white paper: time to elevate your employer brand

Employer branding is often considered a critical aspect of talent attraction strategy, but when it comes to budgeting resources, some companies aren't ready to make a serious investment. With talent scarcity rising and competition intensifying across all sectors, companies that don't pay attention to how candidates and employees see the organization (and what they say about it) will be faced with greater challenges than ever in getting the talent they need.

Read our new white paper, "time to elevate your employer brand," to understand how your company can gain a competitive advantage through enhanced brand strategy. With insights from the Randstad Sourceright Talent Trends and Randstad Employer Brand Research surveys, you'll learn which factors matter most to job candidates and employees, how different business leaders view brand strategy and what the potential impacts of candidate experience are.

Want to learn more? Find out how technology can help bring your employer brand to life by downloading our white paper, "automated for the people."

About the Author

Becky Sluck

Becky Sluck is the senior director and North America lead in Randstad Sourceright’s employer brand practice. Sluck has over 30 years of employer brand, employee communications and recruitment marketing/advertising experience. Sluck supports the employer brand strategy and EVP development of North American organizations. She enjoys helping companies to develop differentiated EVP, communication and marketing approaches to attract, engage and retain top talent.

Follow on Linkedin More Content by Becky Sluck
Previous Article
SHRM Online: employer value proposition and recruiting strategy.
SHRM Online: employer value proposition and recruiting strategy.

James Foley highlights important questions that organizations should consider and steps to take to positive...

Next Article
Staffing Stream: target programmers using your employer brand.
Staffing Stream: target programmers using your employer brand.

James Foley provides four tips for attracting candidates with technical skills for hard-to-fill roles