Vous avez du mal à attirer les meilleurs talents. Comment pouvez-vous construire une marque employeur forte en tant que responsable RH ?

To attract the best people to work at any company, we need focus on making the company look great as an employer. We need to explain why our company is a great place to work. We should make sure candidates have a good experience when they apply for jobs. Timely response and follow-ups can make the things better. Encouraging the current employees to share positive stories about working at the company on social media to show what it's like to work here, may increase the visibility of the company and ultimately attracting the best talents.

Be intentional and authentic about the values of the organization and how these values are actioned to build an organization brand that resonates with employees, customers, stakeholders and the community. These values must also be embedded in people programs and strategies and aligned with business strategy. Putting values on a piece of paper without building programs and strategies in place to deliver on these values will not create a sustainable, valued or authentic brand.

Building a strong employer brand to attract top talent, involves several strategic actions. Define your Employer Value Proposition, By doing this you can clearly articulate what makes your company unique as an employer. Highlight aspects like company culture, Career development opportunities, work-life balance and benefits. By focusing on these areas you can build a strong employer brand that resonates with Top talent and makes your company a desirable place to work.

Along with defining the values and vision, a strong message on stability rate of employees within the organization represents the value an organization is giving to its employees. In telecom/Hospitality stability matters a lot for not only professional but in personal growth as well.

- Define EVP based on company goals and cultural value, what makes you unique as an employer - In your job postings, mention about company and what makes it unique as employer along with job description - Identify social media platorm where talent you are looking for is engaged most like linkedin, Instagram etc - Connect with your target audience on Linkedin/Instargram. This will ensure your social media posting is visible to right set of audience - Post about new projects, Industry trends or technologies company is adapting, Team engagement activities, Leadership team, Team members experience etc - Optimize your company website with cultural values and culture at company - Host events like hackathons, referral program etc

Ao cultivar um ambiente onde as pessoas colaboradoras se sintam valorizadas e engajadas e mostrar essa cultura de forma eficaz nas mídias sociais e na página de carreiras, você pode criar uma marca empregadora forte e atraente. Isso não só ajuda a atrair talentos de alta qualidade, mas também promove a retenção e o engajamento das pessoas funcionárias atuais.

Ensure that your company culture aligns with your stated values. Foster a positive work environment where employees feel valued, respected, and supported.Implement initiatives to enhance employee engagement, such as regular feedback mechanisms, recognition programs, and opportunities for team-building and social interaction.

Cultivating a strong company culture is key to attracting top talent. Start by fostering an inclusive and supportive work environment where employees feel valued and heard. Promote a culture of continuous learning and development, offering opportunities for growth and advancement. Encourage open communication and collaboration, and recognize and reward achievements. Showcasing your company’s commitment to employee well-being and work-life balance can make a significant impact. By building a positive and dynamic culture, you create a workplace that top talent is eager to join and contribute to.

To build a strong employer brand as an HR executive struggling to attract top talent, focusing on offering robust growth opportunities is paramount. Demonstrating a commitment to development through structured career paths, comprehensive training programs, and a supportive learning environment can significantly enhance your organization's appeal. Highlighting success stories who have advanced within the company and promoting internal mobility can also showcase your organization as a place where career growth is not just promised but actively supported. By integrating these opportunities into your branding efforts, you can attract professionals who are looking for a workplace that values and invests in their long-term career progression.

Emphasize professional development programs that would facilitate career growth and highlight opportunities for internal mobility, particularly promotions and lateral movements. Share employee success stories about how they have grown and advanced within the company. Recognize professional development efforts with rewards so that they get encouraged further. These are some of the core growth strategies that works for HR professionals as part of employer branding.

What do you think of this contribution? 👍(agree a little) | 👏(agree) | ❤️(strongly agree) | 💡(I will practice) Showcase success stories of employees who have advanced their careers within your company. Share these stories through various channels, such as your company website, social media, and recruitment materials. This can provide tangible proof of your commitment to employee growth and help attract top talent who are looking for a place to develop their careers.

Implement structured career development plans, mentoring programs, and continuous learning opportunities.Highlight success stories of employees who have advanced within the company, demonstrating a commitment to internal talent development.Provide opportunities for employees to acquire new skills and certifications relevant to their roles and career aspirations.

1. Optimize your company website and career page to reflect your EVP (Employer value proposition). Highlight employee testimonials, company achievements, and culture. 2. Leverage social media platforms (LinkedIn, Twitter etc.) to share company updates, employee stories, and insights into your workplace.

Provide clear paths for career progression and invest in training and development programs. Offer opportunities for employees to acquire new skills and advance within the organization.Encourage internal mobility by promoting job openings internally before external recruitment. Support employees in exploring different roles within the company.

Foster a culture where diversity is valued and inclusion is practiced at all levels of the organization.Actively recruit diverse candidates and ensure your hiring practices are bias-free and inclusive.Support and promote employee resource groups that celebrate different backgrounds and identities.

Develop and promote diversity and inclusion initiatives within your organization. Ensure that your hiring practices are inclusive and that your workforce reflects the diversity of your customer base and community.Foster an inclusive work environment where all employees feel respected, valued, and empowered to contribute their unique perspectives.

Regularly conduct surveys to gather feedback on employee satisfaction, workplace culture, and perceptions of the employer brand.Learn from departing employees about their reasons for leaving and areas for improvement.Monitor online platforms (Glassdoor, LinkedIn) for employee reviews and feedback, and address any concerns or issues raised.