable work experience. Two extracurricular partnership opportunities were created for Bioscience undergraduates at the University of Leeds, UK: an educational research internships scheme, where students work in partnership with fellow students and academic staff on on-going educational projects, and Pop-Up Science, a unique, student-led public engagement volunteer scheme. Both schemes generate substantial benefits for all. They enhance student’s skills and employability, facilitate and enhance staff-student education practices and research, and engage the public with research in the Biosciences. Collectively, they demonstrate the extraordinary value and benefits accrued from developing extracurricular partnerships between students, staff, and the community.

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