8 Insights To Build a Robust Technology Employer Brand
Aniisu K Verghese Ph.D.
I help organisations, leaders and teams to communicate with clarity, connect employees to the purpose, enhance reputations, and embrace change | Author | Speaker | Global Expert | Australia based | NDIS Worker Clerance
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I am Aniisu, an award-winning internal communications and change leader helping individuals and organizations discover and develop their 'sweet-spot' through effective communications. As a Linkedin Top Voice for Internal Communications & Personal Branding based in Sydney, Australia, I offer insights, perspectives and solutions at the intersection of these two evolving domains. I believe that organizations are an amalgamation of employees as 'personal brands' and when we include, involve and inspire staff as partners of change, together we can amplify our presence and advocacy.
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When the pursuit of skilled talent reigns supreme, establishing a robust technology brand has become pivotal for organizations globally. Having worked in markets such as the UK, Poland and India, there is a critical need for businesses, especially global business services and development centers, to establish and reinforce their technology credentials. This improves retention and attracts talent who want to work with forward-thinking and digitally empowered brands.
The path to building such a brand isn't paved solely with flashy marketing tactics; rather, it necessitates a comprehensive approach that incorporates both internal and external strategies. Companies aiming to cultivate a compelling technology brand must adhere to a nuanced understanding of local culture and workforce preferences.
Understanding Talent Dynamics
To be a valued technology employer brand requires organizations to not just focus on giving a digital first experience but to also listen and understand what employees want.
Globally, there are over 55 million Information and Communication technologies (ICT) professionals and Australia will, by 2023, have 1.2 million of them. However, the workplace experiences for professionals from all sectors isn't ideal. Furthermore, it is estimated that by 2030, there will be a global shortage of more than 85 million tech workers, representing $8.5 trillion in lost annual revenue.
A Weber Shandwick study on employer brand alignment indicates that just 19% of employees globally perceived a strong alignment between what their employer says about itself and their experience working there.
In Australia, a majority (69%) of prospective candidates will reconsider a promotion in favor of protecting their mental health, as per a 2021 study by Atlassian. Work-life balance continues to be top priority for employees, states the most recent Randstad Employer Branding report for Australia. Salary and competitive benefits follow.
According to the Hays Talent Trends Poland 2023 report, a staggering 94% of employees across Europe are receptive to new job opportunities. Delving deeper, the report highlights the prominence of work-life balance over career advancement, with 7 in 10 individuals prioritizing this equilibrium. The study also underscores the pivotal role of competitive salary, flexibility, and career progression as the primary drivers for talent retention and attraction within the Polish market.
Navigating the Talent Landscape
The Randstad SourceRight 2022 Talent Trends report affirms the intensified focus of 82% of employers in Poland on enhancing the overall talent experience. Notably, 30% of these organizations aim to overcome the scarcity of skilled professionals in their respective industries through strategic hiring initiatives. This reinforces the significance of creating an engaging workplace environment that aligns with the evolving expectations of the workforce. As the war for talent intensifies, organizations grapple with attracting skilled professionals not only locally but also from neighboring nations like Ukraine, Belarus, and even as far as India.
Crafting an Authentic Narrative
While the allure of conventional social media and paid marketing tactics persists, there lies a risk of inauthentic projection, as cautioned by industry experts. Without a well-defined and authentic narrative, any employer branding effort may be perceived as superficial or disconnected from the organization's internal culture. Investing in the alignment of internal values and external representations serves as a critical precursor to building a credible and resonant technology brand.
Assessing Perceptions and Transformative Strategies
Introspection into the existing perception of the brand within the industry serves as the linchpin for crafting effective transformation strategies. Leveraging the insights from the reports, organizations can employ social listening tools and engage with key stakeholders to identify critical impediments, be it lack of exposure, inadequate investments, or inconsistent practices. This proactive approach lays the groundwork for a sustainable and impactful brand-building journey.
Empowering Brand Advocacy
Fostering a culture where employees are not just stakeholders but also brand advocates augments the authenticity and credibility of the brand. Insights from the research underscore the importance of open communication, recognition of employee voices, and active participation in the branding strategy. This approach amplifies internal engagement and fortifies the brand's narrative within the organization and the larger industry ecosystem.
Strategic Outreach and Sustainable Impact
Informed by the research, the strategic deployment of media campaigns, active participation in industry events, and meaningful engagement with academic institutions all contribute to augmenting the brand's external visibility and influence. By selecting the most pertinent platforms and events based on return on investment, organizations can establish a credible and enduring presence within the rapidly evolving technology landscape.
Measuring Progress and Demonstrating Impact
The reports highlight the significance of consistent progress tracking and periodic reporting of tangible outcomes. Demonstrating the return on investment and the real-world impact of branding efforts not only solidifies the brand's credibility but also reinforces the organization's commitment to continuous development and growth. This approach serves as a compass for steering the brand-building initiative towards sustained success and enduring impact.
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Embracing Innovation and Shaping the Future
The convergence of insights from the reports emphasizes the paramount need for organizations to foster an innovative culture, establish collaborative partnerships, and embrace emerging technologies. By incorporating these elements into their brand-building journey, organizations can position themselves as trailblazers within the dynamic and evolving technology landscape, leaving an indelible imprint that transcends fleeting market trends and stands the test of time.
Ultimately, building a technology employer brand demands a combination of strategic foresight, internal alignment, and a steadfast commitment to authenticity. By leveraging the diverse strategies and insights discussed above, organizations can embark on a transformative journey that not only attracts top talent but also positions them as trailblazers within the technology sector, establishing a legacy that endures beyond fleeting market trends.
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