Which Social Media Channels do you use or are present in for Employer Branding purposes?

The top 3 social media channels are:

1. Facebook (32%),
2. LinkedIn (27%)
3. Twitter (18%).

UNIVERSUM – BUILDING BRANDS TO CAPTURE TALENT

Congratulations to Finnair, Kone, Fazer, Google, Microsoft, Nokia, VTT, ABB, Suomen ympäristökeskus (SYKE)…and all the other top 100 Ideal Employers. UNIVERSUM Finland has just released the results of its student research today. You can read more about the results on the Finnish blog or go to our corporate site to see the full rankings. Should you have any questions about our student research in Finland, feel free to contact the Finnish team.

What are your top 3 communication channels to promote your employer brand?

Employer videos are certainly not the most preferred medium. Social media, a company’s corporate website and events are the primary channels. See results!

UNIVERSUM – BUILDING BRANDS TO CAPTURE TALENT

Last week Jennifer Anne King, Software Advice HR Analyst, wrote a blog post about “Six Ways to Sell a Millennial With Your Job Description.”

Here’s a short excerpt from her post:

While some managers and recruiters are fed up with some of the stereotypical behaviours of Generation Y, this group is predicted to make up nearly 75% of the world’s workforce by 2025, according to the Business and Professional Women’s Foundation. The best of them will be in high demand, and companies can start using the job description to court them.

6 key messages to attract Gen Y

In her blog post, Jennifer writes about six ways employers should tweak job descriptions to attract talented Gen Y,  by telling them:

1. Why they should want to work for you.
2. Why the position matters to the company.
3. About what the job could do for them.
4. About your creative benefits.
5. About your vision for the position.
6. Your company story, quickly.

Read the full post on her HR blog: http://blog.softwareadvice.com/articles/hr/millennial-with-your-job-description-041712/

By Joao Araujo

Number crunching has become a part of our daily routines. Measuring what we do, how quickly we do it and the quality of what we do has become a norm in most companies and departments. Employer Branding won’t be able to swim against the stream… so how can we measure the work within the field?

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Anna Mindelöf, HR Director, Universum, shares her views on five critical talent management questions.

1. How do we make our values relevant?
2. How much should we invest?
3. What is great about knowing talent?
4. How do you make talent happy?
5. Who are the winners in the war for talent?

By Christopher Van Mossevelde

Many of us have witnessed or experienced a dozen times or more the power of rumours to spread like bushfire. Often we learn more from the grapevine than through official channels. The question is how can one counteract that? Or should one even interfere in dampening the gossip?

The Danger of Rumours
The danger is that rumours always misconstrue the truth – it’s like the child game of playing telephone where the meaning gets distorted once it has passed through several steps of being heard, interpreted and relayed differently. What was once perceived as “Mathew and Sue left the party at the same time”; turns into “Mathew and Sue left the party together”; to a dangerous misconception that “Mathew and Sue are having an affair” – What?

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By Joao Araujo

The office! For some it’s like a second home, for others it’s the place where they spend most time during the day. From the cozy desks filled with pictures of family and pets, to the coffee machines where one discusses the latest news, the way we feel at work influences our performance and engagement. When looking at the market knowledge Universum has, we see that “a creative and dynamic work environment” ranks quite high in talent preferences, wherever in the world they currently are: from 35% in China and Canada, to 54% in Brazil, in all the leading economies this is one of the most relevant attributes of employer attractiveness. With this importance in mind, Universum has a new endeavor: we’re set to find the world’s best workplaces.

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Being International Women’s Day last month, we thought it was suitable to feature women’s favourite employers. Understandably, men and women have a different selection of top employers, but some companies manage to successfully appeal to both.

Apple & Google are equally charming

Employers like Google and Apple successfully manage to generate equal appeal among both sexes, whereas companies like Goldman Sachs and J.P. Morgan are mostly for men and L’Oréal for women.

There are differences between countries, yet in Germany both men and women love their car manufacturers such as Audi and BMW Group. One exception, the exclusive sports car producer, Porsche, seems to appeal more to men than women.

3 Factors that influence female choices

1. Products & Services
It’s apparent that affinity to the company’s products & services is a strong determining factor when choosing future employer. For women that like cosmetics, it’s only natural that they would choose L’Oréal. The same goes for men that fancy cars – BMW, AUDI and Porsche are attractive career options.

2. Company culture
The company’s culture plays a huge role in deciding employer. For example, are the investment banks Goldman Sachs and J.P. Morgan associated to providing work/life balance? If it’s more important for women than for men, it’ll certainly affect their career choice. Due to women still taking on more of household responsibilities, such as looking after the children, employers that offer work flexibility are seen as being a good match.

3. Career goals
Research shows that men typically aspire to be leaders or managers, more so than women, and are also focused more on the money. Women, however, tend to lean towards achieving work/life balance and finding a job that gives them some self-fulfilment, especially one that allows them to be dedicated to a greater cause. Because money matters more to men, investment banks, again, are seen as being an ideal place to land a job.

Something to think about

If you are an employer tying to diversify your workforce, make sure that you consider these factors and see how you can emphasise more on the qualities of your employer brand that would appeal to the opposite sex.