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Recruitment & Retention

Published May 2008

Why Employer Brand is Critical to Retention and Engagement

 

  Julie Norquist Roy

Trends related to talent shortages, globalization and offshoring, not to mention the economic slowdown, have ensured that talent managers are focused on engaging and retaining their current talent pools. To ensure top talent stays where it should — within your organization — talent managers must consider how to create a positive employee experience as a piece of an employer's overall brand.

The Importance of the Employee Experience

The bigger the consumer brand, the more likely it is that an organization will attract top candidates, at least in the initial recruiting stages. However, your company brand is only as good as the employee's experience of that brand promise. If the consumer brand is strong but the employer brand is weak, an employee may feel deceived or undervalued and think, "This company is not what they portray to the public," or "they are not committed to their people." Neither is a good message to send to potential or existing talent.

The employee experience starts with an employee's first interaction with an organization. That first impression may extend far beyond company offerings in position, salary and benefits. Today's workforce is equally concerned with opportunities for career advancement, rewards and recognition, management style and company culture. Together these blend to make up the employer value proposition and employer brand, that impact the employee experience and, ultimately, the hire's decision to join and remain with an organization.

"Early-stage companies must put their best foot forward to attract top talent, as they don't necessarily have a visible consumer brand," said Blake Wolff, COO of Astadia Inc., a management consulting and on-demand technology solutions company. "Once new hires have joined the organization, the employer should reinforce the brand promise with an environment of open, honest communication and a well-developed career development program."

Connect Employer and Company Brand

One leading high technology organization has a mission to foster highly customer-centric employees. Its mission to deliver superior customer service and satisfaction is reinforced throughout the recruiting process. This mission drives the branding and messaging for all its online recruiting campaigns. Resulting candidates are deemed a good fit for a position if they demonstrate proven customer-centric knowledge and skills. By ensuring their new hires' skills and prior experience match core company culture, the organization is setting a strong framework for success.

But the importance of brand doesn't stop at the recruiting process. Financial services firms are known to support formal career tracks for their talent in order to create the right kind of employee experience. Many have received the "Best Company to Work For" label that aids brand building because employees like to know that an organization is committed to employees' long-term growth and development. Companies that incorporate this commitment into their employer brand and message will have an advantage because the employer brand validates why top candidates came to the organization in the first place.