Select an organization with which you are familiar. The organization can be one that you have worked for in the past, a current employer, or a prospective employer.
Complete an informal assessment of your organization’s current employment branding practices. Be specific. Use an HR evidence-based approach.
Use the Performance Improvement/HPT Model (JPG) as a reference, along with the three-step process for creating an employment brand found on pages 23–24 of The Recruiter’s Handbook: A Complete Guide for Sourcing, Selecting, and Engaging the Best Talent.
Write an 800- to 1000-word paper guided by the following requirements:
Introduction. Provide an introduction paragraph to introduce your organization (i.e., overview of the company, vision, mission, goals, products or services sold, number of employees, etc.).
Assessing Employment Branding. Describe your organization’s overall employment brand reputation, using supporting data from internal sources such as new-hire satisfaction surveys, exit interviews, informal employee questionnaires, or Glassdoor.com reviews.
Improving Employment Branding. Formulate three substantive ways to address one or more of the areas of weakness you identified in the assessment of employment branding in your selected organization.
Evaluating Job Descriptions. Select at least one job description for a management position in your organization. Copy and paste the job description (or an image of it) and provide a written critique based upon the current or desired employment brand of the organization. Consider the following questions:
Is the job description welcoming and engaging?
Is the organization’s mission clear?
Is it up to date?
Does it describe the impact that the candidate will make on the organization and its customers?
Does it build excitement?
Does it address opportunities for professional and personal growth?
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