In today’s highly competitive labor market, having a clear and compelling employer brand that conveys your company’s employee value proposition (EVP) and identity as a great place to work, is imperative for attracting and retaining the right talent.
In fact, data shows that a strong employer brand leads to 50 percent more qualified applicants and a 28 percent increase in retention. But should a company’s employer brand also apply to contingent workers? Would having strong brand alignment between clients and staffing partners help both parties attract qualified, culturally compatible candidates? Should managed service providers (MSPs) recommend the practice?
With companies increasingly relying on contingent workers, everyone across the staffing supply chain needs to consider how they can appeal to freelance talent. That said, here’s a look at the advantages of brand extension and some ways that staffing clients and their partners can create brand synergies that boost talent attraction rates.
Major Benefits of Brand Extension
No matter how you slice it, the advantages of leveraging two robust employer brands to attract contingent talent are huge and outweigh any potential risks. Consider the following:
Strategies for Creating Brand Synergies
Here are some ways that staffing firms and clients can leverage similar brands and EVPs to expand their collective recruiting reach.
In conclusion, boosting the visibility of employment brands through synergistic alignment with staffing suppliers will inevitably increase career site traffic and uncover new sources of game-changing talent for both parties.
Tim De Potter