In today’s competitive job market, attracting and retaining top talent has become a priority for organizations worldwide. As businesses strive to build high-performing teams, one crucial factor stands out—employer branding. In a world where job seekers have a myriad of choices, a strong employer brand sets an organization apart from the rest.
An employer brand is far more than just what you sell. It represents a company’s unique identity, culture, and values, making it an attractive proposition for prospective employees.
It is how you are viewed as an employer.
It is how your former, current, and future employees place you in their minds.
In this competitive era, an influential employer brand is imperative. In its absence, employee retention becomes difficult, besides challenges the HR departments face during talent acquisition.
Despite the assemblage of trends pointing toward the importance of employer branding, many leaders still need to be made aware. While some believe developing an authentic employer brand is impossible, others assume it is meant only for an in-office environment. There is also another set of leaders who feel an employer brand is another name for an organisation’s generic mission statement.
So what is employer branding and its importance? Here are an employer brand’s key components and roles in attracting top talent.
What is Employer Branding?
Employer branding is the process of creating and managing a company’s reputation as an employer. It is about communicating the company’s unique value proposition to potential employees and positioning it as a desirable workplace.
A strong employer brand can give a company a significant advantage in the war for talent. It can help the company attract top candidates, improve employee engagement, and reduce turnover.
RELATED READ: Career Mobility: A Key To Attracting And Retaining Talent
Why does Employer Branding matter?
It’s simple. A powerful employer brand draws talented individuals who are aligned with an organization’s mission and values. Candidates seek out companies that offer more than just a job—they want to be part of a purpose-driven organization that nurtures their growth, provides a supportive culture, and offers exciting opportunities for advancement.
Strong employer branding attracts top talent and boosts employee engagement and retention.
So, what are the key elements of a successful employer branding strategy, and how can organisations leverage them to attract, engage, and retain top talent? What businesses can build a strong employer brand?
Why Develop your Employer Brand?
#1. A fail-proof formula to attract the best crop of talent
A majority of job candidates reject offers coming from companies with bad reputations. Alternatively, they gravitate toward a company with an excellent reputation and strong employer brand. In short, developing an employer brand is a formula to attract hard-to-get but most sought-after talent.
#2. Earns you referrals
Employees do not always remember the employment terms mentioned in the employment letter. However, they never forget their work experience. So, unarguably, your current and former employees will become your brand ambassadors and recommend your company to others.
#3. Brings a reduction in recruiting and retention expenses
Bad employer branding can cost your organisation its precious time and money. First, it will keep the best talent away from your organisation. In second place, attracting high-performing workers to join your operations would cost you money. It is also seen that companies with poor employer branding spend 10% extra on hiring candidates. The amount includes recruitment costs, testing fees, and other miscellaneous fees.
Key Elements to Develop a Strong Employer Branding
1. Reputation
In the modern era, perception matters. Before applying for a job, candidates weigh an employer’s reputation and compare them to others. This action results from the fact that their employer’s public image would impact their reputation and how others perceive them. A company’s reputation consists of three parts:
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Questions jobseekers ask themselves when learning about a company.
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The work environment that suits a specific type of person.
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Impact on the company and society.
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Not every candidate values a company’s reputation equally. Therefore, you can develop various candidate personas and build your brand in the market.
2. Proposition
Employer value proposition defines an employer-employee relationship. Furthermore, it establishes your expectations from the employees, financial compensation, professional development opportunities, or other aspects. Simply, proposition means ‘give to get,’ and the benefits you offer to the employees must sync with what you expect from them.
If your expectations are greater than what you offer to the employees, you might see a downfall in employee retention. Employees often measure the worth of their efforts against the work they are expected to do. And if they find that the benefits they receive align with their goals, the company and the workforce grow together.
3. Experience
Employee experience is the most crucial part of employee branding. It builds your brand as an employer and attracts top talent. Nevertheless, if your employer brand is poor, nothing can prevent job seekers from drifting away from your organisation. On the other hand, when employees are rewarded for their performance, they develop a positive attitude toward their work and the organisation.
Consider your employees like your customers and see how it strengthens your ability to attract top talent.
RELATED READ: The Connection Between Employee Recognition and Retention
Tips for building an Effective Employer Brand
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Craft a unique value proposition.
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Conduct research.
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Improve the onboarding process.
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Provide learning and development opportunities for employees.
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Promote diversity and inclusion within your organisation.
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Must Read: 5 Ways to Cultivate Inclusion in Your Organization
Closing Comments:
A top employer brand rests upon the shoulders of its leaders and work environment. You can’t be cooking noodles inside while telling people you are baking a cake. Like aroma does its work, your in-office environment spreads quickly and reaches the outside world.
“Your brand is what other people say about you when you’re not in the room.”- Jeff Bezos.
Remember that you cannot hire a PR agency equivalent to a brand you have carefully defined and developed. Introduce your company to the people you’d love to join your team through employer branding.
If you do not invest in building your employer brand, get ready to be alienated and see your resources disappear. After all, Fun Fridays or hosting lunches aren’t enough to attract the best talent. Instead, invest in something with a high-value proposition— invest in employer branding.
Cornerstone Global Partners (CGP) Singapore can assist you in mapping the top talent and filling the vacant positions.
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Learn more about our services and how we can help you.
FAQs
1. How does employer branding fortify businesses?
Employer branding describes an employer’s reputation as a place to work and what makes them unique. It brings many benefits, including getting job applications, reducing hiring time, improving retention, and attracting top talent. It includes everything a company is doing, irrespective of its intentions. An employer brand promotes its unique identity as an employer among its former, current, and future employers.
2. How does employer branding help attract top talent?
An organisation can differentiate itself from its competitors by defining and developing its brand. As a result, more candidates will get attracted to an organisation that has carefully planned and implemented authentic employer branding. Moreover, modern-day employees prefer working with companies that promote themselves as brands and reflect their work culture through branding.
3. What are some ways to build an effective employer brand?
The most effective ways to build an effective employer brand are:
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Understand your employer value proposition.
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Refining your recruitment process.
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Implement a smooth onboarding process.
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Reward your employees timely.
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Create an employee referral program.
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Measure the results of employer branding.
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Ethically offboard your employees.
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