For this team interview, we asked one of our newer team members, Shiloh, 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. Shiloh’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?
Despite being a fully remote workplace, collaboration is at an all-time high! Our company-wide Microsoft Teams channel, for example, regularly gets used when someone needs to bounce around an idea, see an example of past work, or just wants to share a picture of their latest “office view.” Within minutes, there is always a flood of replies or acknowledgement from helpful Bluubs (Blu Ivy team members)!
2. What do you think is the biggest impact Employer Brand strategy will have on the HR industry in the next three years?
It’s an interesting time in the world of work. Employees are more vocal than ever about what they need and want from their employer, but what a company does with this information is key. What’s great is that there is increasing recognition that employer brand strategy is just as important as corporate brand, but I think the biggest impact on retention and attraction will be felt by those who invite their people into the process and use their employer brand promise as a guide for all employee-related decisions, investments, and initiatives.
3. Why does [that impact] matter for business performance and for human work experience?
We’re living in a hyper transparent technological age when it comes to the customer and employee experience. It only takes a second to post a negative or positive review and have that review accessed by potentially millions of people online. We’re also seeing a strong connection between each of these experiences. There are many examples of businesses losing customers because of the way they treat their employees and vice versa. It goes without saying that investing in your people strategy is an investment in the ultimate success of your business.
4. What is one recommendation that you have for Employer Brand leaders in 2023?
Ensure you have tools in place to regularly measure employer brand awareness, favourability and loyalty both internally and externally and check in with your people regularly. Employee needs and wants evolve (just look at what happened through the pandemic), and external impressions of your company culture can change. To be truly effective at ensuring your company is the preferred choice you need to set a review cadence that works for you. Whether it’s monthly, quarterly or annually, make sure you are monitoring your brand regularly and adjusting strategy to meet your business objectives.
Interviewee:
Shiloh Gabriel
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.
For inquiries, please contact sparker@bluivygroup.com
