The ageing workforce and the continued loss of skilled workers overseas are.
having an increasing impact on recruitment. Baby boomers are departing.
rapidly from the workforce and by the year 2020 it is estimated that.
one-third of the population will be aged 55 and over.
According to Access Economics, as reported in the March 2004 HR Monthly,.
the number of new entrants to the workforce will fall from 170,000 per year.
to 125,000 for the entire decade between 2020 and 2030. The pressure is.
building for organisations to distinguish themselves from others if they are.
to attract the best talent from a diminishing recruitment pool.
It is no longer good enough to think that by simply placing a job.
advertisement in the newspaper or online, talented candidates will.
automatically apply. If organisations are going to recruit and keep the best.
they will have to think seriously about creating a compelling employer.
brand.
At the heart of employer branding is finding out what employees like and.
donlike about working for an organization. This information is then used.
to help create an employer brand that is promoted to candidates. The concept.
is drawn from basic marketing principles.
If an organization has a really positive reputation as an employer, this can.
draw the most talented people to your organization. Employers need to.
understand what motivates talented people and respond.
Today most people have very different attitudes about work and it is not.
just the young.
Making an organization a better place to work will be crucial to keeping.
good staff for longer.
Money may be an initial incentive but organizations will need to show a.
commitment to work/life balance and provide interest, variety and.
flexibility for staff as well as development opportunities. Employees also.
want to feel valued and that they are making a contribution.
In a tight labour market where talented people make their own choices about.
where they work, the efforts of creating a compelling employer brand will.