“As background, things weren’t going too well for the HR Department. The team was under pressure to deliver many critical activities for a burgeoning company. The busier they got, the more they fell behind, even though they were constantly adding resources.” – Neil McCormick
Over the past several weeks, we’ve been exploring the topic of employment branding. It’s murky territory for some. We’re lucky to have the best minds in the business on our team. The great thing about the HRExaminer is that it provides a place for a dialog between and about such mutually exclusive potions.
There are widely different views on the definition and value of employment branding and its relative health. This week we continue our discussion on employment branding with articles from Dr. David Kippen and Felix Wetzel who articulate a useful for/against argument. Meanwhile, John Sumser takes us through a tour of employment branding fundamentals in his three-post series. It’s all in this week’s HR Examiner.
Dr. David Kippen returns to the HRExaminer Editorial Advisory Board this week. Dr. Kippen is CEO and Chief Strategist of Evviva Brands. With a background spanning advertising and communications and a client base spanning the globe, Dr. Kippen is recognized as among the top thought leaders in brand strategy. David has held leadership roles in several top associations that support the HR and communications professions.
All efforts that are poured into an employment brand would be better utilised in building a better company culture and identity.
The inside of every company is different from its outside. The inherent paradox is that the two, while intrinsically related, bear little or no resemblance to each other. The Brand is packaging, positioning and narrative for the outside of the company.
Employment branding is commonly used to solve a problem it’s not intended for. In this week’s three-part series Employment Branding we lay out a trio of new perspectives to get you thinking about new ways to reach the right people, with the right message.
“Recently, SHRM’s Cost Per Hire standard was approved by ANSI. This is exactly the data HR needs to do its job — as the strategic business function that it is” — Andrew Gadomski, Chief Advisor and Founder of Aspen Advisors
On a job by job basis, the Wanted Analytics data can be displayed to show where a particular job is being hired and who the day to day competitors are. With data in hand, in becomes particularly clear that the competition varies by job and location.
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