Natasha Madlala

It's also important to go back to your strategy when selecting your recruitment and sourcing methods. For instance, if you have identified ''diversity'' as a core strategy, you should concentrate on channels that enable you to connect with these specific talent groups. This approach not only aligns with your strategy but also strengthens your employer brand and demonstrates your dedication to it.

One frequently overlooked aspect is the essence of the employer brand itself. Many may pour significant resources into incredible campaigns, yet overlook the fact that the true bloom of employer branding originates most crucially from within. The way current talents perceive and encounter the company holds a substantial impact. While you can paint effervescent portraits of the company in branding endeavors, if the current talents do not resonate with them, eventual issues could arise. This could be also referred as ''green-washing'' of employer branding. To sum up, a robust employer branding strategy blooms from within, and in the most successful scenarios, the brand will continue to bloom autonomously through word of mouth.

- A common example of unsuccessful talent retention occurs when companies lack clearly defined long-term career paths, developmental opportunities, and/or salary progression. This situation often results in talented individuals seeking better prospects elsewhere. Addressing this issue is undoubtedly vital for the long term. Making a commitment to and investing in talent retention will yield returns and also have a positive impact on employer branding. Another example is also commonly a situaton where talent's potential is not recognized in-house, but will be somewhere else.

1. Utilizing candidate questionnaires and its results can be also highly beneficial. Candidates often provide insights into your current processes from external persepctives. 2. It's crucial to have a clear understanding of the resources within your team. This can aid in identifying the practical aspects of the strategy. You should prevent creating a strategy that is not possible to implement in real life. Above all, it's essential to pinpoint the main areas of focus that you are committing to. Whether it's diversity or individualized feedback for each candidate, it's vital to accurately identify these focal points and the necessary actions associated with them.