Brand aid

Allen, Daniel
November 2008
People Management;11/13/2008, Vol. 14 Issue 23, Special section p10
This article examines the importance of a good employer brand in attracting prospective employees or recruits. According to a CIPD report, employer brand is a set of attributes and qualities that makes an organisation distinctive and promises a particular kind of employment experience. Andy Dolby of Barkers Resourcing says far too often, employer branding gets confused with consistent recruitment identity. Recruitment process outsourcing (RPO) providers agree that a chief benefit of effective employer branding for clients is reduced cost per hire.


Related Articles

  • Figuring out your employer brand can lead to higher profits. Farley-Saavedra, Patricia // Las Vegas Business Press (10712186);8/25/2008, Vol. 25 Issue 34, pP41 

    The article discusses employer brand, the public's perception of a company as a quality employer and employer of quality staff that has been ignored by most companies, thinking that it is difficult to measure. The benefits of employer brand include high staff retention rates and lower...

  • Employee Retention -- What Can the Benefits Professional Do? Ryan, Christopher // Employee Benefits Journal;Dec2000, Vol. 25 Issue 4, p18 

    Elaborates the lessons that human resource professionals can learn from employee retention in the United States. Approach to understanding employee retention; Effect of hiring on retention; Issues on labor cost management.

  • News.  // Caterer & Hotelkeeper;4/19/2007, Vol. 197 Issue 4472, p51 

    The article offers career-related updates within the hospitality industry. The hotel chain Thistle and Guoman is searching for trainees to be part of a 12-month management training programme. Two-thirds of the 1,000 workers surveyed by the Employers Forum on Age said nothing had changed in the...

  • Stopping the Revolving Door: Reducing Employee Turnover.  // Vision Monday;9/24/2007, Vol. 21 Issue 11, p80 

    The article discusses the impact of employee turnover on the status of a company. For small businesses and managers, high or low employee turnover is said to be detrimental to the company. The formula for determining the total cost of employee turnover and the cost of hiring new employees was...

  • Best Practices In RPO: Pinstripe's 'Better Approach'.  // Workforce Management;3/3/2008, Vol. 87 Issue 4, pS5 

    The article discusses the approach of Pinstripe Inc. to recruiting and retaining tap talent. Because many companies simply do not have the HR resources to create and implement long-term recruiting strategies in this climate, Recruitment Process Outsourcing (RPO) is an option to shed expensive...

  • A flexible force. Sullivan, John // Workforce Management;7/14/2008, Vol. 87 Issue 12, p58 

    The author reflects on the use of contingent workforce strategy. He believes that workforce strategy can importantly shorten people costs without much of the associated pain and increase firm's flexibility. He stated that having a contingent staffing strategy aids human resource (HR) avoid...

  • Hiring should be done by design, not by chemistry. Walsh, Thomas // Business Journal (Central New York);4/20/2007, Vol. 21 Issue 16, p24 

    The author reflects on the poor employee hiring practice by U.S. companies. The author mentions that hiring the wrong employee cost the company 400 times the hire's hourly rate. According to a study conducted by Harvard University, corporate turnover has averaged 15% annually and 80% of that was...

  • expert's view... Simmonds, John // Personnel Today;1/20/2009, p29 

    The article presents views from an expert on managing labour costs in the wake of the recession. The biggest challenges, it reports, is to streamline their processes and cut back on recruitment spend, with a shift towards making efficiencies on labour spend. It advises against making rash...

  • is your reputation on the line? Parkes, Clare // Human Resources Magazine;Apr/May2010, Vol. 15 Issue 1, p22 

    The article discusses the importance of demonstrating efficiency to stakeholders. It states that a company's reputation is formed with the individual experiences of the members of the stakeholder groups and it has been a challenge for the human resource (HR) department to demonstrate value to...


Read the Article


Sign out of this library

Other Topics