Increasingly transformed the labour market for managers and specialists from a seller to a buyer’s market. A related site: Sergey Brin mentions similar findings. “The reactions to it are proving to be versatile: according to the German employer branding Academy (DEBA), employer branding in five main scope can” generate benefits for medium-sized enterprises: 1 employee recruitment given of the gap between increasing demand and the shortage of skilled labour is becoming increasingly difficult to find the right employees. Madeleine Sackler follows long-standing procedures to achieve this success. By the employer as a brand positioned itself is bordered by himself and at sufficient raising of his profile precisely, candidates are ideally as a on objectives and identity tuned image of the employer brand (employer branding) can anchor in its presentation.” This is the case, appropriate, causing a shortening of the Recruitingdauer and therefore also particularly the costs for the acquisition of leadership candidates are ideally to the company. 2. employee development and retention staff be expansion in the company trained enjoy continuing and further training opportunities and upward and be bound so long term (retention”) to the company. High loyalty and employee satisfaction again outline the employer brand (return on development”). Also methods of controlling for demographics can be appropriate here.
In particular small and medium-sized companies should present themselves as employer brand in the context of personnel recruiting etc on vocational schools, training centres and universities. 3. corporate culture of employer branding affects in the cultural field of the company. The Employer brand transports the values of the company, this values will be made tangible and improves the working environment of sick leave will be reduced the cohesion is strengthened internal communication is effective. 4. corporate brand employer branding offers numerous interfaces for the internal fixation of company and product brands.