Browsing: Employer branding | Page 17 (264 items)

Encouraging employees to use social media is complex and full of risks, but the rewards - in terms of collaboration and engagement - are "unbelievable", according to the CEO of a Big Four professional services firm.

A software development company has tripled its number of grad applicants this year, thanks largely to a new program its HR vice president describes as "induction on steroids".

The most important audience for social media branding efforts are your existing employees, says Facebook's recruiting manager, Richard Cho.

Employers that don't have a social media presence or let employees interact with potential candidates are denying themselves the best source of future talent, says social media strategist Michael Specht.

When an organisation has a very public industrial dispute its employer brand will be damaged, but the impact doesn't have to be long-term, says branding expert Brett Minchington.

Most organisations spend a lot of money on their communication and marketing to consumers, with high standards for what goes into their ads and branding, but let those standards fall when it comes to job advertising, careers websites and other candidate marketing, says corporate communications specialist Belinda Thomson.

It can be hard to keep up with new tools and technology in the recruitment space, but employers have "got to put a stake in the ground and start", says recruitment and social media specialist Paul Jacobs.

A strong employer brand can give an organisation a significant advantage over its competitors, but according to a global survey, most employers do not have a clearly defined brand strategy and do not know which activities enhance their brand.

The tendency to invest as little time and money as possible in training and engaging temporary employees is understandable, but can cause lasting damage to an organisation's customer and employer brand, says Sork HC managing director Anthony Sork.

Economic conditions mean that prospective employees are more likely to value an attractive pay packet over a company's brand or culture when considering where they'd like to work, according to a new report.