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Discovering the right candidate for an open function isn’t straightforward, however it’s even trickier in right now’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 ok 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 right way to repair them.
Don’t assume that as a result of your organization has a powerful client model, it has a powerful employer model.
Sturdy model recognition on your product isn’t the identical as being an incredible employer.
“There are many profitable corporations which can be promoting services or products like hotcakes and turning over workers simply as quick,” Turlington mentioned. In reality, they’ll typically be victims of that very same success.
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