It seems only yesterday that HR Communicators were focused on employee engagement and how to better engage employees through more effective communications, onsite events and employee town halls, employee opinion surveys, and collaborative technology.
We’re in the midst of one of the worst hiring crunches of all time.
It’s taking longer than ever to fill positions, and right now 68% of HR managers say they’re having problems with staffing. That number was at 50% in 2013. Under this kind or pressure, anyone who needs to hire is trying to figure out where they can apply the least force for the greatest results. We’re spread thin, and we need to make things happen with the resources we’ve got.
One of the most difficult aspects of employer brand measurement is identifying data points that can be directly correlated to the strength of your employer brand. Most importantly, it’s critical to capture both qualitative and quantitative data.
Not too long ago, the conversation of choice, for me and most other internal communicators, was how to better engage employees through more effective communications, onsite events and employee town halls, employee opinion surveys, and collaborative technology.
In June, BLR conducted an employer brand survey to solicit input from companies on what they are doing for internal and external employer branding stack up against each other. The purpose of the survey was to provide insight into the following questions and more:
It’s no secret that talent acquisition is evolving faster than it ever has and much of it has been due to candidate expectations of employers what we like to call the “consumerization of the candidate experience.”
Candidates expect an experience on par with the consumer experience and when they make purchase decisions (and what is a career choice other than “our most important purchase decision”), they want an experience that is transparent, relationship-based, personalized and flexible.