It is now widely understood that job loyalty is a thing of the past, especially among millennials. Despite the effects of the pandemic, the latest Deloitte Millennial Survey revealed that 31% of millennials envision leaving their jobs within two years[1].<\/p>\n
This approach to working represents a serious challenge to businesses\u2019 employment strategies. It’s widely understood that millennials now make up 50% of the global workforce[2], so it\u2019s absolutely a concern worth addressing. When most young professionals choose to work for organisations that share their personal values, these latest stats present great opportunities for an employer brand to engage with talented existing and prospective employees.<\/p>\n
And the good news?<\/p>\n
You don\u2019t need a big budget (or ping pong tables) to make a positive impact on your employer branding strategy. Below, we list employer branding examples that will help you appeal to top talent.<\/p>\n
Gone are the days of preachy language, a ceremonial \u2018yours sincerely\u2019 and formal communication practices. If you want to attract great talent, start speaking to them in a language they will appreciate and understand. Consider a tone of voice that\u2019s approachable and genuine. Imagine the questions that jobseekers are likely to want to ask, and answer them head-on. Consider asking recent starters for their opinions on how your business communicates compared to others.<\/p>\n
The existence and dominance of social media in our lives mean it\u2019s never been easier to engage and interact with your existing and prospective employees. In a world where two-way conversations have become increasingly important and authenticity is key, social media provides brands a huge opportunity to positively engage with candidates. Depending on your business\u2019s size, you may already have corporate business handles. If you don\u2019t, create them and get communicating.<\/p>\n
Your staff are your best brand ambassadors. Look after them, treat them well and they\u2019ll tell the world about it. A proud employee who enjoys their work will share your business\u2019s achievements with their friends, families and online. Those testimonials are priceless and are undoubtedly your most powerful marketing tool.<\/p>\n
According to Deloitte’s 2020 Millennials at Work survey, just over half of millennials are attracted to employers because of their CSR values, and 56% would consider leaving an employer that didn’t have he values they expected[3]. \u00a0Review and communicate your business\u2019s carbon footprint, CSR programmes, and the ways in which you positively impact the lives of your consumers. These principles could potentially make or break the decision by a person looking to work for you.<\/p>\n
If you\u2019ve successfully attracted great talent, congrats! Now for the long-term retention. Your employees want to learn, and they\u2019re looking for inspirational leaders. Most would prefer to work with subject matter experts who work as hard as they do. Employ the best, and put in place leadership programs or succession plans to ensure clear progression opportunities.<\/p>\n
Be prepared to be flexible<\/a>. Increasingly, emerging generations value their contribution to their employer not by the hours they put in, but by the quality of their output. Work-life balance has never been more important. Take cues from the likes of Amex, who have put in place a Bluework program that connects different work styles to workplaces (they\u2019ve also saved millions on real estate).<\/p>\n The perception of your employer brand depends on much more than promotional advertising and bonus packages. Think about how the above points can be dovetailed into a long-term business strategy and you\u2019ll undoubtedly reap the rewards of a talented and loyal workforce for years to come.<\/p>\n Looking to employ<\/a> someone new? Get in touch today<\/a>. Read our comprehensive interview guide for employers<\/a> for more advice around hiring.<\/p>\n It is now widely understood that job loyalty is a thing of the past, especially among millennials. Despite the effects of the pandemic, the latest Deloitte Millennial Survey revealed that 31% of millennials envision leaving their jobs within two years[1]. This approach to working represents a serious challenge to businesses\u2019 employment strategies. It’s widely understood<\/p>\n[1] https:\/\/www2.deloitte.com\/global\/en\/pages\/about-deloitte\/articles\/millennialsurvey.html<\/h6>\n
[2] http:\/\/www.marsdd.com\/wp-content\/uploads\/2015\/01\/Insiders-Guide-Finding-Meaningful-Work-Attracting-Talent.pdf<\/h6>\n
[3] https:\/\/www.pwc.com\/co\/es\/publicaciones\/assets\/millennials-at-work.pdf<\/h6>\n","protected":false},"excerpt":{"rendered":"