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Burning hot in EB
Roderick Lewis is an employer branding specialist who focuses on data which maximises the employee/employer relationship. We asked him what he thought the most important topics in EB were right now. Here, he lists the most important issues.
TEXT: roderick lewis
orkplace transparency metrics are coming on strong as the basis for a healthy future in EB. Much of today's employer branding efforts are focused on recruitment and retention. But if there are workplace issues that are not addressed, then recruitment campaigns are no different than a 'bait and switch' store ad. With retention strategies, the question becomes how to create a two-tiered system that benefits the right employees and filters out the unproductive staff. EB doesn't address talent selection strategies enough. Companies tend to recruit new talent through existing recruitment processes which are often antiquated. Some companies are integrating new practices using social media but the majority use these forum just to advertise opportunities to get people to apply through the company Web site. Research shows that 80 per cent of jobs are filled through networking and the hidden job market. Savvy job seekers that would probably get lost in a company's online recruitment system are learning to focus their efforts on making their pitch to an influential decision-maker, potential co-worker, or prospective
boss – not an online system. So the question becomes, what is the best way to attract talent? Employers have all these pro-grammes to attract talented employees which stifle their growth and creativity with corporate politics and bureaucracy. A good example is when 3COM let Palm go so that it would not get stifled by 3COM's red tape.An em-
ABoUT eB sURGeRY Do you have employer branding questions you want answered? EB Surgery can help. Here, Universum's employer branding experts answer your questions, sharing their expertise with you. Send your questions to: UQtip@universum.se Questions will be printed anonymously if requested.
“EB doesn't address talent selection strategies enough.”
- rodErick lEwis
ployer's brand will be measured on how it provides opportunities to its talent, from new hires to mid careers, to create new business opportunities from within. Most big companies still operate based on seniority, meaning younger hires usually have to wait until they have a voice. However, the achivements of Mark Zuckerberg (and young entrepreneurs like Dell, Gates, and Jobs before him) should encourage companies to funnel a percentage of their R&D money on funding the business plans of their top employees (at all levels of seniority). That's the type of EB that will go viral! ●
RodeRick Lewis is an author, researcher, consultant and thought leader in the field of analytical workplace metrics. Lewis has consulted employers on talent acquisition strategies and employer branding goals for university relations. His experience includes time as a career consultant in US and European business schools focusing on career branding, salary negotiations, work permits, and social media networking.