For many companies, employer branding is something usually left to the marketing department and focused on the products or services the business provides. But, there is another type of branding that you need to worry about: your employer branding.

At its core, your employer brand is a reflection of your reputation, but it’s focused on how your current and prospective employees view your business. If you neglect managing it, you may have trouble recruiting and retaining top talent.

If you haven’t looked at your employer branding, here’s where you need to start.

Reach Out to Your Workers

When it comes to learning the state of your employer brand, your employees are an excellent resource. They know firsthand what it is like to work for the business and can provide you with critical insights.

Typically, your staff members can help you identify your strengths and weaknesses from an employee perspective. Not only does this let you know which points are worth promoting externally, but it also gives you information on areas that could be improved.

A company’s culture can be a big selling point if it’s positive and supportive, and no one knows what you have to offer quite like the people who work for you today.

Review Outside Assessments

Your employees aren’t the only ones discussing the pros and cons of your business; outsiders are too. Online review sites and social media posts from individuals who aren’t currently employed at your company can provide you with valuable insights regarding public perception of what your business does or does not have to offer, letting you see which strengths and weaknesses they believe you possess.

While these opinions might not be an accurate reflection of your brand, they do influence what prospective candidates may think about your company. After all, job seekers research employers just as hiring managers research candidates, so understanding that these outside perspectives have an impact is critical, as well as taking steps to manage them.

Identify Your Needs

Ultimately, your employer brand needs to serve a purpose. Otherwise, you end up promoting a mix of points that might not form a cohesive picture.

Instead of extolling every virtue, you want to choose those that help you obtain a particular objective. However, this can only be done if you understand where your needs lie.

For example, are you struggling to recruit a particular type of professional? If so, consider which selling points may appeal most to job seekers in that category, then focus your promotional activities on that arena.

By taking a hard look at your employer branding, you can exert some level of control over your public image. Identify what offerings connect with your current staff and which areas could benefit from some improvement. Then, figure out what needs to happen to achieve the image that will help you recruit and retain the top talent you need to succeed.

If you are interested in learning more, the experienced professionals at TempStaff can help. Contact us to speak with one of our knowledgeable team members today and see how our services can benefit you.



Leave a Reply

Your email address will not be published.