Relevant bibliographies by topics / External employer branding tools

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Book chapters
  4. Conference papers

Academic literature on the topic 'External employer branding tools'

Author: Grafiati
Published: 24 April 2022
Last updated: 18 July 2025

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Journal articles on the topic "External employer branding tools"

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Shabrina, Hecka Athaya, Hanny Hafiar, and Susie Perbawasari. "PROSES EMPLOYER BRANDING PT RUANG RAYA INDONESIA (RUANGGURU)." Jurnal Ilmu Komunikasi UHO : Jurnal Penelitian Kajian Ilmu Komunikasi dan Informasi 7, no. 3 (2022): 530. http://dx.doi.org/10.52423/jikuho.v7i3.26214.

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Awareness terhadap product brand dapat dikatakan sudah menjadikan perusahaan sebagai market leader, namun pelaksanaan employer branding baru dilakukan dan turnover rate yang tinggi. Melalui penelitian “Proses Employer Branding Ruangguru” dan metode penelitian deskriptif, peneliti fokus pada proses employer branding yang dilakukan oleh Ruangguru. Penelitian ini bertujuan untuk mengetahui (1) Bagaimana Employer Value Proposition yang dibangun oleh Ruangguru, (2) Bagaimana External Marketing of the Employer Brand yang dilakukan oleh Ruangguru, (3) Bagaimana Internal Marketing of the Employer Bran
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Łazorko, Katarzyna. "Redesigning the Employer Value Proposition in Times of Crisis." European Management Studies 2023, no. 4 (2024): 66–80. http://dx.doi.org/10.7172/2956-7602.102.4.

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Purpose: The purpose of the paper was to explore how the largest companies in Poland responded to the changing socio-political situation (the COVID-19 pandemic, the war in Ukraine, the inflation) in their employer branding communication, with potential candidates for jobs, especially in the aspect of their Employer Value Proposition (EVP) building. Methodology: The research examined whether the 50 biggest Polish enterprises changed their external employer branding communication via their web pages between 2019 and 2023. In the study, the online content analysis technique was used to review “Ca
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ИЛЮХИНА Л.А., ИЛЮХИНА Л. А. "HR BRAND OF AN ORGANIZATION: THEORETICAL APPROACH AND PRACTICAL IMPLEMENTATION." Экономика и предпринимательство, no. 4(165) (June 25, 2024): 759–64. http://dx.doi.org/10.34925/eip.2024.165.4.148.

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В статье представлены теоретические основы формирования HR-бренда организации на основе определения его сущности, субъектов и преимуществ; выявления факторов привлекательности организации как работодателя на рынке труда. Уделяется внимание основным инструментам внутреннего и внешнего HR-бренда; рассматриваются субъекты управления, участвующие в процессе HR-брендинга. Более подробно анализируются. внешние и внутренние факторы, которые помогают формировать и поддерживать сильный HR-бренд организации. На примере данных крупнейшей российской компании, занимающейся производством электротехнического
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Danyliuk, Natalia. "MARKETING TOOLS USAGE IN HR-MANAGEMENT OF THE ENTERPRISE." Scientific Notes of Ostroh Academy National University, "Economics" Series 1, no. 25(53) (2022): 18–24. http://dx.doi.org/10.25264/2311-5149-2022-25(53)-18-24.

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The question of the HR-management and marketing areas interpenetration possibility in the process of the enterprise functioning in a market environment has been revealed in the article. The importance of the main functional tasks of HR-management and marketing specialists has been updated, as well as an attempt to systematize common and distinctive features of HR-management sphere and marketing sphere of the enterprise activity has been made with further identification of key links of business areas, where these areas are closely interrelated. It has been determined that HR-management and mark
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Latukha, Marina, Tatiana Pitubaeva, Daria Khasieva, Anna Kriklivetc, and Kaifeng Yan. "External mentoring as a talent attraction tool in the talent shortage context." BRICS Journal of Economics 6, no. 1 (2025): 163–83. https://doi.org/10.3897/brics-econ.6.e142016.

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The paper explores the role of external mentoring as a strategic talent attraction tool in the context of talent shortages and describes the ways in which it can help firms to find new candidates, especially among young graduates, at the same time developing its own employees. The authors conducted 21 in-depth interviews with experienced mentors from multinational companies in Russia and one expert interview. Content analysis was used to identify the key themes related to the effectiveness of external mentoring. External mentoring significantly enhances employer branding, knowledge exchange, l
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Tukashev, M. "Internal HR Branding of a Company as a Personnel Management Tool." Management of the Personnel and Intellectual Resources in Russia 10, no. 4 (2021): 56–61. http://dx.doi.org/10.12737/2305-7807-2021-10-4-56-61.

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In the process of development and improvement of management, the attitude towards a person has changed. In modern society, the employee is one of the main assets of the organization. Personnel is a strategic resource that, if used correctly, can generate profits in the long term. Personnel management is an important area, and the work of the entire organization depends on the effectiveness of its implementation. A new process within the framework of building a general human resource management strategy is HR branding - building an attractive brand of an employer's organization in order to infl
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Zhylinska, Oksana, Svitlana Firsova, Tetiana Bilorus, and Herman Aksom. "Employer brand management: methodological aspects." Marketing and Management of Innovations, no. 1 (2021): 158–69. http://dx.doi.org/10.21272/mmi.2021.1-12.

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The paper aims to develop applied aspects of the methodological support of a reasonable selection of the company responsible for the formation and promotion of the employer brand using the tools of multicriteria analysis and evaluation of the functionality of outsourcing companies based on the criteria that determine their competitive advantage. Consequently, the need to attract external resources to manage the employer brand has been substantiated. The authors schematized the decision-making process on a reasonable selection of outsourcing companies. The system of the criteria for the impleme
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BATURA, M., I. MARAKHINA, and U. PARKHIMENKO. "SOCIAL NETWORKS AS A TOOL FOR ATTRACTING NEW CLIENTS." Vestnik of Polotsk State University Part D Economic and legal sciences, no. 2 (June 12, 2025): 6–12. https://doi.org/10.52928/2070-1632-2025-71-2-6-12.

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The article analyzes the state and development of social networks in the world and in Belarus, which allowed to identify their commercial significance for organizations. Based on the analysis, the following opportunities were identified that companies receive using social networks: access to new clients, increased interaction with existing clients, increased loyalty, sales through social networks, direct and indirect lead generation, after-sales service and feedback, recognition and branding, reputation management, promotion, employee recruitment, improved visibility in search engines, increas
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Da Silva e Silva, Isadora, and Alexandra Leandro. "The power of personal branding in political marketing." Revista Latina de Comunicación Social, no. 84 (June 10, 2025): 1–17. https://doi.org/10.4185/rlcs-2026-2471.

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Introduction: Political marketing plays a pivotal role in contemporary society by serving as a bridge between political leaders and the public, shaping opinions on political, social, and economic issues. The importance of authenticity in political communication is emphasized, with the alignment of a political identity to the values of the electorate being deemed essential. The advent of the internet and social media has introduced innovative tools for political marketing, ranging from social media management to public policy formulation, making it a multidisciplinary field that integrates know
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S, M. NUHIN IBNAT. "Strategies for Navigating the Agency Problem in Public Companies." International Journal of Novel Research in Marketing Management and Economics 11, no. 3 (2024): 13–18. https://doi.org/10.5281/zenodo.13893539.

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<strong>Abstract:</strong> This report provides a comprehensive strategic organizational analysis of Lenovo, a leading global technology company. The analysis begins with an introduction to Lenovo, outlining its history, mission, vision, and values, which guide its strategic direction. A detailed PESTLE analysis examines the external factors impacting Lenovo, including political, economic, social, technological, legal, and environmental influences. A SWOT analysis identifies Lenovo's strengths, weaknesses, opportunities, and threats, providing insights into its competitive position. The report
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Dissertations / Theses on the topic "External employer branding tools"

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Jansson, Erika, and Susanne Salin. "Vad upplever ingenjörsstudenter som en attraktiv arbetsgivare och hur står det i relation till ett företags employer branding arbete?" Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26964.

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Det blir allt viktigare för företags utveckling och överlevnad att attrahera de mest lämpade medarbetarna. Ett allt vanligare verktyg för ändamålet är employer branding. Syftet med föreliggande studie var därför att undersöka ingenjörsstudenters upplevelse av en attraktiv arbetsgivare och relatera det till hur ett större industriföretag i Mellansverige arbetar med extern employer branding. En induktiv tematisk analys med intervjuer från Företagsrepresentanterna visade att Företaget lägger stora resurser på att attrahera ingenjörer. Genom att arbeta med ambassadörer, delta
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Elmeke, Elin, and Felicia Ahl. "Employer Branding : En förklarande fallstudie av chefers strategiska samt operativa arbete inom IT-branschen i Jönköping." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44070.

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Manoraj, Pettersson Sara, and Stina Mattsson. "Hur gör kommuner för att attrahera och behålla kompetens? : En kvalitativ studie av kommuners arbete med employer branding." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44430.

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Employer branding är ett omfattande begrepp som används i många organisationer. Syftet med denna studie är att beskriva hur kommuner använde sig av employer branding utifrån att behålla och attrahera kompetens. Genom en kvalitativ semistrukturerad intervju med 20 frågor som utformades utifrån vår teoretiska referensram, samlades data in från fem olika HR befattningar i varierande åldrar och kön från 5 kommuner. Dessa kommuner låg i samma geografiska område. Vi gjorde intervjuerna på plats förutom från en respondent som gjordes på Skype. Efter intervjuerna så analyserades data med hjälp av vår
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Häll, Tina, and Madelene Åhlstrand. "Det centrala i en decentralisering : Hur en global organisations employer brand upplevs i och med en decentralisering." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24730.

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Syftet med denna studie var att på uppdrag av en global industriorganisation undersöka högskole- och universitetsstudenters upplevelse av organisationens externa employer brand vid en decentralisering. Studien byggde på åtta intervjuer med materialvetarstudenter, tillika potentiell framtida arbetskraft. Data analyserades utifrån en kvalitativ tematisk analysmetod. I resultatet framkom sex olika teman som enligt respondenterna är relevanta att ta hänsyn till vid en decentraliseringsprocess. Dessa sex teman är Ekonomi; Organisationsstruktur; Chefer och styrning; Kommunikation; Kultur och klimat
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Klingvall, Emma, and Ida Lindberg. "EMPLOYER BRANDING I SMÅ KONSULTFÖRETAG : En kvalitativ studie om att på ett resurseffektivt sätt attrahera kompetent arbetskraft." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-173111.

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På dagens arbetsmarknad är kunskapsintensiv arbetskraft (intellektuella, högutbildade och erfarna medarbetare) en bristvara, något som lett till att vikten av employer branding blir allt större. I de företag vilka är i behov av denna kunskapsintensiva arbetskraft, anses medarbetarna vara den mest värdefulla tillgången, och enligt organisationen Sveriges småföretag är denna brist den största anledningen till att små företag inte kan växa och utvecklas. För att dessa företag ska kunna överleva och bli attraktiva arbetsgivare måste de därmed fokusera på att stärka sitt arbetsgivarvarumärke, med h
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Allerborg, Elin, Felicia Holmlund, and Pedersen Stephanie Weber. "Gendertelling : En kvalitativ studie om hur könsdomineradeföretag kan attrahera arbetsföra av det motsatta könet." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48247.

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Datum: 2020-06-08 Nivå: Kandidatuppsats i företagsekonomi, 15 hp Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens högskola Författare: Allerborg Elin (96/04/03), Holmlund Felicia (96/12/18), Weber Pedersen Stephanie (95/02/11). Titel: Gendertelling Handledare: Andreas Pajuvirta Nyckelord: Employer Branding, Könsnormer, Könssegregering, Attityder, Extern kommunikation Frågeställning: Vad influerar arbetsföras attityder mot könsdominerade företags externa employer branding? Syfte: Syfte med studien är att könsdominerade företag ska kunna anpassa sin externa employer branding f
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Bengtsson, Hanna, and Caroline Norstedt. "Arbetsgivarvarumärket inom en kommun : Vad är en attraktiv arbetsgivare?" Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30224.

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Studiens syfte var att i samarbete med en kommun i Mellansverige genomföra en studie om kommunens arbete vad gällde deras arbetsgivarvarumärke samt upplevelsen av en attraktiv arbetsgivare. Detta har undersökts ur arbetsgivarens respektive medarbetarnas perspektiv. Studien genomfördes med kvalitativ metod och byggde på semistrukturerade intervjuer. Data analyserades med hjälp av en induktiv tematisk analys. I resultatet framkom olika teman till respektive frågeställning. De teman som framkom angående hur kommunen arbetar med sitt arbetsgivarvarumärke var Kommunens varumärke och Värdegrundsarbe
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Drugge, Marie, and Diana Bernelind. "Arbetet med arbetsgivarvarumärkets attraktivitet : En kvalitativ intervjustudie i tre företag om hur arbetet med "Employer branding" ser ut och implementeras i företag." Thesis, Uppsala universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-215740.

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Arbetet med att stärka ett arbetsgivarvarumärkes attraktivitet, både internt och externt, det alltmer välbekanta begreppet “Employer branding”, är ett vanligt förekommande koncept i dagens organisationer. Syftet med studien är att försöka ta reda på vad fenomenet “Employer branding” är och hur organisationer kan bedriva arbetet med att göra sitt arbetsgivarvarumärket attraktiv på den svenska arbetsmarknaden. Tieto, COWI och Klarna AB är de företag som deltar i studien. Begreppen legitimitet och löskoppling från den institutionella- och nyinstitutionella teorin kommer att ligga som teoretisk ut
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Eriksson, Madelene, and Lisa Thörn. "Walk the talk – för en trovärdig hållbarhetsprofilering : En förklarande studie om sambandet mellan internal-external brand alignment och employee advocacy." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158705.

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Bakgrund: Hållbarhet och CSR är idag en självklarhet i många nordiska företag. Under de senaste åren kan även en ökning konstateras i konsumenters vilja att betala mer för hållbara produkter. De företag som upplevs hållbara är alltså mer attraktiva för konsumenter, vilket har lett till att företag i allt större utsträckning profilerar sig som hållbara. Det finns dock anledning att ifrågasätta huruvida ett företags engagemang är menade att gynna ändamålets eller företagets intressen och det kan därför anses viktigt att öka förståelsen för hur dessa företag kan befästa sin trovärdighet. Intern f
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Benešová, Jana. "Personální marketing velkých společností." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-197098.

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This diploma thesis is focused on application of marketing instruments in personal management of large companies. It is divided into two parts -- theoretical and practical. There are basic principles of functioning of personal marketing described in the theoretical part. Practical part is also divided into two parts -- in first of them there are comparated some personal marketing activities of large companies on czech personal market. In the second part there is the evaluation of questionnaire, which should demonstrate how marketing activities of personal managers meet the requirements of pote
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Book chapters on the topic "External employer branding tools"

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Sharma, Ravindra, Geeta Rana, and Shivani Agarwal. "Techno Innovative Tools for Employer Branding in Industry 4.0." In Employer Branding for Competitive Advantage. CRC Press, 2021. http://dx.doi.org/10.4324/9781003127826-11.

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Sharma, Ravindra, Geeta Rana, and Shivani Agarwal. "Techno Innovative Tools for Employer Branding in Industry 4.0." In Employer Branding for Competitive Advantage. CRC Press, 2021. http://dx.doi.org/10.1201/9781003127826-11.

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Anupama and Geeta Rani. "Revolutionizing Employer Branding." In Advances in Logistics, Operations, and Management Science. IGI Global, 2025. https://doi.org/10.4018/979-8-3693-7175-6.ch014.

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This study investigates novel ways for reinventing corporate branding and tackles the primary issues that HR professionals confront when implementing them. As the competition for top talent heats up, employer branding has become critical to attracting and retaining skilled personnel. This study intends to give HR professionals with practical insights by investigating contemporary strategies such as social media leveraging, staff advocacy, and individualized applicant experiences. Furthermore, the report finds major barriers to implementing these techniques, such as budget limits, reluctance to change, and alignment with company culture. This research aims to provide HR professionals with the knowledge and tools they need to effectively strengthen their organization's employer brand, resulting in a more appealing and engaging workplace.
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Matuska, Ewa Maria, and Joanna Grubicka. "Employer Branding and Internet Security." In Handbook of Research on Human Factors in Contemporary Workforce Development. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2568-4.ch016.

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This chapter promotes the concept of employer branding (EB) as special kind of value management being part of strategic human resources management (SHRM) and including elements of cyber security. Employees' and organization's shared values (EVPs) bring opportunity to create common sense of identity, which prevents potentially aversive behavior towards company's reputation. Chapter's background positions EB and EVP in process of SHRM, introduces the view of EB as architectural frame for core organizational values, and describes popular Internet tools of EB. The background is closed by descriptions of common Internet threats, their implications to overall organization's information security, as well as useful Internet security systems. Chapter concludes with recommendations regarding enhancing EB by better controlling company's information security. As a new research area is proposed sub-discipline of cyber security in management, with special dedication to SHRM.
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Matuska, Ewa Maria, and Joanna Grubicka. "Employer Branding and Internet Security." In Brand Culture and Identity. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7116-2.ch070.

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This chapter promotes the concept of employer branding (EB) as special kind of value management being part of strategic human resources management (SHRM) and including elements of cyber security. Employees' and organization's shared values (EVPs) bring opportunity to create common sense of identity, which prevents potentially aversive behavior towards company's reputation. Chapter's background positions EB and EVP in process of SHRM, introduces the view of EB as architectural frame for core organizational values, and describes popular Internet tools of EB. The background is closed by descriptions of common Internet threats, their implications to overall organization's information security, as well as useful Internet security systems. Chapter concludes with recommendations regarding enhancing EB by better controlling company's information security. As a new research area is proposed sub-discipline of cyber security in management, with special dedication to SHRM.
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Wolf, Maxim Viktor, Julian Mark Sims, and Huadong Yang. "Understanding the Use of Social Media for Employer Branding." In Advances in Marketing, Customer Relationship Management, and E-Services. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8353-2.ch004.

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Employer branding applies marketing tools to promote an organisation as an employer to current and potential employees. The importance of strategic alignment between parts of the business has been highlighted in literature: marketing and human resource activities are no exception. On the contrary, the alignment of customer brand and employer brand is equally important to marketers and human resource managers. This chapter frames the creation and communication of the employer brand as a “strong communication system”. A framework for assessment of the system's strength is introduced and a practical application of this framework is demonstrated in two case studies. The conflict between the traditional top-down one-way marketing communication flow and bottom-up bi-directional communication on social media is highlighted and the impact of this apparent conflict on the system strength is discussed. Social media appears to change the way in which employer brand is created, communicated and perceived and this chapter aims in aiding the understating of this changes.
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Tabassum, Adiba, and Azim Siddiqui. "Crafting a Compelling Employer Brand to Attract Top Antenna Design Talent." In Advances in Mechatronics and Mechanical Engineering. IGI Global, 2024. https://doi.org/10.4018/979-8-3693-6035-4.ch012.

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In the highly competitive field of antenna design, attracting and retaining top engineering talent is crucial for organizations seeking to pioneer breakthrough wireless technologies. This chapter explores strategies for crafting a compelling employer brand that resonates with antenna designers' unique motivations and aspirations. Key attributes valued by antenna engineers are examined, including challenging work, access to cutting-edge tools, continuous learning opportunities, collaborative culture, and competitive compensation. A framework for developing an effective employer brand strategy is presented, encompassing the employee value proposition, showcasing innovative projects, leveraging employee advocacy, community engagement, and delivering an exceptional candidate experience. Case studies illustrate successful employer branding initiatives in the antenna design industry. The chapter also discusses emerging trends and challenges, such as remote work, AI integration, sustainability focus, and the need for diversity and inclusion.
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Demergis, Josef. "The Use of Mass Diplomacy in Nation Branding and Promotion." In Advances in Marketing, Customer Relationship Management, and E-Services. IGI Global, 2023. http://dx.doi.org/10.4018/978-1-6684-5902-7.ch009.

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Applied informatics have given a plethora of tools that enable mass diplomacy to reach its intended targets. The digital realm allows the insertion of information into internal and external audiences in real-time, promoting a nation's brand. This chapter examines how electronic social networks and other forms of online participation allow for the application of 'soft power' that nevertheless has hard policy goals. The challenges, shortcomings, and enabling effects of applied informatics on mass diplomacy approaches are discussed along with the mention of Chinese and Russian approaches. The utility and the true impact of electronic social networking are discussed, along with the dichotomy of mass diplomacy both enabling access to a nation's internal audience and to its intended external audience targets. The interactivity and level of engagement of the user of applied informatics communication vessels enable the effects of mass diplomacy.
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Borah, Prasad Siba. "Conceptual Approaches to Marketing for Improving HR Practices." In Innovative Human Resource Management for SMEs. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-0972-8.ch012.

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This chapter explores how marketing principles and human resource management (HRM) procedures interact dynamically in small and medium-sized enterprises (SMEs). Effective HRM is essential to SMEs' success in today's ever-changing business environment, and using marketing techniques gives new ways to improve HR practices. This chapter starts its journey via many aspects by looking at how marketing and HRM are related. From there, the authors examine how employer branding may display corporate culture and draw in the best candidates. They explore the idea of an employee value proposition (EVP) adapted to the special characteristics of SMEs and its integration with marketing plans. To show how external marketing strategies may captivate the internal audience, internal marketing for employee engagement takes center stage. Integrated recruitment and marketing strategies that coordinate efforts for talent acquisition are presented. The authors emphasize using a customer-centric culture to motivate employees and talk about the critical importance of metrics, analytics, and continuous improvement.
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Mamta, Ms, and Yogita Bansal. "EMERGING TRENDS IN RECURITMENT (RECRUITMENT REVOLUTION: FUTURISTIC TRENDS IN TALENT ACQUISITION)." In Futuristic Trends in Management Volume 3 Book 4. Iterative International Publisher, Selfypage Developers Pvt Ltd, 2024. http://dx.doi.org/10.58532/v3bhma4p2ch1.

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The chapter explores emerging trends that are reshaping talent acquisition practices, driven by technological advancements and changing workforce dynamics. It introduces the pivotal role of Artificial Intelligence (AI) in streamlining recruitment processes, enabling efficient candidate identification, engagement, and selection. The use of AI-powered tools for resume screening, candidate matching, interview scheduling, video interviewing, and diversity promotion is discussed, emphasizing the benefits of efficiency, objectivity, and enhanced candidate experience. Furthermore, the chapter envisions futuristic recruitment trends for 2023, taking into account evolving strategies in the face of a competitive job market. It anticipates a stronger emphasis on upskilling to align with rapidly changing job market requirements. The increasing significance of remote work options, propelled by the pandemic, is highlighted, along with its impact on a diverse and global talent pool. The chapter underscores the continued integration of AI and automation, driving data-driven decision-making in recruitment processes. Additionally, it stresses the growing importance of candidate experience and the use of social media in employer branding and recruitment strategies. In conclusion, the chapter underlines the necessity for organizations to adapt to emerging trends in talent acquisition to remain competitive. By incorporating AI, fostering diversity and inclusion, and leveraging remote work opportunities, organizations can effectively attract and retain top talent.
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Conference papers on the topic "External employer branding tools"

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Macalik, Joanna, and Adam Sulich. "External employer branding of sustainable organizations." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.054.

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Purpose – the purpose of the article is to examine whether and to what extent selected Polish companies implement so-called “green employer branding” in communication with their external stakeholders. Research methodology – the article consists of the theoretical part, which uses the critical analysis of the scientific literature on both green or sustainable organizations and external employer branding; and the practical part, which uses the case study method and content analysis of companies' websites, job advertisements, and social media. Findings – the main results of the conducted research
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Grzesiuk, Kalina, and Monika Wawer. "EMPLOYER BRANDING THROUGH SOCIAL MEDIA: THE CASE OF LARGEST POLISH COMPANIES." In Business and Management 2018. VGTU Technika, 2018. http://dx.doi.org/10.3846/bm.2018.42.

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The main purpose of this article is to evaluate the current state of network communication channels in an organization and to propose recommendations for their development as a part of external em-ployer’s brand-building strategy by an example of selected Polish enterprises. This paper reviews the social network tools used thus far by the 100 Largest Polish Private Companies listed in 2017 Forbes Magazine report. The analysis involves not only their Internet presence and the way these enterprises are presented but also the level of interactivity of their activities in selected social media (e.
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Stuss, Magdalena, and Agnieszka Herdan. "EXTERNAL EMPLOYER BRANDING TOOLS USED FOR ATTRACTING GRADUATES BY ENERGY COMPANIES LISTED AT WARSAW STOCK EXCHANGE." In 8th Economics & Finance Conference, London. International Institute of Social and Economic Sciences, 2017. http://dx.doi.org/10.20472/efc.2017.008.013.

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Zak, Katarzyna. "External Employer Branding in the IT Sector in Poland: Employee Perspective on Employer Attractiveness." In Hradec Economic Days 2022, edited by Jan Maci, Petra Maresova, Krzysztof Firlej, and Ivan Soukal. University of Hradec Kralove, 2022. http://dx.doi.org/10.36689/uhk/hed/2022-01-088.

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Briciu, Victor-Alexandru, Arabela Briciu, Crina-Antonia Tudor, and Claudiu Coman. "ANALYZING ROMANIAN AUTOMOTIVE COMPANIES WEBSITES TO EVALUATE THE ONLINE EMPLOYER OF CHOICE AND BRANDING CHARACTERISTICS." In 9th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2022. SGEM WORLD SCIENCE, 2022. http://dx.doi.org/10.35603/sws.iscss.2022/s10.094.

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This paper explores the concept of employer branding in the light of external marketing that establishes the company's image as an employer of choice. The motivation is represented by the raising importance of human resource management. The employer brand is an important element from a marketing point of view; it is practically the defining image of a company. The values and symbols it embodies need to be transparent to maintain the connection with the audience, whether we are talking about customers or simply interacting with the company�s online interface. From the perspective of potential,
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Bryukhova, Olga. "The Formation of an Attractive HR-Brand of a Transport Company's Target Audience of 'Young People'." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-60.

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The article is dedicated to studying the HR-brand of a vehicle company, and seeks ways to improve it further. Theoretical and methodological aspects of shaping the image of an organisation as an employer are now widely reflected in the works of domestic and foreign researchers in the field of human resource management. However, the applied aspects of branding in relation to specific employers from different sectors of the economy remain relevant for the study. The practical interest of the company in question is due to the high turnover rate (15%) and the shortage of young workers. For the pur
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Taranych, Andrii, and Oksana Taranych. "Corporate culture management as a component of marketing strategy of enterprise development." In Conferinta stiintifica internationala "Strategii si politici de management in economia contemporana", editia VII. Academy of Economic Studies of Moldova, 2023. http://dx.doi.org/10.53486/icspm2022.11.

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Corporate culture management determines the increase of efficiency of enterprise development in the market both direct stimulation of work of the personnel, and influence on external environment and consumers. The paper considers corporate culture as a component of marketing strategy of enterprise development. The purpose of the work is to determine the theoretical foundations of corporate culture in the organization, and to identify ways to improve the management of corporate culture as part of the marketing strategy of enterprise development on the example of PJSC «Volynholding». The work is
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Odri, Ervin. "PSYCHOLOGICAL APPROACH TO THE IMPLEMENTATION OF A FUNCTIONAL HSE SYSTEM." In VI Konferencija Bezbednost i zdravlje na radu sa zdravstveno-medicinskog i tehničko-bezbednosnog aspekta, ekologije i zaštite od požara. UDRUŽENJE ZA PROMOCIJU ZDRAVLJA, BEZBEDNOSTI I EKOLOGIJE – CENTAR HSE, 2025. https://doi.org/10.46793/hse25.016o.

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Introducing a functional Health, Safety, and Environment (HSE) system into organizations that lack a developed HSE culture is inherently complex. In such environments, the level of HSE awareness is typically low, with health and safety often perceived as secondary or less critical concerns. Even when a well-designed system and effective tools for managing HSE risks are available—whether developed in-house, adopted from external sources, or mandated by legislation—achieving practical success requires a deeper understanding of how these changes affect employees and a carefully tailored implement
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