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Is Your Brand Turning Away Talent?


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MSI and Move for Hunger Announce Collaborative Effort to Help Feed Families in Need

12 February 2018 / By Nick Royle / Business  / Domestic Relocation  / Global Talent Mobility  / HR  / Relocation  / Talent Mobility  / 

MSI has partnered with Move for Hunger to help fight hunger and provide much-needed assistance to food banks across the…

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Reskilling Yields High Returns for Both Businesses and Economies – a Win-Win for All

29 January 2018 / By Nick Royle / Business  / HR  / Talent Management  / 

Over the past decade or so, as landlines became increasingly obsolete, telecom giant AT&T faced a massive human capital challenge.…

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Move for Hunger

MSI Global Talent Solutions and Move for Hunger Announce Collaborative Effort to Help Feed Families in Need

Hampton, NH February 12th 2018 – MSI Global Talent Solutions, a professional services organization dedicated to helping companies create human…

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MSI Global Talent Solutions Launches New Website

Hampton NH, January 5th 2018 — MSI launches new website to showcase its global human capital advisory business. MSI Global…

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Keeping Employees Safe in High Risk Locations

Keeping their global business travelers and assignees safe when visiting high-risk travel locations has become much harder for companies than…

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Enforcing Restrictive Covenants in Foreign Locations

Anytime a company sends an employee on assignment, there are multiple issues to consider when dealing with the host country’s…

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GDPR – Will you be ready?

Summary: What is the GDPR?  Who needs to comply? In this session we reviewed the highlights of the new General…

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Global Talent Strategy: Modernization to Facilitate Success

Summary: Organizations continue to be impacted by the evolution of advancing technologies, shifting political climates and high competition for quality…

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Is Your Brand Turning Away Talent?

9 October 2017 / By Nick Royle / Business  / export  / Global Talent Management  / HR  / Marketing  / 

For some companies in some industries – even those not considered top employers — recruiting and retaining talent isn’t an issue. Either they pay much more than competitors, are in highly desirable or overcrowded sectors, and/or are the only employers around.

But for many companies it’s just the opposite, with increasing competition for qualified employees, high attrition rates, and a growing number of unfilled positions.

While there are many strategies for addressing this, one that’s key, but often overlooked, is building and maintaining a good brand. Not only is this essential for attracting and retaining customers, it’s also a factor in attracting and keeping good talent, especially in industries where the shortages are most acute.

As most companies know, the best talent can pick and choose. And today, according to reports like this one from SHRM, what’s most likely to make someone pick your company over another, and stay for awhile, is your brand. While compensation is also important, the brand is even more so, especially among Millennials.

This isn’t a brand in the traditional sense (e.g., logos, packaging, and slogans) but a broader definition that’s evolved over the years to include things like workplace culture, employee experience, and overall reputation.

What this comes down to is that those who win the talent war, or at least the occasional battle, are those who offer what employees say they want the most: respect, flexibility, good benefits, etc. These companies also win points when they demonstrate integrity, transparency, and a high level of corporate social responsibility (CSR).

CSR can include things like social and environmental initiatives, which another SHRM study links to an improved ability to attract applicants. The reason, says GreenBiz, is twofold: pride in being affiliated with such companies and the perception that socially conscious employers care more about their workers.

Maintaining a brand involves more than the above, though, but also taking steps to counter negative publicity, like unfavorable online comments and reviews from dissatisfied employees. As this can easily tarnish a brand, it’s important to determine the cause – especially if it happens often – and address it sooner rather than later. Or else.

Beyond this, another brand essential is authenticity. In fact, it’s often considered the most important. Companies can spin all they want, but bogus messaging eventually backfires. Authenticity, on the other hand, is what ultimately builds trust and gets results. Not only with current and future customers, but also current and future talent.

How has your company handled branding challenges in the war for talent? Let us know about it by tweeting @MSIGTS.

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