You’d be a Better Company if You Followed These Five Ways to Build Your Talent Brand
The great resignation/layoff is upon us and it’s yet another harsh aftermath of the pandemic. Since the employer-employee dynamics no longer follow conventional norms, it’s imperative for companies to start building a strong talent brand. Organizations that care about their attractiveness as an employer must get cracking on these five talent branding strategies….now!
When some of the brightest and most talented people start leaving their organizations, it serves as a wake-up call for the leadership to swiftly turn the tide in the company’s favour.
#1 If you treat them right, they will come back. “
#1 If you treat them right, they will come back
It’s always a good idea to stay in touch with your ex-employees to enhance your employer brand.
An integral aspect of talent management and talent branding is the exit interview. It serves as a unique opportunity to learn from departing employees about what works—or doesn’t—within the organization.
If employers want to become better bosses, they should engage better with employees who are heading out the door.
Using ex-employees as your company’s ambassadors not only builds your talent and employer brand, but also your goodwill in the industry.
For example, Salesforce has built a robust employee alumni program that leverages podcasts, blogs and newsletters to engage with former employees.
Sometimes, employees who leave their job also return to the same organization. Remember, these ‘boomerang’ employees are a shot in the arm for the company’s image and employer brand.
#2 Listen to the word on the street about you as an employer
As social media’s influence grows, HR leaders should devise strategies for building a robust talent brand by engaging better with social channels.
They must pay heed to the reviews posted by current and former employees on sites such as Glassdoor and AmbitionBox. Crucially, they should learn from these insights—especially the negative reviews—and strive harder to do right by their talent. One way to do this would be by building an employee engagement program that has features like an anonymous feedback system, offsite events, regular townhalls, and a competitive insurance plan. For example, CashKaro offers employees free health insurance.
If employers want to become better bosses, they should engage better with employees who are heading out the door.
Using ex-employees as your company’s ambassadors not only builds your talent and employer brand, but also your goodwill in the industry.
For example, Salesforce has built a robust employee alumni program that leverages podcasts, blogs and newsletters to engage with former employees.
Sometimes, employees who leave their job also return to the same organization. Remember, these ‘boomerang’ employees are a shot in the arm for the company’s image and employer brand.
Learn How to Create a Talent Persona for Each of your Roles
#3 Ensure equity in your hiring practices
It’s not enough to post glamorous ads about your company’s culture that is built on the bedrock of diversity and inclusivity. Engage with different demographics and sections of your workforce to understand if your heart is in the right place as an employer.
For example, talk to your ageing workforce and offer skilling and upskilling programs to make them more relevant for the digital-first job market. By investing in digital learning opportunities for those approaching retirement, the company will create new career pathways for them. This will no doubt boost their profile—and your reputation as an employer, too.
#4 Build a buzzing office all over again
In the post-COVID world, people are eager to experience in-person interactions with colleagues. They want a community vibe at work that is sorely missing from remote working models. The more proactive employers have already started organizing hackathons, team offsites and networking events to encourage employees to gather around the water cooler again.
Organizations that continue to support their employees adapt to the physical office space again, are the ones that are built to last.
#5 Keep track of workplace trends
Organizations are gradually waking up to the fact that the corporate world will again never mirror the pre-COVID times. HR leaders should keep track of changing trends in the workplace and help their employees adjust to the new normal. For example, “phygital” is here to stay and employers should organize their industry events to cater to both the virtual and physical audiences.
The end goal of all employers is to attract top talent. However, this is no mean task to accomplish in today’s competitive times. The good news is organizations that abide by the ‘talent-first’ ideology are the ones that will be around for a long time to tell their brand stories. But only when their employees start pushing the good word out about the organization, can the latter claim to have truly cracked the code to talent branding.
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