Communication

Do you know which 50% of your employer brand communications budget you’re wasting?

Original article published in HR Future Magazine click here to read the published pdf version

In the first of a two part series Brett Minchington explains the importance of a well planned Employer Brand Communications Strategy.

Building employer brand equity that creates competitive advantage in attracting and retaining talent takes time.  The smart companies transition through an initial research and concept phase (usually takes between 3-12 months depending on company size, geographic spread, etc) to develop their employer brand strategy. It should also involve an analysis of the effectiveness of current communication strategies to promote the company’s employer brand and employer value propositions (EVP’s).

Whilst an increasing amount of companies such as Google, Starbucks, UnitedHealth Group, IBM, Sodexo, Deloitte and Deutsche Bank are deploying a coordinated approach to their employer brand communications, there are still many who lack the strategic foresight required to build employer brand strength and a clear understanding amongst the target audience of the benefits of the employment experience offered by the company. Google have been effective over a long period in ‘telling their employment story’ through engaging imagery (e.g. the physical working environment inside the Google offices), video and articles published around the world. On most occasions it is someone else telling the story. There is nothing more powerful than a third party endorsement! I have been fortunate to be a guest at the Switzerland offices on two occasions and it’s easy to see how a working environment can have a positive impact on productivity. But it doesn’t happen by chance, there’s a well thought out strategy that supports Google’s employer brand communication efforts which has seen it consistently ranked as a ‘great places to work,’ and admired by its peers.

EVP Part II - Bringing your EVP to life!

Article originally published in South Africa's leading HR publication, HR Future

Brett is an International monthly columnist on employer branding for HR Future

This article provides some insights into Employer Value Proposition development as featured in Brett's new book Employer Brand Leadership - A Global Perspective.

In the second of a two part series Brett Minchington discusses how to bring your employer value proposition (EVP) to life!

Communicating your employer value proposition (EVP) is one of the most challenging, but rewarding initiatives undertaken by leaders.

As stated in part 1 of this series, the EVP is a set of associations and offerings provided by your organisation in return for the skills, capabilities and experiences an employee brings to the organisation.

What’s employer branding without Communication!

Original article published in International Association of Business Communicator's, "CW Bulletin"

Since its inception in the early 1990’s the concept of Employer Branding has been the domain of the Human Resources department. Today best practice employer branding is involving the input of the internal marketing and communications departments to support the HR function in what can be a complex process to develop an employer brand for competitive advantage in today’s market where talent and skills are in short supply and increasing demand.

International employer brand strategist, author and presenter, Brett Minchington MBA discusses the role of communication in executing your employer brand strategy.

Your employer brand can be defined as “the image of your organization as a ‘great place to work’ in the minds of current employees and key stakeholders in the external market (active and passive candidates, clients, customers and other key stakeholders).”

Are you an employee ambassador?

Originally published in Haine's client newsletter

On a recent tour of the new Google offices in Zurich, Switzerland I was reminded of the value employees’ play in delivering the employer brand promise.  These company ambassadors are a powerful front line tool to communicate to potential hires what they can expect from joining the company and an endorsement to current employees that they have made the right choice. It also results in stakeholders speaking positively about the organisation.