Vishwas Maheshwari, Priya Gunesh, George Lodorfos and Anastasia Konstantopoulou
The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have…
Abstract
Purpose
The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have perceptions of an organisation’s brand, then so do other stakeholders including employees. However, the emphasis has been on organisations, which predominantly operate in developed countries typically with Westernised-individualistic cultures. This paper aims to investigate employer branding for service organisations’ image and attraction as an employer in a non-Western culture.
Design/methodology/approach
This study examines the perceptions of human resources’ professionals and practitioners on the role of employer branding in employer attractiveness and talent management, within Mauritian banking sector. The data collection for this qualitative study involved semi-structured interviews with senior managers from Mauritian banking organisations, including multinational enterprises, small business unit banks and Mauritian banks.
Findings
Analysis of the findings showed that organisations, and banks in this case, are increasingly competing to attract highly skilled personnel in various professional areas; therefore, those organisations that attract the best talent will have a distinct edge in the marketplace. Furthermore, findings from the semi-structured interviews with senior managers suggest that employer branding remains at the embryonic stage within the Mauritian banking sector; therefore, a clear need exists for a more developed strategy.
Research limitations/implications
The outcomes of this study call for re-engineering with regards to managerial collaboration in organisations for the successful design and implementation of the employer branding strategy. The empirical findings from the Mauritian banking sector show that the strategic position occupied by the human resource function is still at an embryonic stage as regards with the competitiveness of banks as service organisations.
Practical implications
The study presents a need for the development and maintenance of long-term collaborative and trust-based relationships between the human resource and marketing functions.
Originality/value
The insights provided through this study addresses the dearth of academic research on employer branding on the African continent while providing invaluable information from a human resource professional perspective.
Details
Keywords
Priya Gunesh and Vishwas Maheshwari
The paper aims to demonstrate the utilization of banks’ career website for publicizing the employer branding strategy to enable effective strategic talent relationship management…
Abstract
Purpose
The paper aims to demonstrate the utilization of banks’ career website for publicizing the employer branding strategy to enable effective strategic talent relationship management through talent attraction, engagement and retention.
Design/methodology/approach
A qualitative approach using purposive sample comprising HR professionals involving HR directors, reward managers and talent relationship managers, participated in semi-structured interviews.
Findings
This paper provides empirical insights on the use of career websites to disseminate the employer brand. The findings reveal the presence of recruitment orientation career websites across the banking sector. It also conveys HR practitioners’ suggestions for revamping the banks’ career websites to a more screening orientation approach for greater interactivity by both the internal and external talent pools.
Research limitations/implications
The paper depicts the importance attributed around the utilization of career websites in promoting the employer brand by the HR community across the banking sector. It provides clear insights about the specific contents of career websites to enable sustainable talent attraction, engagement and retention.
Originality/value
This paper provides a qualitative insight to the study of employer branding and career websites. Whereas most previous research on career websites have been of a quantitative nature relying predominantly on fictitious websites, having mostly undergraduate students as research participants. This study contributes enormously to the existing literature and practice by unveiling the perceptions of HR professionals on the dissemination of the employer brand through the career website.
Details
Keywords
Reviews the latest management developments across the globe and pinpoints practical implications from cutting-edge research and case studies.
Abstract
Purpose of this paper
Reviews the latest management developments across the globe and pinpoints practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
A good gauge of where an industry – and indeed a wider economy - is positioned is where the balance of power lies between jobseekers and employers. If those seeking employment have to live with huge competition for places, relatively low starting salary and even zero hours contracts, then it is fair to say that the employer has the whip hand. In comparison, if prospective employees can name their price and negotiate all sorts of benefits, then they know the demand for their skills is high and an employer has to accept the truth of the situation and pay up.
Practical implications
Provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.
What is original/value of paper?
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.