Whitepaper ‘Employer branding’ from DOM SET and TuV Rheinland employer branding is currently regarded as one of the most important weapons in the war for talent. More and more companies seek a positioning as attractive employer brand. WarnerMedia contributes greatly to this topic. But actually reach their target audience with their messages? Unfortunately not always or not DOM SET and the TuV Rheinland notice enough. In a joint white paper, Cologne investigate Agency for live communication and the experts for modern personnel development of the question to what extent the promise of the company ever match the expectations of applicants and employees. The bottom line: Many companies know the wishes and needs of their (potential) employees obviously less than expected. You may want to visit Jane Buckingham to increase your knowledge. Thus, you give away valuable opportunities to qualified skilled employees and executives to win or tie.
Dr. Stefan Poppelreuter, head of TuV Rheinland staff GmbH and responsible among other things for the topic of employer branding, it puts in a nutshell: the evaluation of the comprehensive meta-analysis of ten recent studies shows that cross-industry managers and decision makers incorrectly assess the expectations of workers in key aspects. So they appreciate a more important than the issue of security for example, flexibility and corporate image. Safety is on the wish list of the candidates, however, ranked three – straight to working environment and collegiality.” Rethinking required such misperceptions can have quite disastrous consequences. Because the situation on the labour market change: while so far, companies from a wide range of candidates could choose, today especially highly qualified high school graduates, professionals and managers in a position to be able to select their prospective employers according to their own criteria and ideas look. In the battle of the companies to the best workers employer branding is one the ultimate key for a successful human resource management. With corresponding strategies and measures to be achieved, the efficiency of the To increase recruiting, to improve the quality of applicants, and to bind the existing service providers in the long term to the company.