standing out from the rest

What makes an employer appealing to prospective and existing staff? How can you attract and retain the elite graduates, people with rare skills and other prized talent that can pick and choose where they work?

Standing Out features interviews with HR executives from organizations that have consistently scored highly in the Randstad Employer Brand survey.

download Standing Out 2016

"We want recruits to embrace our values to become part of the family if you like." - Fabio Dioguardi, Global Employer Branding & Talent Acquisition Director, Ferrero (winner Randstad Award Italy 2015 & 2016)

best practice: Rolls-Royce

However famous the name, you can’t trade on it indefinitely – a passive employer brand lets others decide what you’re known for and can easily miss the changes and innovations that are going on inside the business. When Rolls-Royce began to roll out its campaign, it clearly had a head start in terms of recognition and good will, but was still pleased by how much interest it has been able to generate across various social media networks. Global Employer Brand Manager Rolls-Royce, Daniel Perkins. explains.

learn how Rolls-Royce activated its employer brand

best practice: Sony

What can other large organizations learn from Sony? Well, first and foremost, curiosity keeps you young. Sony is one of the most attractive companies to work for in the world because it encourages its people to keep dreaming and gives them the capabilities to fulfill these dreams. "We give our people more license to devise and try out new ideas than they would in a small start-up" says Kazushi Ambe, Corporate Executive SVP, in charge of Human Resources, Sony Group.

learn from a global player