As a result of socioeconomic shifts, finding qualified healthcare employees has never been more difficult,
forcing organizations to be more creative in their recruitment and retention efforts. Organizational culture
is essential for business success, yet there has been little connection between culture and the employment
branding process. By knowing who you are and who you are not from a cultural perspective, you can create
an employment brand that increases the ROI of recruitment and retention programs. By paying attention to
congruence, alignment, and fit, organizations can attract and retain the "right" employees and repel the
ones who just won't fit.
You will learn to:
1. Assess and define an organization's cultural framework.
2. Build an employment brand in the context of culture.
3. Clearly define "fit" to identify the type of employee you desire to attract and retain and those
you'd like to repel.
4. Leverage "employment brand" in your recruiting and retention efforts to
increase ROI.
5. Ensure that all of your employee value chain is aligned with your
employment brand.
6. Collaborate with marketing to ensure that your employment brand is congruent with your consumer
brand.