I've been thinking of employment branding and social media and suddenly it struck me - for the average candidate the employment brand is mostly about the success of the organization.
Only when two similar organizations compete for the same candidate, do other factors like the specific role, culture and openness come into play.
Think about it, given a choice would you join a large organization that is growing and amongst the top of its industry, or a large organization that is stagnating or a small start up that you don't know whether it would succeed or fail.
Most people (and I don't mean most bloggers!) would go for the first option. The ones looking for a challenge would go for the second organization. The innovative and creative risk taker who wants high responsibility would take the third.
Employment branding strategies would need to be therefore customised to the kind of candidate you want to hire.
good observation :)
ReplyDeleteinfact, i recently changed my job and i have moved from the 1st type of organization to the 3rd type.
And the main reason is for the challenge and opportunities which we might have in 3rd type...
During this search, i have observed that the visibility of the 3rd type of organizations is very less. The openings from these companies is not listed in jobsearch site and the consultants who call up for the job openings do a very poor job in explaining about the company.
really nice post
ReplyDeleteI think you're describing different TYPES of branding. A successful organization has, shall we say, passive branding built in. An organization that's not well known, or not phenomenally successful, has to tailor its message based on the target audience (as you point out) and also on an honest appraisal of its own strengths. Good post.
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