When employment brands go bad
This article was originally posted at NAS Talent Talk 当你的员工开始撒谎，你该怎么办？当你的员工开始烦躁，每天的工作只是一味的重复而不再创新，你又该怎么办？读一下这篇博文中的小贴士，它们将有助于不断地提升你的职业品牌，提高员工们的工作热情，使你成为一位成功的老板。
Employment brands require attention. They expect consideration. And they need to be nurtured. If not, they can end up going bad on you - not representing your organization in a way that engages and attracts the right candidates. Here are some ways that you could go wrong. When they lie... Every employment brand must be based on the truth. Yes, you should present your company in the best light, but it must be rooted in reality. You can counter misconceptions (in fact, that is one great approach to building an employment brand), but you cannot present a false image of who you are. Savvy candidates will see through you immediately. Hints: 1.Do discovery to determine who you really are and use that information as the basis of your brand. 2.It's okay to be slightly aspirational, but not to the point of misleading candidates about your employment experience. When they bore... Employment brands are often created from a list of obvious statements: you can make a difference, everyone here has a voice, your career will grow, etc. These are statements that anyone, in any company, can make. The goal is to find what is special about your employment experience and why candidates would choose you over a competitor. Then, find a compelling way to communicate that difference, both verbally and visually. Hints: 1.Be engaging and creative, not boring and corporate. If you look and feel like everyone else, you'll be wallpaper. 2.Develop your brand using marketing guidelines to further reinforce your identity. 3.Consult with experts (NAS Recruitment Communications, for example) for creative assistance. When they just repeat... An employment brand cannot just repeat itself endlessly on every one of your communications. It needs to be flexible for ongoing needs - and have enough creative juice to allow you to interest and even surprise your audience. Think of how companies market their goods and services. They establish a strong brand identity with an overall proposition, and then create campaigns to promote specific products. That's your goal, too. You may have a campus campaign in the fall, or you might need to hire a large number of people in IT. These are opportunities to flex your messaging with some new creative components that are still brand-relevant, but refreshing. Hints: 1.Develop a photo library and make sure your brand has enough components (color palette, fonts) to carry through multiple initiatives. 2.Develop a marketing strategy well in advance, so that you have time to customize your branded materials. When they fall asleep... Your employment brand is a living, breathing and evolving entity. It cannot run forever, without oversight or review. Your company is evolving all the time. Why would your employment brand stay exactly the same? You might change direction, open a new facility or even have some bad news (layoffs, poor performance) that could impact your messaging. Make sure you are not coasting by keeping your brand relevant and true to current conditions. Hints: 1.Take a gut check of your employment brand every six months to make sure it is still on target. 2.Always keep your eyes open for ways to tweak, expand and extend your employment brand with new ideas. Use these tips to stay on the right side of your brand at all times and you will be a happy employer! 管理新知 您可能感兴趣的文章 推荐工作不能代替不续签劳动合同的补偿义务 2017-07-12 避免预定假设的沟通 2014-08-04 管理者面对“阴奉阳违”员工的沟通技巧 2015-09-25 最近文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
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