Employer Branding and Diversity Hiring Strategy

The present study, therefore, aims at studying the effect of employer branding and diversity hiring strategy with the objective of organizational attractiveness and talent acquisition effectiveness as well as workforce inclusiveness. These findings indicate that employer branding is no longer a talking point for those deciding on a job; that future employees focussed not just on the employer's reputation and workplace culture, but on the opportunities for careers and employee experiences employers themselves claim they offer, and the values organisations have. The present study revealed that a robust employer brand is appealing to an organization, and it can be a differentiator among organizations in a competitive labor market. The study even showed that the general public is aware that diversity hiring is a good practice and that it is also related to the inclusion, innovation, employee engagement and organizational effectiveness. Respondents ratified that organizations that are diversity oriented or EEO/compliant are more likely to bring diversity candidates on board and create positive working environments. Employer branding and diversity hiring was linked to a plethora of benefits such as Talent attraction, Corporate reputation, employee engagement, creativity and organisational performance. Based on this finding, it can be said that it is not realistic to consider employer branding and diversity hiring as two separate HR practices, but should be recognized as complementary practices to be used together in the form of a strategy that helps an organization achieve success. Those that are able to effectively convey its values and promote diversity and inclusivity in its workforce are more likely to adapt to new workforce trends and on the horizon business challenges. There are weaknesses in the study, such as the low number of participants and the answers given in the surveys were perception-based. The respondents population could be extended with further research in continuous manner by taking more and broad in other industries and also for other geographical position. Furthermore, the professionals can explore the effect of employer brand, diversity recruiting on employees retention, the performance of the business, management and sustainability of business and leadership. Explore increased benchmarking opportunities between multinationals and the development industries on what works most of the time. Future studies may likewise utilize qualitative methods such as interviews and case research studies to obtain detailed understandings to employee experiences and organizational strategies. The overall objective of this study is to give a detailed understanding of the employer branding and diversity hiring from organizational perspective towards sustainable competitive advantage (SCA) in the modern organizations.

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