tag:blogger.com,1999:blog-4236348222306259022.post628792271714949537..comments2011-11-19T23:35:44.493-08:00Comments on Carlo Duraturo: Employer branding, Step 1: ResearchCarlo Duraturohttp://www.blogger.com/profile/09836749370402576978noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-4236348222306259022.post-20248664298381215952010-05-23T23:40:23.383-07:002010-05-23T23:40:23.383-07:00I believe the first step should be to decide on th...I believe the first step should be to decide on the goals of the project. If you do research first, the results might interfere on the goalsetting process. Also, setting the goals first will limit the cost of research because it will be more focused.<br /><br />There will be no research done in areas that have no value to the company, due to no correlation/impact on desired goals. This is especially important if limited resources is the main challenge for HR professionals (as you state in the post "Employer branding is not Easy").<br /><br />Second step should be to obtain support for the goals, research and subsequent steps from all levels of the organization. Also from the post "Employer branding is not Easy": Less than half the respondents are comfortable with their evaluation metrics.<br /><br />To ensure support of the new Employer Branding initiative, respondents must feel the areas and metrics that are measured are the right ones for them. You should look at aligning the employees´ goals with that of the organization as a whole, so that the responses are in line with what is good not only for the individual, but for the company as a whole.<br /><br />If a company wants to be seen as best in attracting young, up-and-coming talent, this might have a negative impact on mature employees. They might feel their positions threatened and/or that their age is considered as a problem for the organization. Conflicts like these should be resolved before going any further.<br /><br />Great post, Carlo! Keep up the good work ... :-)Anonymousnoreply@blogger.com