EMPLOYER BRANDING IN THEAGE OF FLEXIBILITY: ALIGNING WORK MODELS WITH WORKFORCE EXPECTATIONS

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Published Dec 26, 2025
https://doi.org/10.69899/limes-plus-en-252201-095j
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Vol. 22 No. 1 (2025): REPOSITIONING TECHNA IN CONTEMPORARY CULTURE

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Sonja Jovanović
Ernst & Young d.o.o. Belgrade, Serbia
Milica Slijepčević
Metropolitan University Belgrade, Serbia

Abstract

This paper examines the growing importance of flexibility in shaping employer branding strategies. Employer branding refers to the image and reputation an organization builds to attract and retain talent. Traditionally, employer brand was shaped by internal messaging and workplace culture, but in today’s digital age external perceptions, especially through platforms like Glassdoor or social media, play a significant role. Flexibility, once seen as a benefit, has become a strategic necessity, particularly following the global shift to remote work during the COVID-19 pandemic.The study highlights how flexible work arrangements enhance employee satisfaction, wellbeing, and retention. Remote work enables access to a global talent pool, supports inclusivity, and aligns with the expectations of younger generations who prioritize work-life balance and autonomy. Surveys show that companies offering flexibility attract more applicants and experience lower turnover rates. Despite some resistance from traditional employers, flexibility is now a key factor in employer attractiveness. Organizations that fail to adapt risk losing top talent. Hence, flexibility is not just a trend but a core element of modern employer branding. To remain competitive, companies must integrate flexible work into their talent strategies and align their brand messaging with evolving workforce expectations.

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How to Cite
EMPLOYER BRANDING IN THEAGE OF FLEXIBILITY: ALIGNING WORK MODELS WITH WORKFORCE EXPECTATIONS. (2025). Limes-plus, 22(1), 95-118. https://doi.org/10.69899/limes-plus-en-252201-095j

How to Cite

EMPLOYER BRANDING IN THEAGE OF FLEXIBILITY: ALIGNING WORK MODELS WITH WORKFORCE EXPECTATIONS. (2025). Limes-plus, 22(1), 95-118. https://doi.org/10.69899/limes-plus-en-252201-095j

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