Do you want to develop your employer brand? Would you like to enhance your employer brand but don’t know how to do it? Would you like to establish an action plan for your employer brand? We can help you set up an action plan for your employer brand.
What should you consider when defining your employer brand?
An employer brand is your reputation and the perception that your employees or the job market has of you as an employer.
You must implement the same branding strategy when it comes to communicating your company’s leadership, values and culture.
An employer branding strategy therefore allows you to monitor and positively change the dialogue surrounding your company to ensure that you are recruiting and retaining better talent. Employer branding is essentially how you promote your company to job seekers and what employees say about your company as a place to work.
It is important to consider a few things when defining your employer brand:
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The values of your company
To create a powerful employer brand, it is essential to start by focusing on your company’s mission statement, values, vision and culture.
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The audit of the employer brand
The research should uncover aspects of your company’s culture that your employees value and that you can highlight, as well as areas for improvement to ensure a strong employer brand.
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The value proposition for the employer
An employer value proposition is a marketing message and a promise, so you should not say anything that is not true or that your employees would disagree with. This is something that your recruiters and human resources team can discuss with potential candidates.
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Opinions of current employees
Ask your employees’ opinions by organizing interviews or by publishing testimonials to share on your website. You can ask employees about their social media accounts to share your company’s culture with their own networks.
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The solid onboarding process
Giving a positive brand image to a company starts with a good integration process. By giving your new employees the instructions and tools they need to excel in their role, you ensure a smooth transition, lower turnover and more productive teams.
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Learning and development offers
By allowing your employees to take advantage of learning opportunities and master new skills, you demonstrate your company’s focus on learning and continuous improvement.
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Videos, blog posts and photos
It is important to use other formats to tell your company’s story to ensure that you reach as many people as possible, regardless of the platform they are on.
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Diversity and Inclusion
If you want to create a strong employer brand, it is essential that you show your commitment to building diverse teams that result in more innovative ideas, a stronger work culture and better customer service.
What action plan should you follow to develop your employer brand effectively?
Here are the 5 steps to develop and implement an employer branding strategy:
Step 1: Define Your Employer Branding Objectives
Think about what you want to achieve with your employer branding strategy. Here are some of the common goals of employer branding:
- Get more candidates per job posting
- Obtain more candidates that meet your expectations
- Increasing online engagement
- Increasing candidate engagement
- Increase employer brand awareness
- Establish trust with current candidates
- Get more visitors to the careers site
- Getting more candidates from social media
- Increase referral rates
- Increase the acceptance rate of offers
Step 2: Identify your candidate persona
Defining your candidate’s personality is a crucial step in this regard. If you don’t know who your ideal candidate is, you won’t be able to send targeted messages to the candidates you want to attract.Â
Here are some points to consider when defining your candidate persona:
- Who is your candidate persona?
- His/her reasons for applying
- How does he search?
- What are his main personality traits?
- What motivates him
- What frustrates him
- Where is he looking?
- The main skills and characteristics
- Who influences its decisions
- What information does he trust and who does he trust?
Step 3: Define your employee value proposition
Do you know why they stay? Do you know what they like most about you as an employer?
These are all questions you need to answer to implement a successful employer branding strategy. The answers to these questions best explain your employee value proposition. These are the 5 main blocks of each employee value proposition:
- Compensation
- Benefits
- Career
- Work environment
- Culture
Step 4: Define the channels to promote your employer brand
There are about ten points of contact with candidates before they are hired. Many of these contact points are also channels for promoting your employer brand.Â
These are just a few of the channels through which you can promote your employer brand:
- Social Networking
- Career site
- Current Employee
- Conferences and Workshops
- Integration process
- Job advertisement
- Candidate Relationship Management
- Application Procedure
Step 5: Measure the success of your employer brand
HR analysis and measurement of key hiring metrics has become one of the main objectives for HR professionals. Based on the goals you set in the first step, you should measure the success of your employer branding strategy. There are also many HR technology solutions that help HR professionals excel in their employer branding strategy.
Why should you call our consulting firm for your employer brand action plan?
As a consulting firm and 360° communication agency, we help you to develop an action plan for your company’s employer brand. We help you to highlight your company’s values and strengths by defining a strategy. Our experts specialized in the fields of web, design, marketing, etc. are there to accompany you in all stages of your project and will be able to meet your needs.
