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HOW CAN PR TACKLE THE MID-CAREER TALENT CRISIS WITH EMPLOYER BRANDING GAINING IMPORTANCE?

PR delivered as a part of a well thought out integrated campaign does and can address mid-career talent crisis

The concept of employer branding is well known and talent driven or knowledge sectors have since adopted best practices in this area besides investing heavily in it. But one area of challenge continues to be tweaking it or specifically using communication to address mid-career talent crisis which is of immense value to a lot of companies as these professionals have know the firm in and out and are crucial to continuity and consistent value delivery.

The reasons are not far to find. Far too many companies have focused on recruitment as the primary driver of employer branding which int

ARE WE REALLY OFFERING A CAREER?

If ever you catch any PR agency head over a drink or coffee these days pardon him or her if all they could groan and crib over is the lack of availability of good talent to hire and the numbing attrition levels. Am not for one moment questioning the gravity of the situation nor the intention is to lighten up the issue�s nature. It is rather perplexity over how little has been done to address this issue and how little we as a industry have out our thinking caps together to understand the nature, scale and long-term implications of this challenge. My humble submission is that this has to do with one fundamental question that many of us are not able to answer convincingly today. What kind of a career option we as an indu

WINNING IN THE MARKETPLACES � FEW TIPS

One of the continuing questions posed by any entrepreneur running a growing organization is what would really make them successful in the long run and what they need to do right now and in the near future to lay the foundation for the growth to come. The question is important since its answer as perceived by the entrepreneur often leads to the strategy he or she will adopt in the marketplace and which inturn decides or causes the success or failure of the venture. While there are no simple, structured answers to the question, it is increasingly evident that the core team that the founder is able to assemble, their bonding and their commitment and belief in the venture�s potential and the duration of their sticking tog

WINNING IN THE MARKETPLACE - FEW TIPS

In the last article we spoke about broad outline of how to differentiate between employees and co-owners and some broad outline of what can be done to motivate and retain them. In this article we will focus on some specific activities that can be done to develop a strong glue between the firm and the co-owners.

Back them up to the hilt during rough times

There is a fire on an account or a key customer relationship is on the rocks. And one of the co-owners is in the thick of it. Do not get into the battlefront right in the beginning. Allow them to start fighting the fire but make sure at the back-end you are there for them every minute and they get the feeling that you have absolute confiden

HOW CAN EMPLOYER BRAND BUILDING ATTRACT MID LEVEL TALENT?

The word �Employer Brand� was coined in 1990s, which deals with the communication of image of an organization to both its existing and potential employees. Repeated research and studies since then worldwide have proven how skillful/careful communication of that image is a key factor in attraction and retention of quality talent across sectors. Like a typical brand is woven around core attributes or benefits of a product, a good employer brand is all about the culture, values and persona of the company concerned.  

The employer branding, if done correctly, turns employees as brand ambassadors of the organization and acquisition of new talent becomes easier through these ambassadors. Also, it sends ou