Employer branding is simply how you market your company to the desired job seekers in order to enhance the hiring process.
Every place and person has a reputation likewise every company carries its own prestige. It can be about its products, services, leaders, team members, history, and more. If the reputation is strong and inspiring, it can go beyond a specific perception and be assertive, mysterious, and synergistic, making your company transform into a brand.
In today’s competitive world, having a positive employer brand is critical. And not having one will only bring challenges to the table with reference to hiring and retaining employees. In order to have talented, leadership-bound employees casting an impression that your company is the best place to work is the best way ahead. Everything HR– from salary and benefits packages to advancement opportunities and flexible work schedules, to the culture of the organization can greatly influence the impression companies are trying to make on potential candidates.
So in a nutshell, employer branding is the market’s perception of a company.
By showcasing unique cultural differentiation, companies can amplify their position as the top place to work.
The ‘Talent’ or ‘people’ brand can resonate with the essence of the company by exhibiting how it is unique and what it stands for. It helps talent acquisition managers to boost recruitment efforts and further the engagement and retention of current employees.
Without further ado, let us check a few Employer Branding Strategies:
- Starting a Company Blog
Talent acquisition managers and recruiters know the content very well if they have a marketing strategy in place. It can be a great master plan for competing in a noisy marketplace. And to represent a company on a human level, blogs, and articles can play a very crucial role, in helping job seekers to gain clarity on the company’s culture. These blogs can be written in a formal or informal tone to make them personalized especially by company leaders and employees. Posting company news, articles, and cultural updates can be used to highlight the unique people policies, processes, and programs that show a company’s commitment to employee happiness.
- Using Rich Media
When having a marketing approach to showcase your company’s reputation using high-quality videos, photos, and slideshows is a must. It will help to narrate the company’s story, celebrate diverse employees, and show off attractive workplaces. Another beautiful approach can be the CEO or hiring manager’s welcome video for new employees. This will help attract potential candidates, and showcase that the company believes in a flat hierarchy. Additionally, taking staff interviews and feedback about work culture and getting them posted unfiltered can gain companies a competitive advantage.
- Not Completely Focusing on Compensation
Recruiters and talent acquisition managers should keep in mind that compensation is not the ultimate goal of every candidate. With financial stability, candidates are also looking for work-life stability and mental peace, and professional growth. Keeping this in mind companies should give an employer value proposition that talks about how a role can be meaningful (fulfilling for an individual or about the global good) or about the experience they would get working in the place than talks about over-compensation. The EVP of organizations should be unique, compelling, and motivating for a candidate in order to join the team.
- Hiring for Diversity
It’s no surprise that whoever you hire has to say something about your brand. Having unique and out-of-the-box thinkers from a diverse range of backgrounds shows you’re not only walking the path as an equal-opportunity employer. But also extending your brand’s reach (both customer, and employer) into new groups — a sound business move, and a key strategy when building a powerful employer brand.
Wrapping Up
Following the aforementioned steps will help companies improve their employer branding and make the business boost like never before. No matter who owns the duties of developing and growing a company’s employer brand, it’s imperative to remember that employees are doing most of this branding work for you. If the company’s work environment and culture aren’t healthy, the job of the hiring manager is to work on that first. If organizations already have a great company culture, then it is in a good position to amplify it and reap good benefits.
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