Tuesday, July 29th, 2014 - Honner Media

~~New study highlights the power of ‘employer brands’ in the recruitment process

Sydney, July 29, 2014 – Companies need to differentiate between their consumer and employer brands and implement an effective employer brand strategy if they want to attract the right candidates and engage existing employees, a new report from Hudson RPO shows.

The report, titled How to Launch a Successful Employer Brand: Building on the Practices of Top Employer Brands, defines a strong employer brand as ‘the perception of the organisation as a great place to work, by both current and potential employees’.

According to the report, leading organisations devote significant resources to building an employer brand, with a strong focus on creating an employer brand strategy and a defined employee value proposition (EVP).

The report shows that compared to other brands, top employer brands dedicate an average budget of 70 percent more on supporting employer brand initiatives, while twice as many top brands have a defined and documented strategy as compared to other brands.

The global report, carried out by Hudson RPO in conjunction with HRO Today, a leading magazine for the HR community, also found that buy-in from senior company executives, multi-channel communication of a brand and internal promotion are all important components of building a successful employer brand.

Suzanne Chadwick, Head of Employer Branding, Digital & Sourcing Innovation for Hudson RPO, said businesses can not rely on a strong consumer brand to recruit and engage employees.

“While a strong consumer brand can help companies attract top talent to their organisation, a clearly defined employer brand will help ensure that those they hire will not only have the right skills, but also be a solid fit with the company’s culture and work environment – resulting in greater employee productivity, increased levels of engagement and higher rates of retention,” Ms Chadwick said.

When it comes to building a successful employer brand, the report noted that certain building blocks are foundational to success, including authenticity, consistency with company practices and consistency with the consumer brand. The report also recommends developing a brand that is clear, believable, compelling and relevant.

According to Ms Chadwick it is often unclear as to who ultimately owns an employer brand strategy in many companies.

“Is it HR? Is it marketing? Unclear ownership of an employer brand results in ineffective collaboration and can even cause branding to become a ‘political’ issue. Clear ownership of an employer brand and collaboration from all corners of a business is essential.”

According to Ms Chadwick, an external partner, such as Hudson RPO, is experienced in bringing together leaders from all aspects of a business, including HR, Talent Acquisition, Brand, Internal Communications and Marketing, to develop common goals and messaging.

“Employer branding is complex. If an organization lacks an experienced strategist who can align teams to craft an effective brand, engaging an external expert can help bring your brand to life and communicate your EVP to the market.”

 Key report findings:
• Nearly one-half (44.6%) of Top Employer Brands indicated that they have defined organizational responsibilities for their brands, versus only 17.6% of Other Brands.

• Top Employer Brands focus more on value to current employees – 49.1% of Top Brands have a documented up-to-date employee value proposition versus 20.0% of Other Brands.

• Top Employer Brands have an average budget of 70% more than Other Brands to support their employer brand initiatives.

• The importance of the employees’ role in promoting the employer brand was rated 75.7 out of 100 for Top Brands versus 51.0 among Other Brands.


For a copy of the full report, or an interview with Suzanne Chadwick, please contact:
Kate Miller
Honner Media
+61 2 8248 3753
[email protected]

About the report
The report is based on a survey of HRO Today readers as well as on one-on-one interviews with key executives at major corporations considered top talent recruitment and engagement brands in various “Best Places to Work” and Glassdoor reviews. Survey respondents were asked to rate their respective employer brands on a scale of 1 to 5, with 1 being poor and 5 being excellent. Top Employer Brands were defined as those rated 4 or 5, while Other Brands received ratings between 1 and 3. In total, 148 Top Brands and 176 Other Brands responded to the survey. The survey responses from those considered top brands tracked closely with responses from the companies interviewed.

About Hudson RPO
Hudson RPO specializes in recruiting professional-level candidates for mid to large-cap multi-national corporations in select industries. Hudson RPO offers a wide range of recruitment process outsourcing services including outsourced recruitment; custom blended RPO/MSP solutions; project recruitment; contingent workforce solutions; and consulting services. A global force in talent acquisition solutions, Hudson RPO designs, implements and manages custom RPO programs. More information is available at http://HudsonRPO.com and @HudsonRPO on Twitter.

About HRO Today Magazine
HRO Today magazine and newsletters are read by more than 140,000 HR executives and leaders worldwide and covers the latest industry trends in HR outsourcing, services, shared services and operations. HRO Today magazine is the publication of choice for the most senior executives facing the strategic decisions about operational excellence. HRO Today and www.hrotoday.com offer the best content choices for the HR leaders seeking online information in the form of newsletters, webinar series and online video content.

About Hudson
Hudson is a global talent solutions company with expertise in leadership and specialized recruitment, contracting solutions, recruitment process outsourcing, talent management and eDiscovery. We help our clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and proprietary assessment tools and techniques. Visit hudson.com for more information.

Forward-Looking Statements
This press release contains statements that the company believes to be "forward-looking statements" within the meaning of the Private Securities Litigation Reform Act of 1995. All statements other than statements of historical fact included in this press release, including statements regarding the company's future financial condition, results of operations, business operations and business prospects, are forward-looking statements. Words such as “anticipate,” “estimate,” “expect,” “project,” “intend,” “plan,” “predict,” “believe” and similar words, expressions and variations of these words and expressions are intended to identify forward-looking statements. All forward-looking statements are subject to important factors, risks, uncertainties and assumptions, including industry and economic conditions' that could cause actual results to differ materially from those described in the forward-looking statements. Such factors, risks, uncertainties and assumptions include, but are not limited to, global economic fluctuations; risks related to fluctuations in the company's operating results from quarter to quarter; the ability of clients to terminate their relationship with the company at any time; competition in the company's markets; risks associated with the company's investment strategy; risks related to international operations, including foreign currency fluctuations; the company's ability to implement cost reduction initiatives effectively, including the recently announced restructuring program; the company's dependence on key management personnel; the company's ability to attract and retain highly skilled professionals; risks in collecting the company's accounts receivable; the negative cash flows and operating losses that the company has experienced from time to time in the past may reoccur in the future; restrictions on the company's operating flexibility due to the terms of its credit facilities; the company's heavy reliance on information systems and the impact of potentially losing or failing to develop technology; risks related to our dependence on uninterrupted service to clients; the company's exposure to employment-related claims from both clients and employers and limits on related insurance coverage; volatility of the company's stock price; the impact of government regulations; and restrictions imposed by blocking arrangements. Additional information concerning these and other factors is contained in the company's filings with the Securities and Exchange Commission. These forward-looking statements speak only as of the date of this document. The company assumes no obligation, and expressly disclaims any obligation, to update any forward-looking statements, whether as a result of new information, future events or otherwise.

Contact Profile

Honner Media

Honner Media is an Australian communications consultancy that specialises in the financial services sector.

We help our clients communicate their messages via the media, as well as direct to stakeholders such as customers, employees, members and prospects - people who directly impact a business.

Our specialist financial knowledge, longstanding industry relationships and proven processes enable us to build strategic plans that deliver results. We work closely with in-house marketing teams to proactively drive campaigns, ensuring communications goals are achieved efficiently for clients.

Kate Miller
W: honnermedia.com.au


Talent, recruitment, HR, human resources, branding, marketing, employer, employee



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