{"id":2322,"date":"2019-04-02T14:39:54","date_gmt":"2019-04-02T12:39:54","guid":{"rendered":"https:\/\/homepage.rs\/?p=2322"},"modified":"2024-02-26T13:47:40","modified_gmt":"2024-02-26T11:47:40","slug":"trends-in-employer-branding-first-part","status":"publish","type":"post","link":"https:\/\/homepage.rs\/en\/blog-en\/trends-in-employer-branding-first-part\/","title":{"rendered":"Trends in employer branding (first part)"},"content":{"rendered":"

As we wrote in the previous text, there is lack of quality candidates which can ultimately endanger the company\u2019s business. Therefore, talent attraction and employee retention are considered as key processes that provide the company with a competitive edge on the market.<\/p>\n

We said then and we will repeat again: the basis for the success of these processes lies in the strong employer brand<\/strong>.<\/p>\n

Employer branding is not something that exists \u201cfrom yesterday\u201d, and the best not only that follows, but also sets trends in employer branding. Thus, in the next two texts we will deal with the current trends in the branding world of an employer.<\/p>\n

Job Seekers => Job Shoppers<\/h2>\n

As people on the Internet inform about a product or service (search, compare prices, read comments and user experiences, get familiar with product characteristics), they behave like that also when they are looking for a job.
\nToday people actually \u201cbuy a job\u201d<\/strong>. Accessibility and transparency of information change the way people search for, evaluate and \u201ctest\u201d potential job before they \u201cbuy\u201d it.<\/p>\n

Potential employees search for any kind of information from the ones who best know the \u201cproduct\u201d, in this case job \u2013 from existing employees. Online platforms give us the possibility to get an impression of the work atmosphere, on various websites people can find what the salary is, what the employer\u2019s reputation is, what it offers and search for in a candidate. One great platform that provides such information is Glassdoor<\/a>. I you have not had the opportunity to visit and use it, it is our warm recommendation to start now. Social networks are also an important source of information, and we don\u2019t want to even start talking about the browsers\u2026 When you type the name of your company on Google, what do you find about yourself?<\/p>\n

Situation like this is great for employers because in this way suitable candidates can be found. Even negative comments about you can be a great opportunity for an intervention, because if it turns out that negative feedback is correct, you can then identify your shortcomings and try to solve them. On the other hand, if the feedback turns out to be incorrect, you can always write your side of the story. If you are sincere, authentic, transparent<\/strong>, have clear strategy<\/strong>, the right candidate will always find a way to you.<\/p>\n

The function of the employer\u2019s brand today<\/h2>\n

We have also mentioned that the modern understanding of employer branding is not limited to separate HR, marketing and communication functions, but it emphasizes the business significance of the employer\u2019s brand.<\/p>\n

The employer\u2019s branding does not end with the attraction of new people to the company, but it is also reflected in:<\/p>\n

– Retaining satisfied quality employees
\n– Creating an atmosphere of loyalty and community affiliation
\n– Transformation of employees into voluntary brand ambassadors
\n– Equalizing the importance of Employee Value Proposition (EVP) with employee experience (EX).<\/p>\n

The last two items will be elaborated in details in the following text, so\u2026 Follow us! \u263a<\/p>\n

Milka<\/a> and Mia<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

As we wrote in the previous text, there is lack of quality candidates which can ultimately endanger the company\u2019s business. Therefore, talent attraction and employee retention are considered as key processes that provide the company with a competitive edge on the market. We said then and we will repeat again: the basis for the success […]<\/p>\n","protected":false},"author":2,"featured_media":2327,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[41],"tags":[56,57],"class_list":["post-2322","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-en","tag-facebook-en","tag-google-en"],"acf":[],"yoast_head":"\nTrends in employer branding (first part) - Homepage<\/title>\n<meta name=\"description\" content=\"Employer branding is not something that exists \u201cfrom yesterday\u201d, and the best not only that follows, but also sets trends in employer branding.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/homepage.rs\/en\/blog-en\/trends-in-employer-branding-first-part\/\" \/>\n<meta property=\"og:locale\" content=\"sr_RS\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Trends in employer branding\" \/>\n<meta property=\"og:description\" content=\"As people on the Internet inform about a product or service (search, compare prices, read comments and user experiences, get familiar with product characteristics), they behave like that also when they are looking for a job.Today people actually \u201cbuy a job\u201d. 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