Page 39 - 10 Most Promising HR Outsourcing Services Providers 2019

from your competitors? employer brand area Tomorrow’s CEO will
• What is your mission and what are - Employer brand is not about spend more time on their
your core values? projecting the brand to current and organization’s reputation
• What makes your organization so potential employees; it is about the as an employer than with
special that people want to work for nature of the job itself. It’s easy the investment community-
you - Your corporate culture, the enough to tinker with recruitment For great CEO’s,assessment of
intellectually challenging nature of techniques or HR administration. performances for managers is 50%
the work or your favorable terms of These are well-defined and results and 50% people, and that is
employment? established tasks, and real brand reflected in their review too.
• What are your weaknesses? What management is all about working Employer Brand Strategy
sticking points always come up with other functions, persuading impact - The big ‘strategic’
among your (potential) employees? skilled and powerful people to
What (mistaken) impression do things differently because, consultants will make a formal
do applicants have of your you, the brand manager, have the contribution to employer brand
thinking for future. Recruiters, with
organization? responsibility to deliver a coherent the great advantage of being closest
Phase II: What do you want to offer and rationale across the whole of all to the muck and bullets of the
achieve? customer or employee experience. people marketplace, will add real
• Define where you want to go: That can indeed be hard. Like many consulting ability so that they can
• Where do you want your people working in recruitment contribute at a strategic level as
organization to be in the long term? and internal communications are well as delivering the warm bodies.
• What image do you want to not yet stretched across a similar Employee researchers who only
convey? That of a family-friendly range of areas relevant to the produce research reports will lose
company? A trendsetter in socially employment experience; they aren’t business to good researchers who
responsible business practices? A yet truly employer brand managers. are consultants as well. To turn
company where people work with Therefore Brand Manager should employee research evidence into
the very latest technologies and are have the blaze of marketing & solutions needs knowledge of the
present at the birth of innovations? people centricity to generate organization’s culture, priorities and
• Stay realistic as regards your aims. that impact towards Employer what is politically possible.
Phase III: Where does your Branding. Employer branding is a continuous
organization need adjusting? HR will drive internal and ever-evolving ballgame with
• Set your current situation communication as part of its no fixed rules. An organization,
alongside the aim that you want to DNA – Considering the number especially HR professionals
achieve and then consider where of non-HR job titles that are have to be on their toes with out-
your organization needs adjusting: emerging, like People Director, of-the-box thinking. The end
• What weaknesses must you be Talent Director, Organizational result is to make your employees
sure to eliminate to achieve your Development Director, among (current and future) to be able to
aim? others,it shows there is an commit emotionally with your
• What strengths should you simply aggressive proactive force trying organization by developing a sense
develop further to stand out even to get out from under the classic of belongingness.
better from your competitors? ‘HR department’ and its essential
work on administration, process,
Employer branding is an ongoing regulatory matters, disciplines and
process. That also means that these compensation. HR will be more
three phases will be continually communicating considering the
repeated. Reassess where you are on active role to what (i.e. agenda) to
a regular basis. employee & how (i.e. medium like
There are Four major New Trends social media etc.) as a platform.
gathering pace in the future based This will also help HR in securing
on observations of recent events: a place at the top table and will
Brand management in the respect reality rather than spin.
December 2019 39