For this team interview, we asked one of our newer team members, Andrea, to share her thoughts Blu Ivy’s company culture, and her predictions on the future of Employer Brand strategy and its impact HR and business. Andrea’s role is Director, Employer Brand & Culture.
Here are her answers to the four questions we gave her:
1. What do you love about the culture at Blu Ivy?
Working at Blu Ivy is an absolute dream come true. The culture here is incredible; it’s flexible, engaging, authentic, people-first, and rallies around kindness and collaboration, which makes it such an amazing place to work. What I love most about our culture is that it encourages collaboration, creativity, and innovation, allowing us to deliver exceptional results for our clients.
It’s amazing to see how everyone comes together as a community of industry leaders and change makers to support each other and create a positive work environment. Being a part of this community is inspiring, and it motivates me to be the best version of myself. I genuinely appreciate the way our team puts people first, and how we are all committed to helping each other succeed. I’m grateful to be a part of this amazing community of change makers doing career-defining work, and I can’t wait to see what the future holds for us at Blu Ivy.
One of the things that really sets Blu Ivy apart is the level of authenticity and kindness that permeates every aspect of our work culture. Whether we’re collaborating on a project, sharing ideas during a team meeting, or simply catching up virtually over coffee, there is a genuine sense of respect and support that underpins all our interactions. It’s incredibly empowering to work in an environment where everyone’s unique perspectives and contributions are heard, valued, and appreciated.
Overall, I feel incredibly fortunate to work at Blu Ivy. It’s a place where I can truly be myself, work with some of the most talented and inspiring people in the industry, and make a real difference for our clients. I’m excited to see how we continue to evolve and grow as a team, and I’m grateful for the many opportunities to make a positive impact both within our organization and with the wider world.
2. What do you think is the biggest impact Employer Brand strategy will have on the HR industry in the next three years?
A strong, holistic, and authentic employer branding strategy that resonates with both current and potential employees will have a significant impact on creating amazing employee experiences and people-first cultures overall. This will help organizations build positive reputations as employers, attract and retain top talent, and strengthen their brand identity. In turn, this leads to long-term success via increased customer loyalty and positive public perception.
3. Why does [that impact] matter for business performance and for human work experience?
The COVID-19 pandemic has accelerated the adoption of remote and flexible work environments, and we are seeing an increasing trend of current and prospective talent seeking flexibility in their work arrangements in order to prioritize a healthy work/life balance. Organizations will need to adapt to the changing needs and preferences of employees and candidates.
A strong employer brand that values and supports employee well-being can create a positive human work experience. When employees feel valued and supported by their organization, they are more likely to be engaged, productive, and committed to the organization’s goals. In turn, creating a positive human work experience can help organizations build a positive reputation as an employer, which can help them attract and retain top talent and strengthen their brand identity.
Your target audience and applicant pool are online actively and passively engaging with your brand. Organizations need to contribute to that shared voice in order to be part of that narrative. Employer branding is not only about a total reward/benefit package; compensation alone cannot be the only differentiator as there will always be other organizations willing to offer more. Through a strong, holistic, and authentic employer branding strategy that resonates with both current and potential employees, organizations can build their reputation as an employer and stand out among their competitors.
4. What is one recommendation that you have for Employer Brand leaders in 2023?
If you’re an Employer Brand leader in 2023, one of the most important things you can do is focus on being real and transparent. Nowadays, job seekers can easily access information about company culture and employee experiences through social media and online review sites. So, it’s crucial that your messaging reflects the reality of what it’s really like to work for your organization.
Of course, it’s great to highlight all the positive aspects of working for your company. But you should also be honest about any challenges or areas where you need to improve. By being transparent, you can build trust with potential hires and set realistic expectations for new employees.
Another thing to keep in mind is the importance of two-way communication with your employees. You should actively seek out their feedback and ideas, and use that feedback to shape your messaging and practices. This approach can create a culture of collaboration and openness, which can really set your company apart in a competitive job market.
So, to sum it up, be honest, be real, and make sure you’re communicating openly with your team. That way, you can attract and retain the best talent and position your company as a top employer.
Director, Employer Brand & Culture
Blu Ivy Group
Blu Ivy Group is a global leader in employer branding, organizational culture, and recruitment marketing. We help organizations across the private, public, and not-for-profit sectors build extraordinary employee experiences, magnetic employer brands and high-performance cultures.
From C-Suite to Employer Brand and Talent Acquisition leadership, we partner with our clients to transform their organizations and design the most compelling workplaces of the future.
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