Your employer brand is your organization’s reputation as an employer. In simpler terms, it’s what job seekers really think of you. It’s what they tell their friends and family when you aren’t around.
employer brand is not something you actually own. Your reputation as an employer exists in the minds of candidates and employees, and it is shaped by their thoughts and impressions.
you’ve done a phenomenal job building up a strong brand in relation to your products or services. Unfortunately, that’s not enough to have Ideal staff to work with.
If a job seeker asks an employee at your company, “What’s it like to work there?” the employee isn’t going to say, “We’ve have perfect customer service, or we had built a big store”. you need to build a good story about your brand, to let people tell it.
While the concept has been around for decades, it didn’t gain widespread attention. But Smart employers adapted to this concept and began to take proactive steps toward attracting and retaining top talent.
why employer branding is so important?
let’s see what numbers and stats say — that shine some light on why employer branding is so important.
reduce turnover rates by 28%.
cut your costs-per-hire by half.
candidates who apply for roles are 50%.
69% of employees are more likely to stay with a company for at least three years after a great experience.
69% of candidates would reject an offer from a company with a bad employer brand.
Companies with a poor employer brand must offer a minimum of a 10% pay increase to lure top talent.
40% of passive candidates would accept a new position without an increase in pay if the company had a good employer brand.
81% of executives believe that by 2020 there will be a strong connection between consumer and employer brands.
According to the LinkedIn survey, 75% of candidates will research your company’s reputation before applying for your job opening.
now you are getting serious about your employer brand. how do you get started?
list of values
Craft Your Employee Value Proposition. The EVP is the “people deal” that exists between an organization, its employees and the talent it’s looking to recruit. It answers two important questions:
What the individual employee or candidate can expect of the company.
What the company expects of the individual employee or candidate.
internal surveys, conduct social media searches
You might not be fully aware of the reputation your company. Send out internal surveys, conduct social media searches, or Leverage your employees by conducting employee interviews or testimonials to share on your website.
learning and development opportunities.
In 2018, the number one reason people leave their jobs was because they were bored, and needed a new challenge.
If you allow employees to pursue learning opportunities and become proficient in new skills, you’re demonstrating your company’s emphasis on continuous learning and improvement. And by challenging your employees, you’re ensuring they won’t get bored in their roles — which could lead to higher retention rates.
tell your story by yourself
Use video, blog posts, photos, and slideshows to tell your company story. use all forms of messaging to ensure you’re reaching the largest audience on whichever platform they want to be found.
Differentiate Your Corporate Brand From Your Employer Brand
Without employer branding, candidates will assume your corporate brand and employer brand are one in the same.
What’s the difference?
Corporate brand: how people recognize your product through the consumer’s eyes through marketing your services
Employer brand: what it’s like to work at your company in the form of culture, benefits, interview process, reviews, photos etc.
If job seekers think your corporate brand and employer brand are the same thing, applicants could apply for a job without knowing all the facts about a company’s culture.; this results in buyer’s remorse.
According to DDI’s Global Selection Forecast, 51% of new employees Causes buyer’s remorse because the employer failed to paint a realistic or accurate picture of the job.
Seizing the chance to develop a solid and functional employer brand offers numerous advantages to companies such as differentiating themselves from competition and truly connecting with the values of their target candidates. Ultimately, an attractive employer branding strategy is essential to any company looking to operate at its full potential and hiring the best talent to help it do so.