The current talent has never been more significant to the business success than what it is today. Today, organizations understand the importance of “talent optimization.” To perform talent optimization in a better way, “Chief Talent Officer” has emerged out to be a new title or position in organizations these days.
Attracting and retaining the right talent has become a fundamental organizational need. The industry is speedily getting moving away from a temporary employment focus to a long-term employer branding focus.
Organizations will achieve a competitive advantage if they invest on employer branding solutions and develop their brands to align with long-term business needs.
The subsequent points would give you step-by-step ideas to develop your own employer branding line of actions:
Define the main target groups
Define the weight between current and future talent, based on the business needs and the critical competences. How many resources should an organization spend on attracting new talent versus retaining and developing current talent? Define the main and secondary external target groups that need to be reached.
Understand the target groups
After defining the main and secondary external and internal target groups, fully understand them. Organizations should use research to understand what these groups find attractive. Employers should also know the target groups’ current perceptions of the organization and know which stage of the decision process they are in. The deeper the understanding of the target groups, the more effective the communication will be.
Understand the business needs
Businesses need to understand long-term business requirements. If they are not fully understood, employer branding solutions may be misallocated. Understand what types of competences the organization needs in order to deliver on the business plan.
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