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Strong brands acquire and retain talent more easily PDF Print E-mail
Written by Jacky Tai   
Monday, 20 July 2009 16:06
People are attracted to the idea of working in companies with strong brands. That is why you often hear small and medium-sized companies (SMEs) complain that they have difficulty hiring the right people. All the top talent want to work for the big brands. It is not true that smaller companies cannot compete with the big boys for talent. You can, but you need to have a strong brand.

When my colleague Wilson was doing his MBA at the University of Strathclyde in Glasgow, he studied how the small companies in Scotland competed successfully for talent with the big brands. He and his team came to the conclusion that the brand played a big part. People are attracted not to big companies but to strong brands. The size of the company does not automatically mean it hires people more easily. The strength of the brand is what matters.


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Employer branding fatigue PDF Print E-mail
Written by Nick Price   
Thursday, 09 July 2009 18:02

Employer branding has always had a battle to convince organisations – some more than others – that it is worth its place on the board room table. Arguments would rage that it had little value, it was just about having consistent communication and there were far better things on which to justify prising open the company coffers.

It has been hyped more than ever as some agencies have seen it as an opportunity to jump on the envisaged gravy train and tout their wares as the next employer branding experts. As a result inconsistent messages, a fragile economy and over-complicated analysis is resulting in something of a backlash.

Everyone’s an expert

It would appear that everyone has something to say about how ‘employer branding should be done’. Now I’m not saying there aren’t many people making very worthwhile contributions to the debate and discussion on the topic, but I’m regularly bombarded by web links to articles (and maybe this is one of them!) on people sharing their insights and ideas like the concept was developed yesterday. It’s creating an element of fatigue that if you subscribe to many of the networking sites you will be familiar with and have to make some clear distinctions between generally worthwhile contributions and blatant self-promotion.

Large agency services

I personally feel some of the large agencies who have tried to offer ‘employer branding’ as a product in its own right have a lot to answer for. Regardless of the fact that these are often the most poor at managing their own employer brand, they are also inconsistent with the way they deliver their ’services’.



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Employee Referral Programs PDF Print E-mail
Written by Mike Beeley   
Wednesday, 01 July 2009 06:40
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We’re going to begin this rant with the assumption that you are at least familiar with this phrase. If you are, then you’ll also possibly have heard of the potential gains to be made. An ERP is an incredibly effective method of reducing your cost-perhire, building your talent pool and simultaneously rewarding your staff and therefore building engagement.s can slash thousands of dollars from your sourcing costs and have a dramatic effect on retention.


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Does the availability of Talent impact on Corporate Strategy? PDF Print E-mail
Written by Peter Schmitt   
Tuesday, 16 June 2009 09:43
Recent reports from Southern African HR community forums demonstrate a consistent gripe theme, notably, “The poor availability of talent is constraining the execution of business strategy.” Peter Schmitt, Managing Director of international employer brand agency tribalfish, suggests “we’re looking at this from the wrong angle.”


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Welcome to Employer Branding Online PDF Print E-mail
Written by EBO Editor   
Sunday, 31 May 2009 13:25

Founded by Brett Minchington, EBO will keep you informed about the latest news, articles, research, trends & best practice in employer branding around the world.

Get involved in the employer branding global community today in 3 easy steps and stay ontop of latest trends.



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