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by Brett Minchington (MBA)

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Minchington.B, A World first in Employer Branding - Join the growing list of readers including Toyota (Aust), The McDonalds Corporation (US), Deutsche Bank (UK), Clarks (UK), Cirque du Soleil (Canada), JP Morgan (UK), Telstra (Aust), MTV (UK), Deloitte (Aust), Universum (Asia, Europe, US), Madame Tussauds London (UK), Hudson Global (Aust), CIPD (UK), Lion Nathan (Aust), Australia Post (Aust), Universal Music (UK), Coca-Cola Amatil (Aust), Boots (UK), Sara Lee (Aust), GSK (UK), Wrigley (Aust), HDA (UK), Mercer HR (Aust), Boots (UK), Elders (Aust), Emblema (Italy), Bayer (Aust), Australian Football League - AFL (Aust), Serco (UK), World Vision (UK), TAFE (Aust), Bhs (UK), Bakers Delight (Aust), University of Adelaide (Aust), Financial News (UK), Origin Energy (Aust), William Buck (Aust), UniSA (Aust), BP (UK), Masterfoods (Aust), Pret a Manger (UK), Wesfarmers (Aust), BHP (Aust).

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232 pages
Focused on the attraction, engagement, and retention of talent this engaging book is highly recommended for Company Directors, CEO's, MD's and Senior Managers in companies of all sizes responsible for shaping the future of their organisation. The book features the innovative Employer Brand Excellence Framework^TM which may yet be the best solution to the attraction, engagement and retention of employees in a shrinking talent pool.

The book is the most comprehensive book in the world published on employer branding and the first by an Australian business author. The publication contains International research findings in employer branding from leading firms such as Hewitt Associates, The Corporate Leadership Council, Hudson, Watson Wyatt, the Conference Board, Hays and The Economist. Internationally supported, this book presents a number of solutions to the complexities facing organisations today as they address the challenges of attracting, engaging and retaining talent in their organisations.

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Foreword by Simon Barrow (UK) - founder of the Employer Brand concept
Faced with the challenges of an ageing population, declining fertility rates, global skill shortages, increased migration and mobility, and the importance of knowledge capture and transfer, this book is a must read for leaders and managers responsible for the effective management of people at work. Examples of how leading global brands such as Microsoft, The Compass Group, Thomas Cook, IBM, Pfizer, Southwest Airlines, GE, Goldman Sachs and Coca Cola Amatil are implementing their employer brand programs to build competitive advantage are detailed.

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Table of Contents
Acknowledgements & Contributions

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Share the knowledge and benefits of Employer Branding across your organisation

3 copies of best selling
Your Employer Brand attract-engage-retain
for only $199 FREE postage & handling to anywhere in the world

SAVE $128 incl P&H
Offer ends 31 May 2009
prices include gst (Aust)
* $327 incl cost of books and Int. postage & handling

Publish Date - early 2009

A university degree is no longer just a piece of paper! Students are seeking a much broader learning and life impact through their University experience. No longer just intend on gaining a body of knowledge, students strive for an experience that is more closely aligned with the needs of the modern workplace and societal values.

In a world's first Brett Minchington (MBA) presents a global view of how Universities and organisations are successfully collaborating to maximise employment outcomes for graduates and business. Discover how leading businesses are enhancing their employer brand to reach, communicate and aquire the next generation of leaders.

Innovative in design the first part is a one stop guide for companies and recruiters on how to source the next generation of leaders and recruit talent before their competitors do. The second part of the book is a one stop guide for graduates on how to maximise their employment outcomes. 

Case studies include: London Business School, Berkeley University of California, University of Western Ontario, Politecnico di Milan, Accenture, Toyota and many other leading Universities and global brands. 

-International Edition- CD-ROM version
When I was preparing a course on employer branding for World Vision International’s summer school, I needed a core reference which would clearly define this complex subject and provide a straight forward explanation on how organisations can develop their employer brand. I chose the "Employer Brand Managers' Handbook," written by Brett Minchington                              

Roger Thompson,  World Vision International

Released 18 March 2009

Collective Learning Australia is pleased to publish the Employer Brand Institute's Employer Branding Global Research study. The global study of over 2000 employees explores the current status of employer branding in companies across all industries and all sizes.

The survey findings identify key trends which should be used to guide the development of a company's employer brand strategy. The report will also assist vendors, academics and consultants to advise leaders on the current status and future trends in employer branding around the world.

The findings are a must read for corporations serious about building a sustainable business in today's increasingly challenging climate.

Some of the global key findings include:

• Employer branding is receiving a higher resource allocation with 46% of companies planning to increase the amounted invested in employer branding initiatives in 2009.
• Whilst the survey found employer branding is now high on the leadership agenda many organisations lack the capability to leverage their employer brand due to the absence of a clearly defined strategy. The survey found only 16% of companies has developed a clear strategy for their employer brand. Interestingly, respondents also said having a clearly defined strategy is the key to achieving their employer brand strategy.
• Career website development is the main activity (63% of respondents) being undertaken by companies to enhance their employer brand.Recruitment advertising/employer marketing (61%), recruitment branding (55%), induction programs (52%), leadership development programs (46%) and current employee research (46%) are also popular initiatives.

Respondent profile

CEO/Managing Director (7%), Executive (8%), General Manager (6%), Vice President (4%), senior manager (20%,) Managers (29%) Supervisor (3%), Team leader (4%), Officer (7%) Administrator (3%), Other (9%)

Countries

Africa (54 respondents), Asia (399), Australia (522), Europe/UK (462), NZ (222), UAE (51), USA/Canada (315)

Survey method: Online survey conducted via the Internet

Survey period: July-December 2008

For more information about the Employer Brand Institute or the survey findings please contact:

Brett Minchington Chairman/CEO on +61 (0)417 815888 or at brett@employerbrandinstitute.com

CD-ROM

by Employer Brand Institute in partnership with Collective Learning Australia

The world's leading resource on how to develop a world class careers website with practical guidance and case study examples of worlds best practice.

What's inside this world's best practice publication?

PART 1 - Strategy

Introduction
Internet usage statistics
Figure 1: World Internet Users and Population Stats
Figure 2: Internet users in the world by geographic regions
Figure 3: World internet penetration rates by geographic region
Career websites & employer branding
Figure 4: Which activities are you currently undertaking to enhance your employer brand?
Figure 5: What is the main communication medium your company is planning to utilize to communicate your employer brand during FY2008/2009?
Purpose of a careers website
Career website categories
Figure 6: Career website architecture
E-recruitment technology
Figure 7 – Sourcing effectiveness reporting using Page Up People
Career Website Questionnaire
The site map
Figure 8 Site Map
Career Website Pitfalls
Measuring success
Figure 9 - Key traffic paths

PART 2 - Key tactics

Career website attributes
Front page graphic
About the organisation
The people who work here
Mission Vision Values
The culture
Commitment to diversity
Showcasing innovation
The corporate brand
Our awards
Corporate social responsibility
CEO message
Annual report
Training opportunities
Career development
Leadership
Reward and recognition
Remuneration
Work environment
E-recruitment system
Job search function
Recruitment process overview
Job email alerts
Candidate engagement
Recruitment FAQ’s
Graduates
Experienced hires
Multi-media
One – way communication

PART 3 - Career Websites World's Best Practice Guidelines

Career websites world's best practice guidelines
Culture
Follow real time
Interview preparation
Interactive games
Career pathways
The corporate brand
Global opportunities
Recruitment management system
Staff blogs
What are the people like I will be
Working with?
The landing page
Media – career videos
Media - podcasting
Where do I fit in?
Job segmentation
The inside story
Giving back to the community
Interactive
Candidate engagement

Appendix 1
Career website research categories

Released 18 March 2009

50% discount for EBI Employer Branding Global Community members only

Collective Learning Australia is pleased to publish the Employer Brand Institute's Employer Branding Global Research study. The global study of over 2000 employees explores the current status of employer branding in companies across all industries and all sizes.

The survey findings identify key trends which should be used to guide the development of a company's employer brand strategy. The report will also assist vendors, academics and consultants to advise leaders on the current status and future trends in employer branding around the world.

The findings are a must read for corporations serious about building a sustainable business in today's increasingly challenging climate.

Some of the global key findings include:

• Employer branding is receiving a higher resource allocation with 46% of companies planning to increase the amounted invested in employer branding initiatives in 2009.
• Whilst the survey found employer branding is now high on the leadership agenda many organisations lack the capability to leverage their employer brand due to the absence of a clearly defined strategy. The survey found only 16% of companies has developed a clear strategy for their employer brand. Interestingly, respondents also said having a clearly defined strategy is the key to achieving their employer brand strategy.
• Career website development is the main activity (63% of respondents) being undertaken by companies to enhance their employer brand.Recruitment advertising/employer marketing (61%), recruitment branding (55%), induction programs (52%), leadership development programs (46%) and current employee research (46%) are also popular initiatives.

Respondent profile

CEO/Managing Director (7%), Executive (8%), General Manager (6%), Vice President (4%), senior manager (20%,) Managers (29%) Supervisor (3%), Team leader (4%), Officer (7%) Administrator (3%), Other (9%)

Countries

Africa (54 respondents), Asia (399), Australia (522), Europe/UK (462), NZ (222), UAE (51), USA/Canada (315)

Survey method: Online survey conducted via the Internet

Survey period: July-December 2008

For more information about the Employer Brand Institute or the survey findings please contact:

Brett Minchington Chairman/CEO on +61 (0)417 815888 or at brett@employerbrandinstitute.com

Top 150 Publicly Listed Companies
Australian Edition 2007

n=100

Before you invest any further on your career website, you must read this research report and best practice guidelines publication. It may save you thousands of dollars in website strategy and design fees.

This extensive research report of the Career Websites of the ASX150 Publicly Listed Companies includes a comprehensive guide to building a 'world class' career website complete with a comprehensive road map and strategies, common mistakes to avoid and numerous examples of ‘best in class’ career websites to assist companies to develop a career website that will improve their ability to attract talent in the global market.

ORDER A COPY TODAY & receive a complimentary CD-ROM of the publication (save AUD $199)
click here (offer ends 31/7/2009)

Order the CD-ROM version only (includes links to best practice sites) - AUD $199 click here>

Here's what the media had to say...

June 2007 Haines NZ

Australia

July 2007 - Recruiter Daily

Employers still dropping the ball with careers sites - www.shortlist.net.au 1/5/2007

Tuesday 1st May 2007 3:54 pm EST

A new analysis of the careers sites of Australia's top 150 companies shows that the majority are well behind world best practice standards and some might be actually harming the employer's brand.

The study, by employer branding specialist Collective Learning Australia, analysed the top 150 Australian company career websites against best practice elements such as talent relationship management, access, content, online recruitment process and usability.

Collective Learning managing director, Brett Minchington, said the analysis showed that the majority of Australian careers sites were static, out-of-date, contained too-much text and lacked interactivity.

He said in most cases, the information on careers sites was simply a replica of the "about us" section of the main corporate website. 

This didn't provide the information candidates were looking for, nor did it provide a compelling, positive experience, he said.

Minchington said the big trend in cutting-edge careers sites in the US and Europe was interactivity.

"Some of the trends we are seeing overseas include the increased use of two-way communication so active and passive candidates can connect directly with the organisation, online simulation exercises and activities aimed at providing the job seeker feedback on their suitability for various roles in the organisation,” he said.

Another strong global trend was to use podcasts and videos, in many cases featuring the company's employees, to give a realistic insight into what it was like to work for the organisation. But Minchington said this was rare among Australian careers sites.

"A number of careers websites in Australia do not actually promote a positive employment experience and may be doing more harm than good," he said.

Another, almost universal flaw was the failure to provide clear information on the recruitment process, he said.

Minchington said good examples of best practice international recruitment sites were G&K Services, MGM Grand and Procter and Gamble.

The full research report will be available in June from Collective Learning Australia. Minchington is also presenting Employer Branding Masterclasses around Australia in May.

Before you invest any further on your career website, you must read this research report and best practice guidelines publication. It may save you thousands of dollars in website strategy and design fees.

This extensive research report of the Career Websites of the ASX150 Publicly Listed Companies includes a comprehensive guide to building a 'world class' career website complete with a comprehensive road map and strategies, common mistakes to avoid and numerous examples of ‘best in class’ career websites to assist companies to develop a career website that will improve their ability to attract talent in the global market.

Order the full color hard copy version only click here>

Here's what the media had to say...

June 2007 Haines NZ

Australia

July 2007 - Recruiter Daily

Employers still dropping the ball with careers sites - www.shortlist.net.au 1/5/2007

Tuesday 1st May 2007 3:54 pm EST

A new analysis of the careers sites of Australia's top 150 companies shows that the majority are well behind world best practice standards and some might be actually harming the employer's brand.

The study, by employer branding specialist Collective Learning Australia, analysed the top 150 Australian company career websites against best practice elements such as talent relationship management, access, content, online recruitment process and usability.

Collective Learning managing director, Brett Minchington, said the analysis showed that the majority of Australian careers sites were static, out-of-date, contained too-much text and lacked interactivity.

He said in most cases, the information on careers sites was simply a replica of the "about us" section of the main corporate website. 

This didn't provide the information candidates were looking for, nor did it provide a compelling, positive experience, he said.

Minchington said the big trend in cutting-edge careers sites in the US and Europe was interactivity.

"Some of the trends we are seeing overseas include the increased use of two-way communication so active and passive candidates can connect directly with the organisation, online simulation exercises and activities aimed at providing the job seeker feedback on their suitability for various roles in the organisation,” he said.

Another strong global trend was to use podcasts and videos, in many cases featuring the company's employees, to give a realistic insight into what it was like to work for the organisation. But Minchington said this was rare among Australian careers sites.

"A number of careers websites in Australia do not actually promote a positive employment experience and may be doing more harm than good," he said.

Another, almost universal flaw was the failure to provide clear information on the recruitment process, he said.

Minchington said good examples of best practice international recruitment sites were G&K Services, MGM Grand and Procter and Gamble.

The full research report will be available in June from Collective Learning Australia. Minchington is also presenting Employer Branding Masterclasses around Australia in May.

London Edition
n=100

Before you invest any further on your career website, you must read this research report and best practice guidelines publication. It may save you thousands of dollars in website strategy and design fees.

This extensive research report of the Career Websites of the Top 150 Publicly Listed Companies on the London Stock Exchange includes a comprehensive guide to building a 'world class' career website complete with a comprehensive road map and strategies, common mistakes to avoid and numerous examples of ‘best in class’ career websites to assist companies to develop a career website that will improve their ability to attract talent in the global market.

CD-ROM version only (includes links to best practice sites) - AUD $199 click here>

International Employer Brand Strategist Brett Minchington MBA answers the difficult questions around the Employer Brand concept including:

• Why are companies paying more attention to their employer brand?
• How closely tied is the employer brand to the perception of being an EOC?
• How closely tied is that employer brand with the corporate brand?
• When an organisation improves its employer brand who are they trying to target?
• Is there a danger of being everything to everyone?
• Which media are candidates looking for their next role?
• How important is the EVP?
• Do organisations struggle to define their EVP?
• Like any marketing/advertising, follow through must be important – ie the experience must live up to the promise.
• Do organisations fall into the trap of over promising in what they can actually deliver?
• How do you measure ROI of employer brand?
• Is it necessary to spend a great deal of money on this?
• Can smaller organisations compete?