Abstract:
This study reveals employer branding strategies adopted by
Sri Lankan organizations to attract new talents in new incoming generations
to the world of work. This research aims to investigate the human resource
managers and practitioners for understanding their view of employer
branding to identify whether an Employer Branding strategy is proactively
making a difference and forecasting the new generation millennial talents
looking at this world in line differently. Using qualitative research
methodology, Researcher has conducted in-depth, in-person interviews
with Human resource managers and practitioners representing diverse
industries. The study's findings were derived from the thematic analysis and
indicated that most of the participants were adequately aware of what
Employer branding is and that they tend to boost employer branding
strategies in several ways. The participants also commonly evidence
derived from the in-depth interviews, this research concludes the key
employer branding strategies from real country HR practitioners, such as;
Investing in social listening tools, Candidate relationship management,
Company-owned career page, Employee feedback, Reassessing and
planning different systems, Diverse inclusion of talents, Shared company
core values, EB teams, Employees are the employer branding
ambassadors, Deskless workforce engagement and flexible work
schedules as brand-boosting strategies.
