As talent scarcity increases in many markets around the world, company leaders, myself included, are concerned about retaining valuable talent, effectively managing turnover and recruiting candidates to support future growth. Additionally, the growing skills gap caused by rapid digitalization can mean greater difficulties for companies seeking to fill in-demand roles.
Many of these challenges are caused by macro forces beyond one company’s control, but individually organizations can still mitigate these disruptions. A key enabler for doing so is ensuring a strong employer brand. For example, how companies are managing workers’ return to the office is clearly having an impact on their reputation with job seekers.
The path to a stronger employer brand begins with understanding the employee value propositions most important to job seekers. Randstad’s annual Employer Brand Research provides insights into what matters most to nearly 200,000 working-age adults across 34 markets. In addition to our global report, this year we have provided job-family specific data to focus on many hard-to-fill roles. You can find this helpful information here.