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date: 15 August 2020

Abstract and Keywords

This chapter explores the intersection between employer branding and talent management. In considering this intersection, it reflects upon the phenomenon of human resources (HR) practice differentiation in the context of both employer branding and talent management. In particular, it considers some similarities between brand management programs that are likely to differentiate HR practices based on perceived talent versus employer-brand segmentation that is more likely to differentiate HR practices on the basis of employee needs and wants. The chapter also reflects upon the potential implications for an organization’s employer brand and perceived employment offering when organizations take an object- versus subject-oriented approach to differentiating the workforce based on talent identification.

Keywords: employer branding, talent management, HR differentiation, employer-brand segmentation, justice and equity, talent, workforce differentiation

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