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The Development of an Employer Brand for a Growing IT Company: Using organizational culture to understand retention and attraction as aspects of Employer Branding
Linköping University, Department of Behavioural Sciences and Learning. Linköping University, Faculty of Arts and Sciences.
Linköping University, Department of Behavioural Sciences and Learning. Linköping University, Faculty of Arts and Sciences.
2013 (English)Independent thesis Advanced level (degree of Master (Two Years)), 20 credits / 30 HE creditsStudent thesis
Abstract [en]

As the market for talent becomes more competitive it is important to create a comprehensive employer brand (EB). A comprehensive EB ensures that organizations will get the most out of the resources they spend. EB can be seen in many aspects and context. Organizational culture provides an important framework as it includes the collective thoughts, ideas and assumptions within a group and was therefore chosen as the analytical context. Two important aspects within EB that is highlighted in this study is; retention and attraction. The aim of this thesis was to investigate how a company that is about to create a strategy for employer branding reasons around the usage of an EB as well as which opportunities and challenges both managers, employees and thesis students face within the areas of attraction and retention.

The authors chose a case study to gain a deeper understanding from both an employee and an employer perspective. The case study company is in IT and is rapidly growing which created a need for an employer brand. The data is from managers, employees and students. The students refer to a group of thesis students at the company. This group was added to increase understanding for attraction. The method section provides combined data sets including interviews, a survey, a previous study of organizational values, a review of formal company documents and informal meetings with field notes. The data was then analyzed within the analytical context culture and the two aspects retention and attraction. The data is then discussed and compared with the literature, explaining similarities and differences from the results.

The first two research questions were answered by describing the organization from different points of view; management, employees and students. The third research question investigated what opportunities and challenges existed to develop an EB from the two perspectives with regard to the three areas; culture, retention and attraction.

The different office locations had different cultures with a mutual customer focus. The thesis found that the unclear vision, mission and goals created different directions and messages for potential employees. The compensation and benefits package is appreciated but the most important factor for case company employees are “inspiring coworkers”. The employees also appreciate varied and challenging work tasks together with flexibility and work life balance. The authors found that the talent managers were not held accountable for company guidelines regarding career plans as most employees had little or no career plan.

Place, publisher, year, edition, pages
2013. , 65 p.
Keyword [en]
Employer brand, employer branding, recruitment, young IT-professionals
National Category
Other Humanities not elsewhere specified
URN: urn:nbn:se:liu:diva-93666ISRN: LIU-IBL/HRM-HRD-A--13/01--SEOAI: diva2:625842
Subject / course
Master's programme in Human Resource Management & Development
2012-08-24, Linköping Universitet, 10:30 (Swedish)
Available from: 2013-06-12 Created: 2013-06-05 Last updated: 2013-06-12Bibliographically approved

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Persson, Anna-GretaPearson-Nelson, Rebekah
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