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‘Annual Review’ an over-view of the past 12 months activity at PeerGroup including case studies, process guides and helpful tips.
When we originally founded Peer Group Communications some four years ago, we did so because there was a distinct gap in the market for a consultancy combining a thorough grasp of the research involved in defining an employer brand with the interpretative and creative skills to communicate it accurately and embed it thoroughly.
Because of the broad range of activities involved, we also recognised the need to bring together a number of highly experienced people with complementary,but often rare, combinations of skills.Many have been involved in the employer branding arena since before the phrase was coined; others are comparatively new to the cause. Whether they work with us full time or as Associates, this truly is a group of peers.
Despite the severity of the global down-turn, interest in the employer brand has continued to grow. Indeed often the primary reason for organisations undertaking a review of their employer brand is the need to re-define their relationship with existing and potential employees.
Amazingly, after some 20 years, there is still however, considerable confusion surrounding the employer brand and how to go about harnessing it. Even more surprising is that some very significant organisations are only just beginning to take control of their employer brands. Whilst this report is designed to tell you more about us and what we do,it is also meant to provide a practical insight into what can be achieved and how.
‘Define, articulate, communicate and evolve’ extracts from a recent presentation to Regional Talent Acquisition Heads in Singapore
On 18th February 2011, The Chapman Consulting Group hosted an HR roundtable discussion for 20 select Talent Acquisition heads in Singapore. Regional staffing leaders from high-profile multinationals in the Financial Services, Technology, Healthcare, Professional Services, Media and Industrial sectors met over lunch at the Singapore Cricket Club to discuss the topic of employer branding.
The discussion was led by Sue Redden, co-founder of Peer Group Communications, a London-based consultancy that specialises in working with multinational companies on their global employer branding strategies.
“The reality of graduating from a good university during the recession’ – highlights of recent research into graduate perceptions.
One of the myths that helped to fuel the dramatic increase in university participation over the past decade was that a degree, any degree, was a passport to a highly paid job.
But, the reality for many has been that university has left them with significant debt and little discernible benefit in terms of additional employability. Indeed, even some of the brightest graduates from the UK’s best institutions are now struggling to find appropriate employment.
In November 2010, we launched a three phase research programme to establish current attitudes to graduate employment. The objective of this first phase has been to understand how recent graduates from top 30 UK universities feel about the process of securing their first permanent job in the worst graduate employment market for 17 years. We set out to understand how recent graduates felt about the experience of hunting for a job; how they saw their career prospects and how big an advantage they believed their chosen degree course and university have been in finding permanent and meaningful employment. We also asked their opinion on the recent proposals for the future funding of university education.
The survey compares the opinion on a broad range of topics of both those who have found their first permanent jobs (Group One) and those who are yet to find them (Group Two).
Subsequent phases of the research will gather the views of those currently at university and those in their final year of A-levels.
