Candidates today have more career choices than ever before. And if your task is to attract quality employees to your company, you need to pay attention to some details that are the key to building a successful and productive team and attracting quality staff.

Crucial to this is showing that you are not only a good professional, but also a good person and your company is a great place to work. Candidates want to understand what it would really be like to join your workforce, and that’s where employer branding comes in: it’s the reputation of the company and its essence – the values, vision and purpose of the business that are reflected in the experiences you offer employees and the workplace culture you create.


And in order to attract the best people in your company to conquer every peak and complete successful projects on time with satisfied clients, today we will present to you the TOP tips for attracting talent from none other than the “father” of science are employer brand – Simon Burrow according Huxley.

Let’s understand what it takes to Acquisition talents:

  • Brand management needs to be close to senior management and the same goes for the employer brand. Success in employer brand management means influencing the practical and urgent changes as well as the future strategic direction needed to create your reputation as a great place to work. This can require determination and courage to change the way the enterprise operates and the behaviour of those in charge.
  • Employer brand management needs to be at the heart of HR/people management, not separated out as a specialist unit alongside recruitment and communications. This can lead to tremendous impact, passionate belief and inspiration throughout the organisation.
  • The company’s HR function needs a much stronger two-way relationship between HR professionals and modern leadership. Many brand managers become senior leaders and CEOs. But HR should also be a potential stepping stone to the top, because that experience is a key part of being a great boss.
  • Conduct a consistent, comprehensive review of the business – looking at everything from the many elements of HR (described above) to the actual employee experience you provide, which includes every part of the work environment from colleagues to management and from individual development and career planning to rewards. Ask your employees questions like: are they listening to you? What is the level of trust in your managers?
  • Check your reputation as an employer in your own community and consider how your graduates are doing. If you can’t showcase your graduates’ successes, why would talented and ambitious people join you?
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