ultimate building a brand as an employer of choice general - 10.27.14
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Name title Company
Building a Brand as an
Employer of Choice
Creating an Employment
Brand
What’s the Difference?
EMPLOYMENT BRAND
EMPLOYER OF CHOICE
What We’ll Cover
Does Employment Brand Matter
How to Gauge Your Current Employment Brand
Tips for Building Your Employment Brand
Becoming a “Best Company to Work for”
What We’ll Cover
Does Employment Brand Matter
How to Gauge Your Current Employment Brand
Tips for Building Your Employment Brand
Becoming a “Best Company to Work for”
5
Employment Brand Matters More Than Ever
6
Companies are Feeling the “War for Talent”
20%
[VALUE]
0%
10%
20%
30%
40%
50%
60%
70%
2009 2012Source: Talent.LinkedIn.com
Strong Employment Brand Makes a Difference
Source: Talent.LinkedIn.com
Figure 4 Impression of Employer Brand vs Job Consideration
Employer Consideration Average 43%
Emp
loye
r Im
pre
ssio
n A
vera
ge 4
5%
Imp
ress
ion
of
Emp
loye
r B
ran
d (
Top
3)
Job Consideration (Top 3)
100%
80%
60%
40%
20%
0%
0% 20% 40% 60% 80% 100%
Strong Employment Brands Spend Less Per Hire
Source: Talent.LinkedIn.com
Poor / Moderate Good / Strong
Figure 5 Impact of Employer brand strength on cost per hire
(very likely to consider your company)
Ind
exe
d C
ost
pe
r h
ire
Employer brand strength
125
67
Employers of Choice: Lower Turnover
Source: The Incentive Research Foundation Resource Center: The Economics of Engagement
16
11
19
13 12
8
18
8
26
15
33
14
28
19
48
17
Construction Manufacturing & Production
Retail (non-food)
Financial Services / Insurance
Professional Services / Consulting
Hospitals Hospitality Technology / Telecom
Great Place to Work Institute, Attrition 1998 - 2006
Vo
lun
tary
Tu
rno
ver
100 Best
Industry Average
FORTUNE® 100 Best Companies
to Work For®
Russell 3000
S&P 500
“Great Workplaces” Outperform
Comparative Annualized Stock Market Returns (1997 – 2012)
Source: Russell Investment Group Copyright© 2013 The Great Place to Work ® Institute www.greatplacetowork.com
10.80%
4.81% 4.49%
What We’ll Cover
Does Employment Brand Matter
How to Gauge Your Current Employment Brand
Tips for Building Your Employment Brand
Becoming a “Best Company to Work for”
Not many say they regularly measure their employer brand in a quantifiable way
Only one out of three
Gauging Your Current Brand as an Employer
Participate in a Culture Audit/Trust Index
How Our Employees Ranked US in the Key Categories
Source: The Great Place to Work ® Institute Copyright© 2013 www.greatplacetowork.com
94% 94% 94% 96% 97% 98%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Credibility Respect Fairness Pride Camaraderie This is a GreatPlace to Work
Trust Index© Summary
LinkedIn Brand Talent Index
11.20%
13.60% 14% 15.40%
0.00%
2.00%
4.00%
6.00%
8.00%
10.00%
12.00%
14.00%
16.00%
18.00%
Peer Company Peer Company Your Company Peer Company
What We’ll Cover
Does Employment Brand Matter
How to Gauge Your Current Employment Brand
Tips for Building Your Employment Brand
Becoming a “Best Company to Work for”
©2013 Ultimate Software 18
Building a strong culture
+ Communicating your employment brand
to the market
Striking the Right Balance
Building a Strong Culture
6 Fundamentals of Building a Differentiated
Culture
Work Environment
Gratitude
Innovation & Collaboration
Engagement
Authenticity
Compensation
From day one, we've run the company with the philosophy
that if we pay better than average, provide a salary people can live on, have a
positive environment and good benefits, we'll be able to hire
better people, they'll stay longer and be more efficient.
- Richard Galanti, CFO, Costco
“
”
Compensation: Competitive Salary
Compensation: Benefits
100%
Employees granted equity
35%
401(k) match
0
Healthcare premiums
Benefits
Google employees are encouraged to spend up to 20 percent of their work week to pursue projects of personal interest and passion.
Innovation and Collaboration
Source: “Fortune 100 Best Companies to Work For,” 2013 List from the Feb 4th issue www.greatplacetowork.com
NetApp Vice Chairman Tom Mendoza asks managers to notify him when they "catch someone doing something right," and then calls 10 to 20 employees every day to thank them.
Gratitude
Source: “Fortune 100 Best Companies to Work For,” 2013 List from the Feb 4th issue www.cnnmoney.com
Culture of Engagement
Engagement
Authenticity
Source: “Fortune 100 Best Companies to Work For,” 2013 List from the Feb 4th issue www.cnnmoney.com
Authenticity
Chris McCann, President and COO of 1-800-FLOWERS
Build Awareness of Your Employment Brand
One Characteristic of Your
Employment Brand Build into Your DNA
Communicate to the Market
Employees = Brand Ambassadors
Candidate Engagement with
Your Brand
1 2 3
4 5
Innovation
Fun Elite
One Primary Employment Brand Trait
Creativity
Creativity
What Does Your Employment Brand Stand for?
Make it Part of your DNA!
Communicate Your Brand in Everything You Do
Let Your Employees Be Your Ambassadors
Our Employees Say it Best
What We’ll Cover
Does Employment Brand Matter
How to Gauge Your Current Employment Brand
Tips for Building Your Employment Brand
Becoming a “Best Company to Work for”
“Best Company” Rankings
Best Places to Work (small and mid-sized businesses)
FORTUNE Best Companies to Work for
Regional Best Places to Work
Building Market Awareness of Your Employment Brand
Eligibility
Eligibility Requirements
FORTUNE 100 Best Companies to Work For®
Great Place to Work® : Best Small and
Medium Workplaces
Company must:
be five or more years old and
have at least 1,000 regular full and part-time employees in the United States
Company must:
be two or more years old and
have between 25 and 999 regular full and part-time employees in the United States
Application
Accompanying Materials –
Optional
Culture Audit©
Employee Survey –
Great Place to Work® Trust
Index©
Company Response
Employee Survey
Five or more years old; 1,000+ U.S. employees
Model based on more than 25 years of analysis
Making the List : Eligibility and Scoring
Trust Index
2/3 1/3
Source: The Great Place to Work® Institute Copyright© 2013 www.greatplacetowork.com
Culture Audit
How They Evaluate Companies
Based on 5 Categories They’ve Defined as Creating Employee Trust
Source: The Great Place to Work® Institute Copyright© 2013 www.greatplacetowork.com
Key Dates
December Registration deadline for application
July Materials Due
May - July Survey goes live – you pick the date
January List Unveiled
To Learn More
Web sites: http://www.ultimatesoftware.com/culture_books
www.money.cnn.com/magazines/fortune/best-companies/
www.greatplacetowork.com
Reports: The State of the American Workplace: Employee
Engagement Insights for U.S. Business Leaders – Gallup LLC. http://www.gallup.com
LinkedIn: Why Employment Brand Matters: The State of Employer Branding:
http://talent.linkedin.com/node/69037
What Employment Brand Matters: http://talent.linkedin.com/node/62196
Resources Books (available on Amazon):
The Great Workplace: How to Build It, How to Keep It, and Why It Matters - by Michael Burchell & Jennifer Robin
People People - by Scott Christopher
Videos Simon Sinek: How great leaders
inspire action - TEDX
http://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action.html
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