Organizations that have a formal or informal “employment brand” view it as an important factor in attracting, retaining, and engaging critical talent, especially in today’s global business world. Mercer’s Critical Talent Practices Survey found that noncash rewards — such as career progression and recognition — are often top components of the employment brand used to retain and engage critical talent. The new survey included responses from 124 employers across the for-profit and not-for-profit sectors in the US and Canada.
“Companies have a strong focus on employment branding,” noted Loree Griffith, Principal in Mercer’s Talent business. “And given the prevalence of noncash rewards, better communication with critical talent along with greater transparency regarding critical talent status are two worthy considerations to further differentiate the employee experience.”
“Whether a company has a formal or informal employment brand, it’s an important part of attracting, retaining, and engaging critical talent,” Griffith added.
Learn how a strong employment brand can support critical talent strategies.
Learn more about Mercer’s Critical talent practices survey.