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Employment Brand Report > Letter from the CEO

A letter from our CEO


Last year was a phenomenally busy year for those of us in talent acquisition, but you don’t need me to tell you that. The rate of change we experienced in 2021 accelerated throughout 2022. It was hard to keep up at times!   The way we work continued to evolve. Hybrid working, for example, has become the new norm – it balances the needs of employers with the interests of employees, so it’s no surprise to see that it’s become a permanent fixture in today’s workplaces.

There were many more changes in the world of work as employers reacted to what was the most competitive candidate market in history. For example, total rewards programs became a mainstay. Not just because they helped companies to manage soaring wage costs, but also because of the positive impact they have on employee well-being. An attractive employee value proposition (EVP) goes a long way with today’s jobseekers.  Candidates are a lot more open about what they expect in a career today. They want to work for companies that care (for them, the environment and society), they want the chance to progress and the flexibility to work in a way that suits them as an individual.

So, what does this evolution mean for talent acquisition leaders? In simple terms, it means your employment brand is probably due an update to reflect your EVP. After all, your EVP and employee experience (which have changed over the past 12 months) must be aligned with your employment brand. Talent leaders are not the only ones who are in evaluation mode right now. Leadership teams are evaluating absolutely everything, including everything under talent acquisition and talent management to determine areas that would benefit from optimization.

For the latest report, we analyzed the employment brands of the Fortune 100. The results were interesting. There were some examples of solid employment brands, but most had room to grow (the average score this year was 64 points out of 100).

Want to know which companies performed the best?
And what they did to be recognized on our top-ranked list?Find out in our latest report

Be proud of the employee experience your company provides and encourage your employees to tell their stories in their own words. This will help you attract and retain top talent in what is set to be another unpredictable year. In this type of market, overcommunication and transparency are absolutely critical. Colleagues want to feel connected and it’s your job as a leader to ensure they feel that way.

Happy reading!
John Wilson
CEO, WilsonHCG

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