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Discovering the proper candidate for an open function isn’t straightforward, nevertheless it’s even trickier in at the moment’s tight labor market. To compete for high expertise, organizations want a high employer branding technique to go along with it.
This will likely sound straightforward. Slap some fairly graphics in your LinkedIn web page, use phrases like “work-life steadiness” in your postings and name it a day.
That isn’t adequate anymore.
Rainey Turlington, employer model advisor at exaqueo, not too long ago shared her experience with Ragan Coaching on the highest errors she sees from employer branding efforts — and the best way to repair them.
Don’t assume that as a result of your organization has a robust client model, it has a robust employer model.
Sturdy model recognition in your product isn’t the identical as being an incredible employer.
“There are many profitable firms which might be promoting services or products like hotcakes and turning over staff simply as quick,” Turlington mentioned. In reality, they’ll generally be victims of that very same success.
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