Recruitment Marketing: Creating a Powerful Employer Brand to Attract Top Talent

Talent recruiting and retention continue to be important difficulties for India Inc. Companies are sceptical of their employment attempts due to the combined effect of post-pandemic evolution in how we work and today's quickly changing skills need.   

According to a recent poll carried out by a leading human resource consultancy, respondents identified Talent Acquisition and Retention as two of their top issues for the year. The survey has pointed out that close to 80% of organisations would prioritize recruitment efforts in 2023. Talent retention was accorded the second highest order of importance at 70%. The digital era is making it much more challenging to recruit and retain the best talents; this is a thought share by more than 85% organisations that participated in the poll.

For SMEs, talent difficulties are exacerbated by financing constraints and often dysfunctional HR systems. While technology has become a tremendous facilitator, it’s appropriate and contextual use may assist the SME sector in developing more effective methods to recruit, engage, and retain personnel.

A number of publications on Human Resource challenges are highlighting fundamental difficulties to employer branding in the post-pandemic environment and offered SMEs with a quick guide on tackling employer branding concerns and reworking branding initiatives.

Employer branding is becoming more important:

Employer branding, defined as the establishment, management, and acceleration of your company's image as an employer of choice, is now a critical activity in ensuring organizations can acquire, engage, and retain top talent. Employees have created new methods to communicate and cooperate as digital platforms have grown in popularity. As a consequence, the new hybrid world of work need more powerful employer branding activities that are consistent and effective in connecting with potential prospects and existing workers.

The demand for skilled people exists across industries, and it has been exacerbated in the post-pandemic environment. For SMEs, this has meant focusing on top personnel who can help them drive growth and maintain productivity. Again, employer branding and the ability to build and promote the correct work culture may help SMEs win the struggle for talent.

Investing in resources and processes that allow a strong employer brand, a notion drawn from consumer branding efforts, plays a vital role in helping SMEs to recruit the appropriate personnel. By establishing a strong brand for organizations as they compete for workers and applicants using ideas akin to consumer engagement and customer experience.

Leading experts in the HR domain believe that in order to hire and retain talent, human resources must promote employee sensitivity and create an employee-friendly work culture. Respect for work-life balance, for example, is achieved by good procedures and by establishing examples of a strong culture. It is going to take a lot of effort to emerge as someone who cares about employees.

A good employer brand requires more than just brand awareness; it must now build a deeper meaningful relationship. Employer branding activities must be supported by a compelling promise and purpose that connects workers to prospects and possibilities for advancement. Aspects that SMEs may greatly enhance by using the appropriate technology.

The Function of Digital Transformation

As businesses seek new methods to expand and stay productive, many have recognized the value of personnel and are spending extensively in strengthening their talent management skills. This increase in technological revolution has also resulted in HR executives redefining their responsibilities. According to a survey by a leading global consultancy, almost all HR executives perceive HR's job evolving from that of a service provider to that of employee experience designers, change agents, and talent creators. This also allows them to concentrate on developing a great employer brand.

However, as times change, businesses develop forward-thinking procedures to guarantee they can recruit, acquire, and retain critical people. As a result, SMEs must reorganize their employer branding initiatives to guarantee the success of their recruiting and retention efforts.

The effective use of HR technology to enhance the human experience is critical to the development of a strong employer brand for SMEs. Furthermore, successful employer branding requires a constant presence across numerous platforms, a proactive communication strategy, and the organizational capacity to meet changing employee preferences such as career progression possibilities. A tech-enabled branding strategy may help SMEs dramatically enhance these areas.

Digital tools and technology play an important part in ensuring SMEs can acquire, engage, and retain their people, from restructuring branding efforts to guaranteeing a strong employee experience and simplified recruitment marketing campaigns. While the industry has numerous challenges, it may considerably enhance its people practices by using digital HR tools and technology wisely.

Moris Media, the leading digital marketing agency in India, is helping startups and entrepreneurs learn more about digital engagement technologies and is helping SMEs build a better employee experience.