There is a direct correlation between strategic talent acquisition, employment branding investments and greater revenue. Throughout our research and experience in the human capital industry, we've come to find that today's talent (who are candidates and customers) now respects employment brands as much if not more than consumer brands – that “popular” doesn’t always translate to a quality employment brand in the eyes of your talent, and that the bells and whistles of PR cannot compensate for strategic talent acquisition and talent management.
WilsonHCG's 2018 Fortune 500 Top 100 Employment Brands report earned a "Silver Stevie Award" for Best Annual Report by the American Business Awards. WilsonHCG's fourth annual report – featuring more than 16,000 data points, 550+ sources and four months of research by a team of 60 WilsonHCG employees – serves as an objective ranking of how well Fortune 500 organizations brand themselves as an employer of choice. Read more here. Based on six key employment branding categories, WilsonHCG’s report explores the factors that define today’s most differentiated employment brands, how 2018 compares to previous years, and shares insight into the nuances of the six industries that carry the most Fortune 500s.
Effective employment branding is essentially a revenue generator. Don't just take our word for it though. The top 10 in WilsonHCG's Fortune 500 2018 Employment Branding report earned a combined 147 percent more in revenue in 2017 than the bottom ten - by operationalizing talent acquisition and by extension, employment branding.
Authenticity and transparency
Authenticity and transparency are key to a robust employment branding strategy. Candidates will see through brands that aren't genuine.
How industry leaders align employment branding with the greater business
The following infographic explores how industry leaders have aligned employment branding with the greater business – ultimately, to generate greater revenue as well as fulfilled, trusted and empowered workforces.