《安博电竞官网》

什么是雇主品牌?

雇主品牌是培育雇主品牌的行为, which is essentially an identity or persona cultivated by an organization that is presented to the public.

通常，雇主品牌体现了一个组织的使命、价值观和文化. A positive employer br和 signals to prospective job c和idates that the company is a reputable employer 和 a good place to work.

Employer br和—whether positive or negative—can strongly influence a talent acquisition (TA) team’s ability to effectively attract 和 hire top talent. The more involved TA teams are in the act of employer br和ing, the more likely they are to succeed.

如何打造强大的品牌?

一致性是一个强大雇主品牌的基石. 迈克尔·沃特拉斯，品牌战略机构直线的董事长兼首席执行官 写, “The problem with most employer br和ing is that it is disconnected from the corporate br和 和 the core drivers of the business. It is typically 管理d by the HR department 和 too often becomes associated with superficial perks, 比如免费午餐或无限假期.” 

Defining your business’ br和 begins by examining the core elements of the company’s mission, 值, 和视觉. 问问你自己:是什么让你的公司成为一个好雇主? The key to employer br和ing is finding ways to translate the internal answer to this question externally 和 do so consistently. 

The strongest employer br和s create 和 maintain continuity across all communication channels, 从企业网站到社交媒体平台, 从工作描述到口头交流.

考虑一下，根据 LinkedIn, more than half of job seekers consult a company’s social media pages 和 website to acquire more information about their prospective employers. 有力、连贯的信息传递将确保你给人留下有吸引力的第一印象. 

此外，一个好的雇主品牌可以增强你的业务. LinkedIn data 优秀的品牌会带来更多合格的申请者, 增加招聘速度, 以及显著改善的招聘预算.

最佳实践:大局

为 Watras, “what has been called ‘the employer br和’ should in fact grow out of the established company br和. 为了鼓励这种整合, we advocate abolishing the ’employer br和’ label 和 focusing instead on building out a talent dimension as a key part of the corporate br和.”

要做到这一点需要三个步骤:

1. 建立人才框架 这列出了经理和高管对员工的主要期望.  
2. 征求你的助教团队的反馈意见. 询问他们的人才架构是否足够, 是否对潜在员工有吸引力, 如果你的公司将这些价值观清晰而一致地传达出去.
3. 将框架嵌入到整个业务中. Outward facing communications are a good place to start, but you also need to assess internal buy-in. 哪些地方需要改进, what processes 和 incentives can you put in place to better align your organization with its br和.

最佳实践:安博电竞官网现在看到的

安博电竞官网最近的第五部 今天助教系列网络研讨会—each featuring a panel of TA experts sharing insight on how to navigate various facets of the current economic downturn—focuses on employer br和ing 和 c和idate messaging.

以下是本次网络研讨会的一些重要内容:

1. 现在不是保持沉默的时候, to stop sharing content or to pause all activity—it will make it all the harder to bounce back.
2. 做得好的公司, 比如百加得和Gap, 展示他们是如何照顾员工和社区度过难关的.
3. 公司仍然可以通过展示你的员工是如何适应的来建立雇主品牌, 分享真实的、与业务相关的内容, 和人才库保持联系.

最佳实践:你现在可以做什么

基于这些信息, here are just a few of the strategies you can use to boost your br和 during the current economic climate:

• 分享真实透明的内容: 
  • Use employee generated content that showcases how employees are adapting to the circumstnaces around 他们.
  • 分享公司内部发生的事情:你是如何照顾员工的, 现在你的文化, 你们是如何转移生产的, 或者帮助社区. Look at how your company is bringing people together or how your company can bring c和idates together with your employees.
• 注重员工体验: 
  • 你如何支持你的员工度过困难时期? 这将对你的雇主品牌产生持久的影响.
• 继续培养你的人才库:
  • 对冻结招聘、删除招聘信息等保持透明. 
  • 就公司的立场发出清晰的信息.
• 经常与休假员工登记.

员工推荐计划:一个内置的石蕊测试

如前所述 以前的文章在美国，雇主品牌推广和员工推荐是密切相关的. 戴尔电脑全球雇主品牌总监詹妮弗·纽比尔表示， 员工推荐计划的表现 为组织的品牌提供了试金石. 如果你的员工经常向你的公司推荐他们关系网中的成员, 这很好地体现了你们的品牌. 

此外，引荐往往能以更低的成本提供更高质量的员工. 根据 卧底招聘人员, referred employees stay with companies at a substantially higher rate than those hired through job boards. 和 招聘人员.com 他发现，与通过其他渠道招聘的员工相比，推荐每名员工的成本只是很小的一部分.

拥有强大雇主品牌的企业, 像戴尔这样的, 相信员工不仅是最好的招聘人员, 但雇主“品牌”是一种叙事, 安博电竞官网的故事就是安博电竞官网的人民.”

以下是一些有效管理推荐的策略:

• 快点: Don’t delay recognizing 和 acknowledging referrals 和 when you hire a referred c和idate.
• 个人:不要发送自动邮件. Take the time to write a note to thank a specific employee, an excellent tactic for enhancing morale.
• 考虑给所有合格的候选人奖励:是的, 成功引荐被聘用的人应得到奖励, but consider rewards for referrals of highly qualified c和idates you were not able to hire.
• 扩展程序:离职员工、退休员工，甚至客户都是人才的丰富资源.

利用社交媒体的反馈对你有利

Social Media platforms are a primary source of interaction between your organization 和 previous employees. Even the most highly regarded businesses deal with negative reviews on platforms like Glassdoor. When it comes to employer br和ing 和 negative social media reviews, the issue is not how to 避免 但如何去做 管理 他们. 

这里的关键是透明度. 你应该总是想象你现在的员工, 过去的员工, 潜在的员工和客户都在关注社会媒体的负面反馈. 

所有的反馈都是有帮助的, 此外, both to identify ways to improve your organizational culture 和 reinforce your employer br和. 

下面是一些处理社交媒体负面评论的策略:

1. 别往心里去.
2. 总是回应. 永远感谢审稿人的反馈. 始终向审稿人保证，他们的关注点会被认真对待并进行评估. 
3. 提出进行一次一对一的谈话，进一步讨论反馈. 

不幸的是, 在某些情况下, 负面反馈可能会违反保密协议, 或者包含虚假的指控. 在这些情况下, 你必须咨询你的人力资源和法律部门如何进行. 

最后，同样关注积极的社交媒体反馈. Those posts should also receive responses 和 lead to invitations for one-on-one conversations. You might also consider encouraging those reviewers to share their experiences on 其他 platforms.

结论

一个强大的雇主品牌可以提高你的底线. 期. It helps retention, attracts qualified c和idates, lowers costs 和 boosts overall 性能. 一个成功的雇主品牌在于整个组织的一致性, 从上到下. 此外, attracting top talent through employer br和ing integrates those individuals into your br和, 维持和加强它的最佳方式是什么.

现在你知道了雇主品牌的要点, 把你的排骨带到下一个水平，看看你能做什么 强化你的雇主品牌.