Recruitment marketing and employment branding are terms often used interchangeably, but they are different disciplines and should be treated that way. When orchestrating a talent communications strategy, these two instruments blend to create unforgettable harmonies. But they rarely play the same part. Each is capable of carrying the tune, and in this article we’ll explore their differences, their similarities and what you should expect from an employment brand agency working alongside you.
Improving employee retention prevents your organization from becoming a revolving door of talent. But to keep your best people, you need an employee retention strategy that boosts engagement and makes employees eager to remain a part of your organization and culture.
MindHandle CEO, Eric Harris, spoke with Adam Fridman on his Future of People Initiatives podcast about retaining employees in today’s market. During the discussion, Eric talks about the need to “date” your employees, much one like would date their spouse to keep the relationship healthy.
There are many factors to consider as you set out to build or strengthen your company’s employment brand, including the type of branding content you desire and the tone of your internal messaging. You'll also need to resolve one critical component of internal communications: How quickly your company’s brand should communicate.
Imagine this: In one of your conference rooms, there’s a long, horizontal line drawn on a whiteboard. On the left side is the word “fast.” On the right, “slow.” Now imagine representatives from HR, Marketing, Operations and Internal Comms are all sitting in that room.
pull n. – a force drawing someone or something in a particular direction or course of action.
Supply chain issues. COVID-19. The Great Resignation. Quiet Quitting. According to conventional logic, the U.S. labor market is past-due for some relief. Unfortunately, that doesn’t seem to be the case. Last month, U.S. worker productivity levels reached at an all-time low. Shortly thereafter, it was announced that over 70% of economists believe that we’ll be in a recession by mid-2023—if we’re not already in one.
But what does this mean for employers? How do we connect with our current, and potential, workforce while maintaining our competitive edge?
In the age of the Great Resignation, there’s been no shortage of signs that many employees are beginning to look for new opportunities that better align with their priorities. Three fundamental truths remain:
American workers have had enough.
Enough of their employer’s broken promises, of unhealthy work/life balance, toxic workplaces, being overworked and underpaid—and they aren’t holding back their collective disappointment.
In recent months, many have flocked to TikTok to share their stories of “quiet quitting” and stand in solidarity with their peers. The similarities between this trend and last year’s Great Resignation—a period in 2021 that saw close to 4 million workers leave their jobs each month—are staggering, to say the least. It indicates a clear and present disconnect between many organizations and their own employee experience initiatives. A disconnect that, if left unchecked, could evolve into a larger, potentially more devastating employment branding problem.
For now, at least, most folks aren’t actually quitting their jobs, they’re just choosing something new: themselves.
