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Release date: 10 October 2011

CD-ROM version

Each order includes a complimentary copy of the book "Employer Brand Leadership-A Global Perspective" value AUD$89

purchase the full report>

Collective Learning Australia is pleased to publish the 2011 Employer Brand International Employer Branding Global Research study. The study of more than 1700 employees explores the current status of employer branding in companies across all industries and all sizes.

The survey findings identify key trends which should be used to guide the development and mangement of your company's employer brand strategy. The report will assist leaders, vendors, academics and consultants to advise companies and professionals on the current status and future trends in employer branding around the world.

The report provides global and regional (12 regions) answers to the following questions:

• Which department(s) is currently responsible for managing your employer brand?
• What are your plans for expenditure on employer branding activities in FY 2011/2012?
• Has your company developed a clear employer branding strategy?
• Which activities are you currently undertaking to enhance your employer brand?
• What are the most important activities to achieve your Employer Branding objectives?
• What are the most important employer brand attributes in attracting new talent to your company?
• What are the challenges you have encountered in managing your employer brand program?
• How important is your friends and families' perception and knowledge of your company?
• What metrics does your company use to measure the return on investment (ROI) for your employer brand strategy
• What are the main communication channels your company is planning to use to communicate your Employer Brand during FY 2011/2012?
• Which activity has been most effective in enhancing your company's employer brand?
• What are the main benefits you have gained from your employer brand program?

25 Implications For Business are also presented based on a detailed analysis of the findings.

The findings are a must read for corporations serious about building a sustainable business in today's increasingly challenging climate.

Respondent profile
CEO/Managing Director (8%), Executive (6%), General Manager (4%), Vice President (2%), Senior manager (18 %) Managers (23%) Supervisor (9%), Team leader (5%), Officer (11%) Administrator (3%), Other (9%).

Total Responses
1789

Countries
Asia (124 respondents), Australia (294), Europe/UK (544), New Zealand (42), Poland (54), Russia (231), South Africa (68), South American (12), Turkey (114), UAE (16), Ukraine (138), USA/Canada (152).

For more information about Employer Brand International or the survey findings please contact:

Andrea Fielding, Global Relationship Manager at andrea@employerbrandinternational.com

$299.00 AUD

2012 Edition - CD-ROM Version

by Employer Brand International in partnership with Collective Learning Australia

written by Brett Minchington MBA

The world's leading resource on how to develop a world class careers website with practical guidance and case study examples of worlds best practice.

 

What's inside this world's best practice publication?

PART 1 - Strategy

Introduction
Internet usage statistics
Figure 1: World Internet Users and Population Stats
Figure 2: Internet users in the world by geographic regions
Figure 3: World internet penetration rates by geographic region
Career websites & employer branding
Figure 4: Which activities are you currently undertaking to enhance your employer brand?
Figure 5: What is the main communication medium your company is planning to utilize to communicate your employer brand during FY2008/2009?
Purpose of a careers website
Career website categories
Figure 6: Career website architecture
E-recruitment technology
Figure 7 – Sourcing effectiveness reporting using Page Up People
Career Website Questionnaire
The site map
Figure 8 Site Map
Career Website Pitfalls
Measuring success
Figure 9 - Key traffic paths

PART 2 - Key tactics

Career website attributes
Front page graphic
About the organisation
The people who work here
Mission Vision Values
The culture
Commitment to diversity
Showcasing innovation
The corporate brand
Our awards
Corporate social responsibility
CEO message
Annual report
Training opportunities
Career development
Leadership
Reward and recognition
Remuneration
Work environment
E-recruitment system
Job search function
Recruitment process overview
Job email alerts
Candidate engagement
Recruitment FAQ’s
Graduates
Experienced hires
Multi-media
One – way communication

PART 3 - Career Websites World's Best Practice Guidelines

Career websites world's best practice guidelines
Culture
Follow real time
Interview preparation
Interactive games
Career pathways
The corporate brand
Global opportunities
Recruitment management system
Staff blogs
What are the people like I will be
Working with?
The landing page
Media – career videos
Media - podcasting
Where do I fit in?
Job segmentation
The inside story
Giving back to the community
Interactive
Candidate engagement

Appendix 1
Career website research categories

$299.00 AUD

Global Research Study
by Employer Brand International

Some questions to consider in your talent attraction strategy:


The Employer Brand International 'Influencers of Employment Choice' Global Research Study investigates the "Influencers of Employment Choice," specifically which of 15 employer brand attributes have the strongest influence on why employees choose to join an organisation over another.

The report includes global segmented results for region, gender, age, organisation type, position levels and employment tenure. The findings will assist to guide your company's talent attraction strategies and Employer Value Proposition (EVP) positioning strategies.

$199.00 AUD

In Turkey

Turkish companies may be missing out on opportunities to leverage a massive talent pool of Generation Y (born after 1980) employees according to the findings of a new study by Employer Brand International and Dinamo Training & Consulting of employer branding and Generation Y practices in Turkish companies.

The survey findings provide a wakeup call for Turkish leaders it’s time to review their current talent attraction and retention initiatives.

The survey provides responses to the following questions and also provide an opporutnity for companies outside Turkish to benchmark their own performance against Turkish companies:

1. We have developed an employer brand strategy for our company.
2. We have developed a social media strategy to recruit talent.
3. We have at least two of the following departments working closely on our employer brand strategy – HR/Marketing/Communications/IT.
4. We measure alignment to brand values as part of our performance management system.
5. We have an active coaching and mentoring program in place to transfer knowledge and build internal capabilities at our company.
6. We have defined a set of employer brand metrics for our strategy.
7. We have conducted research to determine the perception current employees have about our company.
8. We have conducted research to determine the perceptions external candidates have about our company.
9. We monitor what people are saying about our brand online.
10. We have identified the leadership competencies we aspire employees at all levels to have.
11. We have created a database of talented employees who we would like to hire when the time is right.
12. We have a dedicated careers section on our corporate website.
13. Managers have access to a leadership development program at our company.
14. We measure the satisfaction of new staff before the first 30 day period has ended.
15. We have reviewed our EVP’s in light of the Global Financial Crisis.
16. We have an active employee referral program which we promote to staff.
17. We conduct an employee engagement, satisfaction and/or culture survey at least once per year.
18. We participate in an external annual 'Best Employers' and/or 'Employer of Choice' survey.
19. Each staff member has a documented career development plan that is reviewed at least annually.
20. We use an IT system to automate our recruitment process.
21. We have special talent management programmes for Gen Y employees.
22. We have special recruitment strategies for Gen Y employees.
23. We have an active mentoring programme for our Gen Y employees.
24. We have reviewed our internal communication tools according to the needs of our Gen Y employees.
25. We have training and development programmes to support gen y employees.

To purchase the ENGLISH version please click here>

To purchase the TURKISH version please click here>

$199.00 AUD

Turkish Version

$199.00 AUD