OBSERVATIONS ON EMPLOYER BRAND OUTCOMES: 5 FAIR FREE ANALYSIS

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Employer brand is a deep concept.

This is a quick read up about a research which was conducted and the observations of the same.

You might want to take inspiration from these and conduct your own research independently on Employer brand.

Objective 1 — To analyze how effectively social media can be leveraged to create and maintain positive employer brand.

Managers:

All managers are users of social media.

They do so for the purpose of Networking and connecting to acquaintances, friends and executives in the same field as theirs.

Majority of managers access LINKEDIN, followed by BLOGGER SITES and FACEBOOK when their responses are observed. Most of them disagree that their Employer brand awareness is created majorly through social media websites.

Employees:

All the employees are users of social media websites for the purpose of pleasure, networking with individuals working in the same field and also for the purpose of Time pass .

All employees are most frequent on FACEBOOK over LinkedIn.

As compared to the level of managers and are less on blogging sites as compared to managers.

The number of employees who agree that their employer branding awareness is created through social media is more than managers.

Half of the employees in the focus group agree while the other half disagrees.

Students/Job Seekers/Job Switchers:

All students are users of social media websites for the purpose of majorly pleasure and timepass.2/8 students in the focus group use it for networking and half of them for blogging.

However majority of the focus group of students agree that their brand awareness is created through social media websites.

This is when compared to the number of those managers and employees who agreed to it.

Objective 2 — To measure the awareness of the concept of employer brand.

Managers

All managers are aware of the concept of employer branding.

3/8 of the focus group members’ feel that functional value of employer brands influence them.

1/8 feel psychological aspect of the brand influences them , while

4/8 of them feel that values influence them the most.

Employees:

The number of employees aware of the concept of employer branding are lower than the number of managers (5/8) while the rest are vaguely aware of the concept .

Most employees are influenced by the economical aspect of the employer brand unlike managers , who are mostly influenced by functional and all the other aspects mentioned of the brand.

A single individual in the employee cadre feels that all the aspects mentioned influences.

Students :

The number of students who are aware of the concept of employer branding is the same as the number of employee awareness of the focus group.

Most of them are influenced by the functional and economical aspect of employer branding. While a single individual feels that psychological aspect influences him.

Objective 3 — To analyze if brand Image influences culture of the organization.

Managers

All the managers collectively felt that yes the benefits provided by the employees are relative /should be relative to the brand value social value of the organization in the market.

They said that all factors of enhanced talent attraction, retention and engagement are reasons for building a strong employer branding.

They all said that importance to work falls in the highest priority.

Specially, when it comes to the fact of fulfillment of the psychological contract of branding.

This is followed by recognition and empowerment for the purpose of employee sustenance and engagement in the organization.

These are contributors to internal branding/marketing.

From the attraction perspective all the managers feel that it is more advantageous to build a better potential to tap untapped talent pool.

While some of them also agreed that a better source to fill talent pipeline is also another perspective to it.

Students

The group of students collectively agreed to the employer branding concept being relative to the brand value/social value of the organization.

They said that the reason for building a strong employer brand is mainly enhanced talent attraction followed by engagement and retention which are mainly for the internal harmony of the organization.

While considering the feature of psychological contract , they said that a better potential to tap talented pool is more dominant over better source to fill the talent pipeline.

Also, the group agreed that an effective brand management strategy can very well help in internal marketing of the organization amongst its current employees.

Pertaining to the psychological contract with the support of the policies and rules to help sustain the brand value of the organization.

Objective 4 — To find what aspects of employer brand influences individuals.

Managers

Managers group stated that a brand name must have Connect with the external as well as internal individuals. By connect they said it contributes to the aspect of marketing. The more you feel associated with a particular brand and the more it appeals understandable to you. You would find it more convenient and easy for an organization to convince you to buy it and win more loyal customers for increasing sales. After all its about numbers to increase business. Although the other factors of relevance and simplicity are also included in the connectivity point.

They all feel that employer branding is important because it sums up a company’s effort to communicate to existing and prospective staff and make the organization a desirable place to work for by shaping the perception of existing and prospective employees as it successfully fills up the known gap of internal marketing in the organization.

Employees

The employee group also agreed like the managers group that connectivity of a brand name to individuals holds more importance.

This is also including simplicity and relevance.

They also said that employer branding is important because it is a sum of company’s effort.

They do so to communicate to existing and prospective staffs as it shapes perceptions by filling up the known gap of internal marketing.

Students

Like employee and managers group the student group too agreed to the connectivity of brand names holding more importance in the market scenario followed by simplicity and relevance depending on the target customers chosen.

They also said that employer branding is important because it is a sum of company’s effort to communicate to existing and prospective staffs.

It shapes perceptions by filling up the known gap of internal marketing.

Objective 5 — To measure the importance of employer branding on employees of the organization.

Managers

The managerial group said that it is indeed necessary for them to be aware of the brand value of the organization they are working with to continue doing business in their respective fields and were positive about their satisfaction levels with the brand they are working with.

Employees

Employees are aware of the brand value of the organization they are employed in.

But, half of them agreed to be loyal and satisfied with the brand delivery of the organization.

While the other half disagreed and claimed to be unsatisfied.

Students

The students were aware of the brand value of the organization they would wish to work for.

However, they claimed that the market scenario doesn’t allow all of them to be absolutely loyal in their approach.

They close all other options of employment when asked about brand loyalty. So, most of them were flexible and said what was more important was to get a good profile.

Along with that monetary benefits over being absolutely brand loyal towards a particular organization.