How to Build an Employer Brand
Last week we talked about the importance of Employer Branding. Today we are going to talk about how to build an Employer Brand and it’s only 3 steps! Employer branding is critical for recruiting, onboarding and retaining talent as they attract the type of employees your company is looking for. It also gives a feeling of trust and long term loyalty. Effectively communicating your brand will help to quickly identify candidates who fit your profile making the hiring process simple and quick.
Here are the steps to building an employer brand:
The war for talent has only just begun, are you ready for battle?
Molly Haefele, CPC, HCS
Last week we talked about the importance of Employer Branding. Today we are going to talk about how to build an Employer Brand and it’s only 3 steps! Employer branding is critical for recruiting, onboarding and retaining talent as they attract the type of employees your company is looking for. It also gives a feeling of trust and long term loyalty. Effectively communicating your brand will help to quickly identify candidates who fit your profile making the hiring process simple and quick.
Here are the steps to building an employer brand:
- External brand must match the Internal Brand: Understanding where the Employer is positioned and viewed within the hiring market and inside the company is essential. An Employer Brand is the image of the organization as a “great place to work” in the minds of employees, key stakeholders and the outside market. Take a close look at your Corporate Brand and then at your employee development process. Do they match? What changes need to be made?
- The Employer Brand Must be Clearly Articulated and Developed: Just as your corporate brand needs to be concise, your employer brand must have resources allocated to ensure alignment with strategy and be consistent. What is your Employer Value Propositions (EVP)? Having a strong EVP will deliver sound and consistent communication and develop an attractive, unique employer brand. Is Executive and Senior Management on board? Without their input and buy-in there will be misalignment between employees and management and a detriment to perceived outcome.
- Companies with the best employer brand have a strong on-boarding process: Research shows that employee engagement is partially determined by the new employee’s treatment and orientation during the first 30-90 days of employment. It not just about filling out paperwork. Employee’s immersed into the brand and culture right from the start is essential! If you care about your employees, your reputation, and your brand, you will take the time and energy to invest in a strong on-boarding process and make sure it sticks!
The war for talent has only just begun, are you ready for battle?
Molly Haefele, CPC, HCS