This infograph provides an interesting comparison regarding the different perceptions of employers versus job seekers.
My take: on both fronts, there is the question of branding and being true to the employer/personal brand.
Companies often say they have progressive programs in place in order to brand themselves as amazing employers. However, not all employers walk the talk. The result is that organizations may look great on paper, but potential candidates find out soon enough that this does not always reflect reality. This type of organization does not derive the advantages of programs they claim to have in place i.e. recruiting and retaining hot skills/high potential employees. For instance, a company may claim to offer flexible work hours and extensive training opportunities – and then managers consistently deny the requests. Companies would benefit from hiring and developing leaders who are more progressive and who have the ability to engage employees to achieve desired results – while they implement policies and programs that are sought after by people with top talent.
Similarly, certain job seekers may neglect to define a personal brand, or to articulate what they have to offer to prospective employers. They don’t take the time to package their skill sets, experience, knowledge, and personal attributes in a manner that speaks directly to the hiring manager (or recruiter/selection committee). Job seekers would benefit from giving serious thought to what sets them apart and what they have to offer to help prospective employers succeed. Next, job seekers need to communicate their personal brand through networking, highly targeted resumes and cover letters, interviews etc. so that hiring managers can clearly see how potential candidates meet the requirements and envision how they could be a good fit for the organization.
Thus, if both companies and job seekers were clearer about their true brand, there would not be such vastly opposing views.