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How is your company perceived by your employees? Is the environment positive and inspiring? Do they feel as if they are taken care of in return for their hard work and dedication? Although strong client relationships and optimal workflows are paramount to any growing organization, employer branding is crucial for those looking to make waves in their respective industry.
From October 16 to 18, CareerArc will host the EMBARC HR Innovators Summit, an HR conference in Hollywood, Calif. at the W Hollywood hotel. The summit will provide a forum for HR innovators to share and discuss trends, best practices, and disruption in talent acquisition and career transition. Attendees will hear from and interact with HR tech industry luminaries and practitioners who are shaping the future of HR as they share fresh perspectives, lessons learned, and insights into some of the trickiest challenges in today’s changing recruitment landscape.
With lower unemployment rates than we’ve seen in years, the fight for top talent has gotten fierce. Not only do businesses have to work harder to attract terrific potential employees, but they also have to keep their existing employees. Essentially, you and your HR team have to build a strong employer brand to attract and retain the best people.
In a highly competitive hiring environment, recruitment systems and strategies that you’ve once relied one may no longer be effective. Defense contractor DRS Global Enterprise Solutions (GES), Inc. realized this firsthand when seeking to fill open positions with optimal candidates. The usual job board postings were not cutting it and success—characterized by increased job views and faster placement—required more than a new recruitment platform: it meant improving the organization’s employer brand.
Developing your employer brand is no easy task. It requires time and effort but, when done well, an employer branding strategy can help your company reap long-term success. In fact, 96% of employers believe that employer brand and reputation can positively or negatively impact their company’s bottom line.
Many companies understand the value in building and maintaining a memorable and trusted corporate branding strategy. After all, these attributes support shared goals across most business models. Typically, these corporate targets include reaching consumers, driving conversions, and—ultimately—becoming profitable. With that in mind, there is more to a company than what is presented outwardly to consumers in the form of a brand story, product, or service. Behind any solid corporate branding strategy is a committed, quality workforce. Attracting, developing, and maintaining that workforce is crucial to any company’s success in today’s competitive job marketplace. And that is exactly where employer branding strategies come into play.
Whether you are actively participating or you are giving the Wild Wild Web free rein, the importance of employer branding in recruitment cannot be overstated. Your company has an employer brand—and it’s dictating the quality and quantity of candidates you’re attracting.
If you think your employer brand doesn’t play a vital role in your recruitment success, think again. Studies show that 91 percent of candidates use at least one resource to evaluate a company’s employer brand before applying for a job. Additionally, a poor online reputation could deter nearly 80 percent of potential candidates from applying to your job openings.
Your online presence isn’t something you can afford to ignore: 91% of job seekers find poorly managed online properties damaging to employer brands. But how do you approach and execute employer branding effectively?
The Bureau of Labor Statistics had estimated that the healthcare industry would make up the largest share of jobs in the United States by 2020. However, healthcare beat those projections and became the biggest employer in Q4 of 2017, surpassing manufacturing and retail for the first time in American history. (Source: The Atlantic)
The increase in healthcare jobs comes primarily as a result of the aging Baby Boomer generation, further compounded by the expanded insurance coverage under the Affordable Care Act (ACA) and higher standards for care. Despite being the fastest growing industry, the supply of qualified healthcare workers is not expected to keep up with demand, which spells large-scale shortages in talent pools across the US.