Texas Children's Hospital
The strength and success of an organization depends on its ability to hire and retain the right talent. So what makes a candidate choose one employer over another and stay with an organization when other job opportunities are available? It’s the employer brand – the organization’s reputation as an employer with a positive and distinctive employment experience. Building and implementing a strategic mode for an employer brand strategy, with the Employee Value Proposition front and center, is a must for all organizations, and particularly those which want to differentiate themselves in the market. Organizations must weigh the strength and reputation of their employer brand, adjust their thinking about why it is necessary, and build a roadmap for bringing this critical strategy to life.
High-Impact HR Leaders are taking the lead on positioning employer branding as a core business strategy, and they are doing it across many social and digital channels to target top candidates, retain critical talent, drive engagement and performance, and ensure that they are a compelling place to work.
Best practices to be discussed include:
· Aligning the employer brand with business objectives
· Infusing the brand core values into all social channels to target top candidates
· Following conversations closely to understand how they are influencing and shaping the brand’s perception
· Thinking outside the careers site box: Integrating social networks, SEO, Mobile, and driving traffic by making it easy for the candidate to connect and share information