The position of the employer brand leader has become more commonplace in 2016, albeit predominantly in many of the world's most well known brands such as adidas Group, Unilever, Volvo Cars, Accenture, Shell and LinkedIn. If current trends are any guide this will evolve fast across companies of all sizes in the next 3-5 years.
Most leaders fall into one of five categories:
3+ years experience leading an employer brand strategy
1-3 years experience
<1 years experience and/or about to begin developing an employer brand strategy,
experience as a member of an employer brand team,
no experience in employer brand strategy
Whether you fit into category 1,2,3, 4 or 5 now imagine being asked to meet with your CEO to discuss the company's employer brand strategy.
How would you respond when the CEO asks you the following questions:
Your response to these questions could make or break what your CEO does next.
These questions are often put to leaders in their first 1-1 session with Brett Minchington, course leader for the Level 1 Certificate in Employer Brand Leadership.
The responses are mixed. However what it does establish is the strategic scope of employer branding which is too often passed off as a tactical recruitment function. Leaders are asked to keep these questions in their thinking as they progress through their 4 month course.
Employer branding is not a HR or marketing function, it is a BUSINESS FUNCTION! Employer branding skills are important for all leaders, they are all involved in influencing the company's employer brand through how they deliver the employee experience and subsequent experience with customers.
To learn more about becoming a certified Level 1 Employer Brand Leader and the competencies you will develop please visit www.employerbrandingcollege.com/courses