Many HR organizations are scouring the globe for particular skill sets that will set their companies apart from a competitive standpoint. Finding qualified workers with specialized technology, engineering and technical skill is becoming more difficult by the day, given the dearth of candidates and the intense rivalry to hire them. This challenge confronts HR with a pronounced responsibility, given the vital role played by human capital. Recruitment priorities insist that every potential channel be plied to ensure the right people are hired to bring strategic goals to fruition. In this regard, marketing a company’s brand as an employer-of-choice is just one tactic that is helping to win the war for talent.
In a complex and demand-driven employment market, enticing the best talent requires more than just a quality benefit package. A strong employer brand must go beyond an organization’s market position and include an environment that provides positive experiences and meaningful work. Gone are the days of long-term loyalty and pension plans. Only one in ten millennial generation job candidates are expected to stay with the same employer, according to a recent survey. To recruit best-in-class talent and keep them, companies must understand their differentiating brand value and learn how to accurately market it to candidates.