Employment Brand Makes Talent Management Easier at Aquire
by Lois MelbourneI am very proud of Aquire’s corporate brand. I am just as passionate about our Employment Brand. An Employment Brand includes the image your employees, and your prospective employees, have of your organization.
This image is important in the search for talent, helping us nurture a rapidly growing company like Aquire. Aquire’s talent management includes the development of a great company culture. This helps us:
- keep employees (we have incredibly low turnover)
- get referrals from existing employees for new talent (more than 50% of our employees have come from direct referrals)
- convince the candidate to whom we make an offer that Aquire is the employer of choice
The three points noted above are some of the measurements of our success. We also measure it through independent surveys like SHRM’s Best Places to Work survey, where we have placed in the published list every year our employees have been surveyed.
So, obviously, I take our Employment Brand very seriously. I wanted to write a blog entry to help my readers improve your Employment Brand, as well as help you build ideas and a plan, as so many of you are going through workforce transitions – workforce growth, workforce reductions, or the colossal mergers and acquisitions integration. I did a little research to determine what I should include beyond my own expertise in building your ideal org chart.
My research led to a VERY eloquent article on Building Your Employment Brand, and I decided that the best thing to do is direct you to an obvious expert in the field, Ryan Estis, Senior VP & Chief Talent Strategist at NAS Recruitment Communications. His article, Employment Brand Architecture, 8 Steps to Becoming an Employer of Choice, is fantastic – a must read for anyone who has influence or involvement in hiring, corporate communication, or employee retention. Please read, implement, and enjoy.
Thank you, Ryan, for such a great guide.
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