Creation of employer brand was not regarded as the critical factor in the recent past, but over the years it has turned up to be one of the essential elements that are a driving change on the platforms of talent growth and better results achieved through employee workforce. Employer branding usually happens at the strategic level. This is that particular stage where you are mandated to define what is meant by the employee value proposition and the highest-level messaging structure you want your employees to keep thinking about: “that group of the smartest people who keep working hard and the group with the best technology in town." Recruiting is the tactical level, that is after you have already figured out your perfect messaging the question will be how to get the message to the market for the targeted audience to get in touch with it ( Byrne, 2014). The best-known channels re social media, blog, and employees.
Employer brand ensures quality work is adhered to, and the recruits automatically follow suit in the production of quality products and goods. An organization should develop an employer brand to define a particular niche in the market accurately. Without the employer brand, there will be no specialty in the production of quality goods and services ( Meister and Mulcahy, 2016). The better way is by asking what act or activity the company is known for in the market. If there is no better answer, I will focus my discussion on the employer brand and the failure to recognize it is the reason as to why most of the time the company is not that known in the market like other organizations over specific things and practices in the industry.
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The best way to maneuver in the market is to showcase ethical behavior as a company to guarantee your survival in the industry. In most cases, the so-called evil companies will always have a sad ending of closure or being acquired by other organizations because the company misbehaved on its role as an employer, a categorical seller and as a steward of good deeds to the community. The author's assessment of the business is on point because they single out very critical issues that are the significant problems and form the complexity I the success of any business ( Bassi and Frauenheim, 2011). The information is beneficial especially when it defines the behavior of the business as the ultimate way of achieving success. Expression of an organization culminates in the human resource depart of the group. The way the company behaves as an employer and as the seller and as a significant steward towards the community surrounding the company is the better determinant of success and categorically relies on the human resource department to handle such issues.
References
Bassi, L., & Frauenheim, E. (2011). Good company: Business success in the worthiness era . Berrett-Koehler Publishers.
Byrne, Z. S. (2014). Understanding employee engagement: Theory, research, and practice . Routledge.
Meister, J., & Mulcahy, K. J. (2016). The Future Workplace Experience: 10 Rules For Mastering Disruption in Recruiting and Engaging Employees . McGraw Hill Professional.
