How To Create the Ultimate Employer Brand

According to Glassdoor, 86% of women and 67% of men in the United States wouldn’t join a company with a bad reputation. Most of these employees do a lot of background checks before choosing where to send applications. Employer branding has become essential now more than ever. It may take a long time to become the 3M of your industry, but these tips can guide you in becoming an ultimate employer brand.

Be creative and unique with your branding.

Being a strong brand is one thing; showing that strength is another. If you’re a good employer, your employees should be proud of you, just as much as you are of them. But how do you project the pride you have towards your employees? You can leverage your social media accounts and other digital channels for employees to tell their side of your company story.

You can also go the traditional way with your fleet of company cars. Today, many graphic design professionals can help with vehicle wraps and employer branding needs. Getting the best people who understand your company’s mission can help a great deal. If you’re anywhere in the Dallas area, querying your Google search box with the phrase “vehicle wraps in Dallas” can reveal a tall list of top candidates. Other alternatives that can lead to similar results include:

  • Publishing employee testimonials on social media
  • Creating engaging job description posts on your careers site
  • Getting graphic designers to install banners and wall murals at career fairs

All these can be a great way to ensure your branding doesn’t only revolve around your recruiting efforts. Getting your HR department or employer brand manager to sing your talent attraction attributes is good. But letting these visual brand assets do the talking makes it even better.

Outline your employer value proposition (EVP).

Employer branding involves all efforts to manage a company’s reputation among potential employees and ramp up its EVP. Employer value proposition comprises company benefits in exchange for a job seeker’s talents. A company’s unique value proposition helps to create a positive market perception in the eyes of employees.

Before you can be an employer of choice for top talent, employees need to be sure of all the benefits they can enjoy in exchange for their services. Creating a branding strategy can be a great first step to securing a position among the top companies with high EVP. If you already have one, do well to have an employer brand audit periodically to improve your relationship with future employees.

Be firm on your culture when hiring.

Another great place to look for improvements in your branding efforts is your company culture. Organizational culture refers to the collection of traits that embodies a workforce’s behavior. Before dishing out a new role, many companies usually lookout for a new hire’s skills, qualifications, and interview performance. However, looking out for your defined company traits, in addition, can be a great way to secure better candidates on the market

Before you interview prospective employees, you can create a candidate persona and look out for professionals who match up. Alternatively, you can have alumni sit through your interview and onboarding process. If they have years of experience with your company, they can tell which employee is a good fit and who may not be cut out for your corporate style.

Invest in training and upskilling employees.

Talent doesn’t only exist outside your former employees. Ask yourself: what’s the future for an employee who joins your company at the bottom of your organogram? A successful employer knows how to attract new talents and take current employees to the next level. And if work experience is anything to go by, existing employees can make the best leaders for your company. Designing a system that upskills new employees into moguls can significantly impact the impressions and aspirations of future hires.

Establish an employee advocacy program.

Employees are key stakeholders of any organization. Their interests matter as much as your HR leaders and all the other business executives. Trust is a key recipe to get your employees’ attention for a long time. So, it pays to have an advocacy program that ensures employees are always represented in some top-level decisions. Depending on your company’s size, you can create a proprietary feedback system or encourage them to use platforms like Glassdoor.

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