In the competitive world of today, every company seeks to have the best talent around. This is the reason that it has become extremely difficult for the employees to get into any company. But as far as the best talents from the high-profile universities are concerned, companies have to come up with exciting packages so as to ensure that the highly-talented lot can become a part of their functioning. So, as far as the current research is concerned, an employee brand is what attracts the employees towards a company. It is actually an image that the company makes of itself in the minds of many that it is the best place to get employed at. An employee brands ensures a sense of belongingness in the people and this makes the employees play an integral role in the achievement of success. Hence, one can say that an employee brand is the value of a company that exists in the corporate. Hence, one can say that in the present scenario, one of the goals of a company is related to employee branding. This goal is to achieve customer satisfaction where the customers are nobody but the employees themselves. One can also introduce employee branding as one of the core values of an organization. Those companies that this research has seen to have a good image in the market place are the ones which also have a good extent of employee brand attached to its name. The most important question that needs to be answered with respect to brand employer building is that the company has to know as to what they are and what their vision is.
One must be able to define the meaning of employee branding to the company. It must be remembered that employee branding is actually the image of an organization for the people working in the organization. It is this reputation that the companies make of themselves inside their premises that are also carried outside to the passive candidates, the customers, the clients and also the others who are affected by the proceedings of the company. Hence, one can say that within the company, employee branding is done to attract the employees, and also for their subsequent retention in times to come so as to improve the company’s image of employee branding. The management of every country has to understand a very simple fact that it can’t lay a narrow focus on the employee branding. If this is done, it would only be a departmental project and would not have been entitled to be a part of the overall business strategy of the company. One must keep another fact clear that if employee branding is only considered to be a part of the recruitment process and then given the back seat, there will be too many cases of absenteeism resulting in subsequent resignations at frequent intervals.
Types of Jobs
By a large margin, the greatest number of jobs created are Information Technology (including increasing skill requirements for Cyber Security) with Engineering and Operational Support also popular. This trend is dictated by the mission of the Intelligence Community based upon collection, analysis and dissemination of actionable intelligence.
The amount of data processed by the IC each day is enormous and extensive use of state of the art data management tools and techniques is a requirement in order to produce quality intelligence.
Professionals are employed directly and through system integrators and other contracting companies and these individuals play an important role in an effort to produce actionable intelligence.
Importance of Jobs in the Intelligence Community
The national security of the American people is the top priority of the Federal Government and the mission critical requirements of the Intelligence Community require the best in technology providers. As a result, the 16 members of the Community that collect and interpret intelligence information generally pay at least a 15% premium in wages for both employees and contractor personnel.
The Wage and Benefit Premium
Premium wages and benefits are offered because the requirements and preferences of the IC are demanding.
High level security clearances (often with full scope-lifestyle polygraphs) are required and advanced degrees are often preferred.
Obtaining a high level security is a difficult, expensive and time consuming process. Bureaucratic delays occur at each level of the clearance process. Extensive background searches are required and at least two agencies (NSA and CIA) require full scope polygraphs. Not everyone can pass scrutiny. This barrier alone reduces the available pool of skilled professionals and increases wage rates.
The type of work and the environment in the Community is demanding and challenging. Many professionals support mission critical projects and strict deadlines are the norm particularly when a national security event occurs.
Agencies also tend to prefer individuals with advanced degrees for the jobs requiring greater skills and this preference underlies the requirement for professionals with state of the art skills.
The work is very challenging, but usually very rewarding. State of the art applications are developed that produce real time intelligence that is valuable in the War against Terror.
In addition to higher pay and benefits, psychic rewards in the form of job satisfaction, national pride and honor, and an overall high esprit de corps and morale add to the rewards of the job. This factor contributes significantly to the low turnover of jobs in the Community.
Small Business vs. Large Business
Many of the employees working for the IC are actually provided by contractors who respond to requirements of Agency end users. These contracts are often long term engagements and large contractors like Lockheed Martin, Boeing, BAE and Northrop supply thousands of IT and Intelligence specialists under contract. In addition there are a large number of smaller, niche type contractors that also supply valuable technical support personnel.