[Infographic] Navigating the future of employment branding
February 19, 2021
When it comes to employment branding, yesterday's struggles can become tomorrow's wins. Taking time to understand the effects of COVID-19 and how it's changed the future state of companies will give you a leg up on strategizing better employment practices, recruitment, diversity and beyond.
If you'd like to share this on your website, feel free to copy the embed code below:
Share this image on your site
Uncharted territory: Navigating the future of employment brand
2021 Fortune 500 Employment Branding Report
The Fortune 500 companies were graded on these six categories:
Recruitment Marketing (17 points)
Career Advertising (6 points)
Career pages (24 points)
Employee Reviews and Candidate Experience (39 points)
Accolades (7 points)
Corporate Social Responsibility (7 points)
When compared to previous years, the biggest changes from our research included:
Employee-generated content in recruitment marketing
Doubling of talent communities/networks and chatbots
Decrease in focus on accolades
Increased action in the areas of diversity, equity, inclusion and belonging (DEIB)
Decrease in career advertising activity
Employment branding: Embarking on a fresh journey
Employers that prioritized employee well-being over profit in 2020 will find attracting top talent easier in the future compared to those that didn't.
The COVID-19 pandemic left a huge mark on hiring and recruitment initiatives, stopping some in their tracks and empowering others to proactively evolve for the betterment of employees.
76/100 (with one being not important and 100 being very important) was the average score when survey respondents were asked to rate whether they agree that diversity is key to fostering innovation. This shows promise that diversity is seen as a key contributor to business innovation. (insights from WilsonHCG's Diversity, Equity, Inclusion and Belonging survey)
A DEIB strategy is mission critical moving forward. "Allyship is about acting, not just speaking out publicly." -Marisol Hughes, EVP and General Counsel, WilsonHCG
A hybrid-remote office approach is here to stay. 86% of people agreed due to remote policies, companies would be more likely to adopt flexible and agile working practices even after COVID-19. (insights from WilsonHCG's COVID-19 Impact survey)
Hiring for skills -- not background -- is essential. According to data from our 2021 Fortune 500 Employment Branding Report, the number of companies with a talent community/network has doubled compared to last year, prioritizing genuine engagement to hire the right people with the right skills for the job.
Download your copy of the 2021 Fortune 500 Employment Branding Report to gain more insights from our research.
WilsonHCG is an award-winning, global leader in total talent solutions. Operating as a strategic partner, it helps some of the world's most admired brands build comprehensive talent functions. With a global presence spanning more than 65 countries and six continents, WilsonHCG provides a full suite of configurable talent services including recruitment process outsourcing (RPO), executive search, contingent talent solutions and technology advisory.
TALENT.™ It's more than a solution; it's who we are.
WilsonHCG is an award-winning, global leader in total talent solutions. Operating as a strategic partner, it helps some of the world’s most admired brands build comprehensive talent functions. With a global presence spanning more than 65 countries and six continents, WilsonHCG provides a full suite of configurable talent services including recruitment process outsourcing (RPO), executive search, contingent talent solutions and talent consulting. TALENT.™ It’s more than a solution, it’s who we are.