Employer Brand of Choice: An Employee Perspective

Bellou, Victoria; Chaniotakis, Ioannis E.; Kehagias, Ioannis; Rigopoulou, Irini

doi:10.3846/16111699.2013.848227

Cited by 44 publications

(42 citation statements)

References 40 publications

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“…In this context, the multichannel distribution strategy consists of the use of various channels or different combinations of channels to deliver products and/or services to the final consumer. This can be done either through direct distributors such as stores, sales people, or the Internet or through indirect distributors such as brand representatives and distributors (Wilson & Daniel, 2007;Bellou et al, 2015). In particular, this strategy in the banking sector is based on using multiple channels for banking activities, which has become banks' most popular business model (Ho & Wu, 2009).…”

Section: Related Literaturementioning

confidence: 99%

“…Because bank branch front-office employees play such an important role, their performance is clearly fundamental to banks' success as these workers must participate in all processes related directly to clients. Front-office employees are also responsible for commercial aspects since these staff members are in the forefront of efforts to contact the public (Eskelinen & Kuosmanen, 2013;Bellou et al, 2015;Kearney et al, 2017). Overall, these employees are the "face of the company (i.e., bank)" and the agents who directly ensure service quality (Pimpakorn & Patterson, 2010).…”

Section: Related Literaturementioning

confidence: 99%

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A Constructivist Model of Bank Branch Front-Office Employee Evaluation: An FCM-Sd-Based Approach

Faria

Ferreira

Dias

et al. 2020

Technological and Economic Development of Economy

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The banking sector is one of the primary drivers of economic development. This sector has been affected by various crises throughout its history – most recently, the 2008 financial and economic crisis. In response, banking institutions have had to make diverse changes to their procedures and deal with new concerns related to changes within markets. One of the main recent developments in this sector is the new commercial function assigned to bank branch front-office employees, who have become responsible for selling financial products and services, as well as recruiting and retaining clients. As a result, the sector needs new employee performance evaluation methods in line with banks and staff members’ requirements. This study combined fuzzy cognitive mapping techniques and the system dynamics (SD) approach to develop a well-informed performance analysis system for assessing bank branch front-office employees. The proposed system was validated by the Business Process Management Competence Center director at Millennium BCP – a Portuguese private banking corporation. The main difference between the model constructed in the present research and current evaluation practices is that the criteria were collected directly from multiple specialists working at different commercial banks, who deal daily with this decision problem. The model’s theoretical and practical implications are also discussed.

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Section: Related Literaturementioning

confidence: 99%

Section: Related Literaturementioning

confidence: 99%

A Constructivist Model of Bank Branch Front-Office Employee Evaluation: An FCM-Sd-Based Approach

Faria

Ferreira

Dias

et al. 2020

Technological and Economic Development of Economy

View full text Add to dashboard Cite

show abstract

“…It is also seen as the company's long-term strategy aimed to iden-tify, recruit and retain the most talented and valuable employees (Dögl & Holtbrügge, 2014). Thus, the concept of employer branding encompasses all the efforts of the organization aimed at existing and potential employees, whose purpose is to create an attractive image of the employer and support their strategic business goals (Bellou, Chaniotakis, Kehagias, & Rigopoulou, 2015).…”

Section: The Essence Of Employer Branding In An Organizationmentioning

confidence: 99%

Employer Branding Through Social Media: The Case of Largest Polish Companies

Grzesiuk

Wawer

2018

10th International Scientific Conference “Business and Management 2018”

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The main purpose of this article is to evaluate the current state of network communication channels in an organization and to propose recommendations for their development as a part of external em-ployer’s brand-building strategy by an example of selected Polish enterprises. This paper reviews the social network tools used thus far by the 100 Largest Polish Private Companies listed in 2017 Forbes Magazine report. The analysis involves not only their Internet presence and the way these enterprises are presented but also the level of interactivity of their activities in selected social media (e.g. Face-book, YouTube, LinkedIn, Twitter). The results show that most of the companies examined have not adopted a systematic approach to the employer branding practices they use. Therefore, a conclusion might be drawn that, although these enterprises are present in the social media networks, and they use various external communication channels in order to reach their stakeholders, they still fail to adopt a strategic orientation in developing their activities.

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“…To become an employer brand of choice the company should become a distinguishable employer connected to those benefits and employer brand related predictors that are most important among the prospect and current employees (Bellou, Chaniotakis, Kehagias & Rigopoulou, 2015).…”

Section: I)mentioning

confidence: 99%

The Connection of Employer Branding to Recruitment: A Critique

Weerawardane

Weerasinghe

2018

Kelaniya J. Hum. Res. Mgt.

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The present paper reviews and summarizes the key findings of research on the connection of employer branding to employee recruitment with the prime focus of bridging the lacuna in extant literature, due to the inconsistency of aforesaid association across different contexts. Hence, building on social identity theory and job signaling theory, a content analysis of relevant research articles up to date was conducted. It is found that, more the organization/employer looks prestigious the more potentials will get attracted to the organization as being a member of it will improve the self-image too. Also found that, more the organizational attributes do match the personality / personalities of job seeks and communicate it properly, more the potentials will get attracted. The findings of the current review support the general notion that the congruence between individual identity and organizational identity plays a critical role in employer branding which in turn positive outcomes in the domain of recruitment

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Employer Brand of Choice: An Employee Perspective

Cited by 44 publications

References 40 publications

A Constructivist Model of Bank Branch Front-Office Employee Evaluation: An FCM-Sd-Based Approach

A Constructivist Model of Bank Branch Front-Office Employee Evaluation: An FCM-Sd-Based Approach

Employer Branding Through Social Media: The Case of Largest Polish Companies

The Connection of Employer Branding to Recruitment: A Critique

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