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  • Writer's pictureEva Balúchová

Unveiling the Essence of Employer Branding: A Comprehensive Approach

In the world of business grasping the essence and scope of employer branding is the initial step, towards transforming it into a valuable and strategic business endeavor. Let's delve into this concept and explore how internal factors play a crucial role in shaping a strong employer branding strategy.

Internal reflection: the foundation of employer branding

When formulating an employer branding strategy, it is essential to begin from within. This internal introspection provides insights into the nature of the company or business that the brand represents. These insights serve as the basis for a strategy that leverages strengths while addressing areas for improvement.

Understanding key internal elements

As we embark on this journey it is vital to consider aspects that shape your employer branding strategy.

  1. Company objectives and values: Having an understanding of your company's core mission and values is of importance. This knowledge sets the stage for a strategy that aligns with and reinforces your purpose and identity.

  2. Employer value proposition: Your brand strategy should be guided by what you offer. It helps establish an alignment between your brand and what you provide to candidates or employees. What are your unique selling points?

  3. Target audience: Gaining knowledge about your intended audience is fundamental. Crafting a strategy involves gaining insights that help you connect with your intended audience. It's crucial to have an understanding of the landscape as it allows you to create a distinctive brand identity in your industry.

  4. Realism plays a role in developing your branding plan. Understanding your resources and organizational structure ensures that your strategy is both creative and feasible.

Incorporating internal factor analysis into your employer branding strategy requires evaluating company resources and assets. This can be achieved through methods such as conducting surveys, organizing focus groups and interviewing stakeholders.

Now let's delve into some questions you should be asking ...

Company experience:

  • What areas of the organization need improvement or development?

  • How does the leadership envision the employer brand?

  • Who is your primary target audience for the employer brand?

  • How familiar are people with your company?

  • How would you describe your brand image and reputation? How accurate is this perception?

Employee experience:

  • How engaged and loyal are your employees?

  • What do your current employees think of you as an employer?

  • How does your organization compare to industry standards in terms of employee satisfaction and engagement?

  • What measures or tactics do you have in place to ensure that employees remain engaged and motivated?

  • What factors contribute to employee retention. What are the reasons behind employee departures?

Candidate experience:

  • How do you attract candidates who match your desired profile?

  • What is the projected number of hires required?

  • What specific qualities or skills are you looking for in employees?

  • Which positions pose a challenge to fill?

  • Can you share any recruitment trends or application statistics?

  • What obstacles are you facing in your recruitment efforts?

  • How effective is your talent acquisition strategy, both online and offline?

  • Do you have a segmented pool of individuals and how do you actively engage with them?

  • What motivates candidates to join your company or decline job offers?

By examining these factors you will be better equipped to develop an employer branding strategy that aligns with your organization's values while also enhancing your brand's visibility in the competitive job market.

Remember employer branding is a journey and closely monitoring these factors is crucial for its success.

For insights on developing employer branding strategies feel free to check out my workbook!

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