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1、2023 Fortune 100 Employment Branding ReportOur ninth annual report ranks employment brands of the Fortune 100 from the perspective of a jobseeker.2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT2Table of ContentsAbout the research 2A letter from our CEO 3Methodology 4Infographic:18 insights from our rese
2、arch 6Rankings:Which companies made the list?9Employment branding:5 ways SMBs compete against larger companies 13Checklist:See how your employment brand compares 18About the researchWilsonHCGs 2023 Fortune 100 Employment Branding Report analyzes the employment brands of the Fortune 100 from the pers
3、pective of a jobseeker.Back in 2014,WilsonHCG built the methodology to objectively evaluate employment brands something that had never been done before.Since then,weve evolved the criteria to pace with the changing job market and candidate expectations.This year marks the ninth report weve produced.
4、WilsonHCGs employment brand research focuses on six key components:recruitment marketing,job advertising and promotion,career pages,employee and candidate perspectives,accolades and corporate social responsibility.The report further breaks down these components into essential benchmarks,which our te
5、am of researchers use to determine a score and subsequent ranking.Learn more here about our research findings,and view our rankings to see which companies topped the list.2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT3A letter from our CEO Last year was a phenomenally busy year for those of us in talen
6、t acquisition,but you dont need me to tell you that.The rate of change we experienced in 2021 accelerated throughout 2022.It was hard to keep up at times!The way we work continued to evolve.Hybrid working,for example,has become the new norm it balances the needs of employers with the interests of em
7、ployees,so its no surprise to see that its become a permanent fixture in todays workplaces.There were many more changes in the world of work as employers reacted to what was the most competitive candidate market in history.For example,total rewards programs became a mainstay.Not just because they he
8、lped companies to manage soaring wage costs,but also because of the positive impact they have on employee well-being.An attractive employee value proposition(EVP)goes a long way with todays jobseekers.Candidates are a lot more open about what they expect in a career today.They want to work for compa
9、nies that care(for them,the environment and society),they want the chance to progress and the flexibility to work in a way that suits them as an individual.So,what does this evolution mean for talent acquisition leaders?In simple terms,it means your employment brand is probably due an update to refl
10、ect your EVP.After all,your EVP and employee experience(which have changed over the past 12 months)must be aligned with your employment brand.Talent leaders are not the only ones who are in evaluation mode right now.Leadership teams are evaluating absolutely everything,including everything under tal
11、ent acquisition and talent management to determine areas that would benefit from optimization.For this report,we analyzed the employment brands of the Fortune 100.The results were interesting.There were some examples of solid employment brands,but most had room to grow(the average score this year wa
12、s 64 points out of 100).Be proud of the employee experience your company provides and encourage your employees to tell their stories in their own words.This will help you attract and retain top talent in what is set to be another unpredictable year.In this type of market,overcommunication and transp
13、arency are absolutely critical.Colleagues want to feel connected and its your job as a leader to ensure they feel that way.Happy reading!John WilsonCEO,WilsonHCG?Want to know which companies performed the best?And what they did to be recognized on our top-ranked list?Find out in the pages that follo
14、w2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT4MethodologyABO UT TH E M ET H ODOL OG YWilsonHCGs 2023 Employment Branding Report evaluated the employment brands of the Fortune 100.The evaluation focuses on six key components:recruitment marketing,job advertising and promotion,career pages,employee and
15、 candidate perspectives,accolades and corporate social responsibility.Each category was weighted based on their relevance to employment branding and the tools and resources available to objectively score them.In total,100 points were available.Recruitment marketing19 pointsThere was no change in the
16、 number of points allocated to recruitment marketing this year.However,we have added additional criteria that accounts for the increasing importance of employee resource groups(ERGs)and diversity,equity,inclusion and belonging(DEIB).According to Benevitys 2022 State of Corporate Purpose:80%of employ
17、ees believe its the responsibility of company leadership to take action on addressing racial justice and inequity;77%believe its important for companies to allow difficult conversations around race and social issues to occur at work;and 50%of employees would stay at a company because it offered ERGs
18、.The criteria for this category include:Company blog on company website Company social media pages linked on corporate or career website Employee testimonial videos on career website Insights on workplace culture and wellness initiatives Information on employee benefits and perks on career website M
19、ental health specific support programs or benefits Veteran recruitment program/initiatives University recruitment program/initiatives Remote/virtual recruitment on career website Pay equity policy stated on company website Employee resource groups(ERGs)Diversity,equity,inclusion and belonging(DEIB)r
20、ecruitment efforts DEIB initiativesJob advertising and promotion13 pointsThere are 13 points available in the job advertising and promotion category.Its no surprise that companies are starting to change their job advertising and promotion tactics so their job postings stand out and reflect shifting
21、candidate expectations.Informative job postings with inclusive and encouraging language are key,as it gives a glimpse into workplace culture.This categorys criteria includes:Informative job postings that have a company description,role impact statement,“you”focused headers,encouraging language and e
22、mployee perks and benefits Job postings available on career website and designated job boards Organic career promotion on designated social media sitesCareer pages18 pointsThere has been no change in the number of points allocated to career pages for the 2023 report.Providing a great user experience
23、 should be a given regardless of company size.Career pages should be optimized for mobile,accessible and should contain the information that candidates are seeking.Other notable features on career pages include chatbots and 2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT5talent communities that receive
24、targeted communications.This categorys criteria include:Career website and mobile accessibility Accessibility settings or widget on career website Talent community/network Multimedia content demonstrating inclusion and diversity on career website Ability to communicate via a chatbot or pre-applicati
25、on on career website Application,interview,and onboarding process on career website Career content is easy to navigateEmployee and candidate perspectives38 pointsThe employee and candidate perspectives category has 38 points up for grabs and is our largest category.The No.1 obstacle candidates exper
26、ience when searching for a job is not knowing what its like to work at an organization.Since candidates are 3x more likely to trust the companys employees than the company itself when it comes to providing credible information on what its like to work there(according to LinkedIn),they will often tur
27、n to sites like Glassdoor,Indeed,Comparably and CareerBliss before accepting a job offer.This categorys criteria include:Glassdoor culture and values rating,work-life balance rating,compensation and benefits rating,career opportunities rating,diversity rating,and percentage of employees that would r
28、ecommend the company to a friend CareerBliss rating Comparably rating Indeed company ratingAccolades4 pointsAccolades can be the difference between a candidate choosing one company over another,as they help to provide third-party endorsement and recognition.Todays jobseekers are particularly interes
29、ted in awards that recognize diversity and company culture.This categorys criteria include:Accolades accessible from the career website Accolades related to diversityCorporate social responsibility8 pointsCorporate social responsibility(CSR)is a key driver for a lot of candidates,especially when you
30、 consider research from Porter Novelli which revealed 88%of employees want to work for companies that actively strive to have a positive impact on society.This is especially true for millennials and generation Z.This categorys criteria include:Promotion of 2030 United Nations Sustainable Development
31、 Goals(SDGs)Community development programs/initiatives Environmentalism and sustainability Social justice and equality Early education programs and promotion2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT6Infographic:18 insights from our researchOur researchers analyzed the employment brands of the Fort
32、une 100 across six key areas:Recruitment marketing Job advertising and promotion Career pages Employee/candidate perspectives Accolades Corporate social responsibilityWE V E R O UN DED U P B ES T P R A C T IC ES A N D W IL L S H OW Y OU H OW THE F O R TUN E 100 M EA S U R E U P.Job advertising and p
33、romotionBest practice:Job advertising and promotion efforts should be spread across multiple job boards and social media platforms.Of the Fortune 100 companies we analyzed:Only 3%use TikTokfor career promotion despite its popularity among Gen ZOnly 1/5 use YouTubefor career promotion despite it bein
34、g the second-largest search engine,after Google77%post career-related contenton social mediaRecruitment marketingBest practice:When it comes to recruitment marketing efforts,address the topics that matter most to candidates like mental health,pay transparency and flexibility.Of the Fortune 100 compa
35、nies we analyzed:Only 27%have information relating to hybrid and remote work policies.Only 38%have pay equity insights on their career site.Only 42%have information relating to mental health available on their website.2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT7Employee and candidate experienceBest
36、practice:Ratings and reviews on websites like Glassdoor,Indeed,Comparably and CareerBliss offer a glimpse into employee perks and benefits,company culture and leadership.Of the Fortune 100 companies we analyzed:58%scored 4 or higher(out of 5)for diversity on Glassdoor30%scored a 4 or higher(out of 5
37、)for compensation and benefits on Glassdoor30%scored a 4 or higher(out of 5)for culture and values on Glassdoor16%scored a 4 or higher(out of 5)for work-life balance on Glassdoor14%scored a 4 or higher(out of 5)for career opportunities on GlassdoorCareer pagesBest practice:Career pages should be acc
38、essible,prioritize user experience and provide relevant career content.Of the Fortune 100 companies we analyzed:Only 10%have accessibility settingson their career site62%have a talent communityOnly 1/4 have a chatboton their career siteAccoladesBest practice:Accolades boost morale,establish credibil
39、ity and attest that your company is a great place to work.64%have at least one accoladelisted on their website53%have at least one diversity accoladeOf the Fortune 100 companies we analyzed:2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT8While keeping up with changing candidate expectations can be chall
40、enging,these 18 insights can help you position your organization as an employer of choice in 2023 and beyond.Corporate social responsibilityBest practice:Corporate social responsibility(CSR)initiatives demonstrate a companys commitment to environmental sustainability,community development and social
41、 justice.93%provide informationon community development programs and initiatives47%promote social justice and equalityon their websitesOf the Fortune 100 companies we analyzed:2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT9Rankings:Which companies made the list?These Fortune 100 companies scored top ma
42、rks in this years objective methodology.Abbott Laboratories takes the top spot with a total score of 79 out of 100 points.The medical device and healthcare company excels in the foundational elements,like an easily navigable and mobile-optimized career page.And it shows its commitment to diversity,e
43、quity,inclusion and belonging(DEIB)by having accessibility settings on its website(only 10%of the Fortune 100 do).Highlights include a chatbot,so candidates can ask questions(and get a real-time response),along with a prominent call-to-action for candidates to engage by joining its talent community.
44、Abbott has a selection of employee-generated content on its career site with employees sharing insights about what its like to work there,paired with career advice for jobseekers.It also has social media accounts dedicated to working there,giving candidates various avenues to learn more about what a
45、 career could look like at the company.Abbott has clearly put itself in the shoes of a candidate and has thoughtfully included the information theyd be seeking.?View career pageR AN K1C OM P A N YSCO RE79IND U STRYHealthcareIntel took the No.2 spot with a total score of 78 points,just one point behi
46、nd the leader.The specialized electronics and systems company has one of the top scores in the career pages category with 15 out of 18 points.Its career page was easy to navigate,and the content was designed to encourage people to apply for open roles.It also segmented content based on job type,whic
47、h is helpful for jobseekers.The organization picked up all the points on offer in the accolades and CSR categories.Its strong approach to CSR is further reinforced with a dedicated CSR report,which is just one click away from the main careers page!Its incredibly detailed(at 102 pages long),yet diges
48、tible;it will certainly appeal to candidates that place CSR high on their employer wish list.?View career pageR AN K2C OM P A N YSCO RE78IND U STRYComputer hardwareCisco Sytems ranked No.3,with 77 out of 100 points.The software company scored particularly well in the recruitment marketing category,b
49、agging 16 out of 19 points,which is 3.3 percentage points higher than the average score of 12.6 in this category.Its career site is dominated by content thats designed to educate and inspire jobseekers,along with multiple perspectives from current employees to give applicants an idea of what its rea
50、lly like to work there.Cisco also has a strong social media presence and the content on its social platforms is unique to each channel.Headquartered in California,the company includes details about its#1 Worlds Best Workplaces awards in a prominent place on its career site,something that may sway a
51、candidate into choosing Cisco over one of its competitors.A bit of third-party validation goes a long way!?View career pageR AN K3C OM P A N YSCO RE77IND U STRYTechnology software2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT10Tied for the third spot,with 77 out of 100 points,is Proctor&Gamble.This foo
52、d,beverage and consumer products conglomerate,which is headquartered in Cincinnati,had top scores in recruitment marketing(17 out of 19)and career pages(16 out of 18).The organization has plenty of employee stories and multiple employee testimonials that help to give candidates a glimpse into its co
53、mpany culture.It also has a campaign with a dedicated hashtag(#PGDAY1)that encourages employees to share their day-one experiences.There are several prompts to showcase how employees at Proctor&Gamble have the chance to make a real impact.The organization clearly understands the drivers of todays ca
54、ndidates such as career development and the desire to work for a company that cares and touches on these throughout its career site.?View career pageR AN K3C OM P A N YSCO RE77IND U STRYConsumer goodsMerck was ranked No.5,with 76 points.The pharmaceuticals and medical devices company bagged 17 out o
55、f 19 points in the recruitment marketing category.Of note was the companys use of diverse imagery.It also segmented job roles into categories in order to speed up the application process.Merck displayed a selection of its awards on its career site(and got a perfect score in the accolades category)an
56、d provides links to its CSR report.It frequently reminds candidates of the good the company does with its focus on scientific innovation to deliver medicines and vaccines that may help millions of people around the world.The career site is accessible and easy to navigate with all the information a c
57、andidate would be seeking in one place.It also has a section containing details about its hiring process,so it lets applicants know what to expect if they hit apply.?View career pageR AN K5C OM P A N YSCO RE76IND U STRYPharmaceuticalsDell Technologies took the sixth spot with a total score of 75 out
58、 of 100.The computer and software solutions company scored 10 out of 13 in the career promotion and job advertising category,which is 2.5 percentage points higher than the average score(7.5 points)for this category.Its career page contains details about its Work from Anywhere initiative,which is sur
59、e to attract candidates who favor remote or hybrid working.Dell also has a prominently located feedback form for candidates,so it evidently cares about candidate experience.And the imagery on the site appears to be that of current employees rather than stock imagery,which helps to showcase the diver
60、sity within the organization.?View career pageR AN K6C OM P A N YSCO RE75IND U STRYComputer services2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT11Also in the sixth spot,IBM scored 75 out of 100.It was just shy of a full house in the recruitment marketing category.Its career site is full of compelling
61、 content and candidates can watch a short video about what“IBMers do.”The video includes details about how IBM helped build computers and software for the Apollo missions that enabled Neil Armstrong and Buzz Aldrin to land on the moon.It also mentions how an IBMer created the UPC barcode,which trans
62、formed the retail industry.It shows candidates the impact they can have on the world if they choose IBM as their employer.The organization clearly understands the importance of building talent pipelines as its first prompt to persuade candidates to join its talent community is above the fold a prime
63、 location.IBM isnt afraid to link directly to Glassdoor from its career site,which suggests it takes transparency seriously.The company also provides applicants with details of the hiring process,so they know exactly what to expect.The computer and software solutions company didnt manage to score an
64、y points in the accolades category though,which was surprising given how much third-party validation can help candidates when making career choices.?View career pageR AN K6C OM P A N YSCO RE75IND U STRYComputer servicesJohnson&Johnson tied for sixth,with 75 points.The pharmaceuticals and medical dev
65、ices company scored 28 out of 38 in the employee and candidate perspectives category,which is four percentage points higher than the average of 23.5 points.It does have plenty of employee-generated content thats just one click away from the main career page.It also prompts applicants to join its tal
66、ent community,showcasing the importance of building relationships with candidates in anticipation of future hiring needs.Diversity,equity and inclusion(DEI)take center stage on Johnson&Johnsons career site.The organization talks about diversity several times on its main career page to show how much
67、it values diversity.It also has a link to its annual report on DEI,which illustrates how the company prioritizes DEI.?View career pageR AN K6C OM P A N YSCO RE75IND U STRYPharmaceuticalsAmerican Express also placed in ninth with 74 out of 100 points.Headquartered in New York,the financial company di
68、d well in the employee and candidate perspectives category(31 out of 38 points)and came close to picking up full points in the CSR category.The companys“Get Matched”tool really stood out on its career page.Candidates are encouraged to upload their resumes and the tool matches the resume with suitabl
69、e roles.Its a great timesaver for candidates and shows American Express puts a lot of effort into the candidate experience by trying to make it as easy as possible for candidates to find their next dream job.?View career pageR AN K9C OM P A N YSCO RE74IND U STRYFinancial services2023 FORTUNE 100 EMP
70、LOYMENT BRANDING REPORT12Are you from a Fortune 100 company and wondering where you rank?Click here to fill out a form and access your scorecardGoogle was ranked in ninth with 74 points,which rounds out our top-ranking companies.It picked up 31 points out of 38 in the employee and candidate perspect
71、ives category and was one of the top scorers in this category.The internet services company has a section on its career site dedicated to stories from employees,interns and alumni on how they got to Google and what their roles entail;it even includes some interview tips.This not only showcases the c
72、ompanys diversity,but also shows the potential for career development to prospective employees.It has a designated section for jobseekers looking for remote positions,which shows it understands the desire for flexible working that many of todays candidates expect.?View career pageR AN K9C OM P A N Y
73、SCO RE74IND U STRYInternet servicesThermo Fisher Scientific was also ranked in joint ninth with 74 out of 100 points.The specialized electronics and systems company excelled in the accolades and CSR categories.It picked up four points out of four in the accolades category and eight out of eight in C
74、SR.Its approach to CSR is great.It has multiple reports on CSR which gives readers an insight of the real impact their initiatives have both internally and externally.And it aligns its values with the UNs Sustainable Development Goals.The organization performed well in the career pages category as w
75、ell with a score of 17 out of 18 points.One aspect that really stood out was the companys job recommendation tool.Candidates can either upload their resumes or complete a short questionnaire(just five questions)about their career interests and experience before being matched with open roles.If there
76、 are no suitable open roles,candidates are prompted to create a personalized profile that they can use when applying for future jobs.?View career pageR AN K9C OM P A N YSCO RE74IND U STRYElectronics and systems2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT13Employment branding:5 ways SMBs compete again
77、st larger companiesRegardless of company size,you can excel at employment branding.Our prior research showed smaller companies held their own against the big guys in the fierce competition for talent.Thats because no matter what size company you have,the jobseeker is the driver behind talent acquisi
78、tion.If you listen to them,you can win.?Complete our interactive checklist to get a snapshot of how effective your employment brand is in todays job marketHere are five small or medium companies with strong employment brands:Grammarly speaks the language of employee perspectivesWhere it excelled:Emp
79、loyee and candidate perspectives and accolades What we liked:Compelling employee reviews,presentation of awards and messaging With a clear vision of helping people improve their communication,Grammarly does a great job of applying that same concept to how it talks to jobseekers(and how employees spe
80、ak about the company).Its careers page uses employee testimonials and accolades effectively to reinforce its positive reputation.In turn,Grammarly boasts impressive 4+star employee review averages across Glassdoor,Indeed,Comparably and TrustRadius(at the time of this posting).Source:Grammarly career
81、s pageWhy it works:Grammarlys simple messaging resonates well with its employee base,and the proof is in the pudding with a 4.6/5 Glassdoor score.Grammarlys writing is carefully crafted and humanized,which is true to its people-centric approach.The careers page mentions connecting with others and th
82、e reviews echo the sentiment of great,empathetic leadership and collaboration within.This consistency makes its brand compelling.Having clarity and a common thread in how you talk to jobseekers,employees and customers reinforces the authenticity of your brand,and Grammarly excels in this.Tip:A 2022
83、global talent survey indicated these top things candidates prioritize from job searches:#1:Compensation/benefits#2:Balance#3:Flexibility#4:Upskilling2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT14Malouf puts its people on displayWhere it excelled:Employee and candidate perspectives and careers page Wh
84、at we liked:Authenticity through employee imagery With an imagery-dominant careers page,Malouf shows its culture candidly by displaying real images of employees at work together.It uses similar imagery across its social media channels too and this cohesive approach shows from the perspective of empl
85、oyees what its really like to work there.Additionally,it presents its benefits package directly on the careers page,which appeals to candidates that prioritize a total rewards package when making an employment decision.Afresh Technologies knows recruitment marketingWhere it excelled:Recruitment mark
86、eting and careers page What we liked:Robust CSR and appeals to employees higher purpose for meaningful work Afresh uses AI to eliminate food waste from grocery stores and minimize the impact on the planet.Rated the No.1 small business from Great Place to Work,its corporate social responsibility(CSR)
87、and diversity,equity,inclusion and belonging(DEIB)policies make it an appealing workplace for those looking for meaningful work with a deeper purpose.With a goal to prevent 34 million pounds of food waste,it has a clear message that resonates with its culture and values.The true meaning of“small,yet
88、 mighty.”Source:Maloufs LinkedIn pageWhy it works:Malouf builds its brand from its people after all,the first line on its homepage reads:“We are lifestyle and wellness experts.”This approach works since people participating in activities that promote wellness are showcased across all areas of the bu
89、siness,and Malouf positions this strategically as a value proposition.Using clear,branded language such as its company mission to“redefine business”is successful because the company lives and breathes this message across all touchpoints and the employees reinforce it.At its core,thats a strong emplo
90、yer brand.2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT15Terdata walks the diversity walkWhere it excelled:Careers page What we liked:Comprehensive diversity policy and use of video-driven storytelling Teradata does an exceptional job of demonstrating diversity on its website.Showcasing diverse leader
91、ship portrays a welcoming and inclusive workplace to prospective employees.Additionally,this openness translates across an employee video series,where they make commitments to minimize internal bias.This goes a long way in the eyes of jobseekers.Teradatas resources and videos reinforce these diversi
92、ty pledges and policies for a cohesive candidate experience.Source:Teradata inclusion and diversity pageSource:Afresh careers page Why it works:Afresh reinforces the positive impact it has on the environment through its employment branding.This message will resonate with todays jobseekers who want t
93、o work for companies that care for the environment.Its recruitment marketing on social media speaks to its overall message to eliminate food waste(and make it accessible to all as well),so candidates are continually reminded of the good work they can be doing if they worked there.?Check out the comp
94、lete zip file for talent acquisition leaders 2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT16Source:Kempers career pageWhy it works:Talent segmentation is a great way to speak to each of your potential candidates unique desires and pain points.For internships and early careers,Kempers dedicated page fo
95、r students provides a wealth of information and candidates can join a talent community for future job updates.It clearly understands the importance of growing its pipeline of passive talent for the future.Companies like Kemper that invest in entry-level talent not only benefit from well-stocked tale
96、nt Why it works:Videos and employee-generated content show potential candidates an accurate picture of the culture in ways nothing else can.According to research from Glassdoor,66%of jobseekers trust employees the most when it comes to understanding what diversity and inclusion really looks like at
97、a company.This employee-generated content from Teradata speaks volumes toward authenticity and humanizing its brand at every touchpoint.It includes a pledge for DEIB and details of its supplier diversity program on its career site.This will help it to attract like-minded talent who want to feel like
98、 they belong at an organization.It will help retain diverse talent as well.Kemper understands the importance of segmenting talentWhere it excelled:Candidate experience and careers page What we liked:Talent segmentation for students,internship program visibility and learning and development opportuni
99、ties It can be difficult to segment talent in a way that makes sense,but Kemper insurance does it well.For example,its navigation prioritizes attracting students with a dedicated section and subpage.It also has tailored recommendations based on user information for jobseekers at the bottom of the ca
100、reers site.It calls out veterans and philanthropic efforts as part of its welcoming culture to nod to other types of jobseekers.Additionally,Kemper has adapted its hiring events to be virtual to attract a wider talent pool.It includes details of a comprehensive internship program on its career site
101、along with details of a product management 18-month accelerated leadership course.2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT17pipelines,but also increased employee engagement,reduced costs and,of course,heightened employment brand awareness.This will be hugely beneficial as skills shortages become
102、more prevalent in the coming years.Additionally,its job application page is easy to access with steps on how to apply,increasing the chances of more applicants hitting the apply button.?Learn how to plan for the biggest skills shortages with talent pipeliningHows your employment brand looking?These
103、companies provide an array of ways you can elevate your employment brand.You dont have to have a Fortune 100 budget to create great messaging and deliver on what candidates and employees are seeking.If you showcase your brand authentically and deliver on your EVP and promises,youll find it easier to
104、 attract and retain talent.2023 FORTUNE 100 EMPLOYMENT BRANDING REPORT18Checklist:See how your employment brand comparesABO UT TH E C H EC KL IS TStrengthening your employment brand and enriching candidate experience can help to give you a competitive edge when attracting top-performing talent.You n
105、eed to know exactly what drives todays candidates so you can develop a compelling employee value proposition(EVP)that reflects the employee experience.Complete our interactive checklist below to get a snapshot of how effective your employment brand is in todays market.Mark all that apply to your com
106、panys recruitment marketing:Authentic employee-generated website content,such as videos and blogsSocial media channels focused on what draws target candidatesRegular talent community updates reflecting new career opportunitiesA culture that champions diversity,equity,inclusion and belonging(DEIB)Rec
107、ruitment marketingRecruitment marketing is the combined effort organizations make,as well as the channels used to promote employment branding.Its also what entices candidates to consider working for you.Usually,one of the first touchpoints for a jobseeker requires group input to paint a holistic pic
108、ture of your organization.Mark all that apply to your companys career promotion efforts:Use of new(and diverse)career boards to post job adsJob ads containing remote and flexible options(when possible)AI and HR tech that assesses job ads for inclusive languageGet feedback on your candidate experienc
109、e regularlyCareer promotion and job advertisingBetween job postings and social media campaigns,job advertising functions as your targeted,strategic approach to engage candidates.Finding candidates that align with your company culture is the objective here,rather than just collecting candidates.Mark
110、all that apply to your companys career site:Mobile-optimized career siteCareer site content that educates and inspires jobseekersEasily navigable career site with accessibility settingsCareer page with genuine images of employees(as opposed to stock)Chatbot on your career siteCareer site content seg
111、mented based on roles and departmentsCareer pagesConsider your career site like your companys shop window,outlining its values,culture,benefits,career progression and more for candidates to see.Its pivotal to be authentic and distinctive here to encourage candidates to apply.2023 FORTUNE 100 EMPLOYM
112、ENT BRANDING REPORT19REMEM BE R:To be an employer of choice,you dont have to be 100%perfect.Understand your talent pool by prioritizing what theyre seeking most to make the biggest impact.Speak to your talent acquisition team to identify any points of friction so you can optimize your employment bra
113、nd strategy.Calculate your score on the next page!?Employee and candidate perspectivesExternal review sites such as Glassdoor and Comparably are pivotal,functioning as one of the first things candidates research after engaging with your brand.They do so to seek honesty from both current and past emp
114、loyees.Mark all that apply to your companys external review presence:Employee reviews that are easily accessible from your websiteEmployee reviews regularly benchmarked against key competitorsWebsite content clearly explaining interview and onboarding processesAccoladesAwards provide third-party end
115、orsement of your companys achievements and add credibility to the work you do.Its also a gtreat way to raise brand awareness.Mark all that apply to your accolades:Accolades are displayed on company website and social mediaJob ads mention company awardsNew accolades are pursued based on business acco
116、mplishmentsCorporate social responsibility(CSR)An ever-evolving category,CSR reinforces your commitment to caring for communities and giving back.This continues to be a rising priority for candidates,especially as the younger generations make up a larger proportion of the workforce.Mark all that app
117、ly to your companys CSR initiatives:Corporate well-being initiatives are shaped by employeesAnnual CSR report or roadmap on your websiteCSR commitments align with your overall company missionCSR initiatives communicated externally on careers site and social media2023 FORTUNE 100 EMPLOYMENT BRANDING
118、REPORT20How to calculate your score:Count the number of checkmarks you have and see the key below for your results.Score results:0-8 checkmarks YO UR E MPL OY M EN T B R A N D H A S R OOM T O G R OW.Youve started building your employment brand,but its still in the infant stages.Spend time with your
119、talent acquisition team to get to know your companys ideal candidate profile and work with your HR team to build a compelling employee value proposition(EVP).This will act as the foundation for your employment brand.9-16 checkmarksYO UR E MPL OY M EN T B R A N D H A S S OM E F OU N DA T ION A L EL E
120、 ME NTS.Youve focused on building the beginnings of your employment brand.To continue gaining momentum,leverage employees to help you tell authentic stories.Youre on your way!17-21 checkmarksYO U V E G OT A S OL ID EM P L OY M EN T B R A N D.There are great foundational elements to your employment b
121、rand.Gain more traction by testing out new content and analytics to guide your decision making.22+checkmarksAMAZI N G JOB!Y OU R EM P L OY M EN T B R A N D R OC KS.Youve made great strides and its paying off well done!Continue using people analytics to learn what your candidates are looking for and
122、evolve with your employees needs.Get more insights on your employment brand We advise some of the worlds most admired brands(from a variety of industries)on improving their employment brand and would be happy to give you an in-depth analysis.?Lets talkWilsonHCG is an award-winning,global leader in t
123、otal talent solutions.Operating as a strategic partner,it helps some of the worlds most admired brands build comprehensive talent functions.With a global presence spanning more than 65 countries and six continents,WilsonHCG provides a full suite of configurable talent services including recruitment process outsourcing(RPO),executive search,contingent talent solutions and technology |?FEEDTWITTER?