How do you maintain a positive employer brand with a limited budget?

Boost Employer Brand on a Budget Employee Advocacy: Empower staff to share company culture online. ? Authenticity: Be real, show company quirks & challenges. Visual Storytell: Use photos, videos, to showcase work life. Employee Spotlight: Highlight staff stories, achievements. ? Engage on Social: Interact with potential hires, answer questions. Intern Program: Offer hands-on experience, build brand ambassadors. Company Values: Clearly define & live them daily. Employee Perks: Highlight unique benefits (remote work, flexible hours). Career Path: Show growth opportunities within the company.

Maintain a positive employer brand by focusing on employee satisfaction. Leverage social media and free online platforms to showcase your culture. Encourage employees to share their positive experiences.

Maintaining a positive employer brand with a limited budget involves creatively showcasing your company culture. Leverage social media platforms to highlight employee testimonials, behind-the-scenes glimpses, and achievements. Engage in community events or volunteer activities to demonstrate your company's values. Encourage current employees to share their positive experiences online, serving as brand ambassadors. Additionally, focus on providing a supportive work environment, opportunities for growth, and transparent communication, as these aspects contribute significantly to a positive employer brand perception.

Design a dedicated careers section on your website that includes information about your culture, values, and team. Use visuals and storytelling to make it appealing.Regularly post content that reflects your company culture on platforms like LinkedIn, Instagram, and Facebook. This could include behind-the-scenes photos, team events, and employee spotlights.Organize webinars or live sessions where employees can discuss their roles and experiences. This provides a platform for potential candidates to ask questions and interact with your team.Showcase how your company supports employee growth and learning through training programs, mentorship, and career advancement opportunities.

In my experience you should choose to do small things, consistently. The worst thing you can do is over promise and under deliver. On a small budget try these: What you do: 1. Home baking - small competitions or themes 2. Internal recognition and shout outs on demonstration of values alignment - using chats (Slackbots etc) can make this super easy and affordable. 3. Shared health and wellbeing goals (steps, fun runs) 4. Include family in the above What you say: 1. Find out who your people like to be acknowledged - in chat, at team meetings, online. And then do it. 2. Acknowledge values/performance and bravery/resilience when things go wrong 3. Include all the little things (above) and your benefits during your hiring process

Employee advocacy is what we follow as an organisation's brand value maintenance. Who can be better than employees to talk about the work culture and work. - Treating employees as human and not machine - Giving them a personal space when they need - Being attentive to their feedback - Having a walk or a coffee table discussion to brainstorm their ideas and suggestions These all work awesome ways.

I use various methods to get our employees involved in creating content to enhance our employer brand. For instance, I work closely with department leaders to find key team members to feature in longer articles on LinkedIn. I make sure to include both junior and more experienced employees because our audience varies in experience. When the team feels recognised, they're more likely to interact with our company's social media pages. Some may even create their own posts on LinkedIn, mentioning our company.

In addition to other contributions; I found the following key areas very valuable in building employee advocacy even on a limited budget. Aligning the organization’s values and culture with each experience an employee has; from the day to day interactions to how responsibilities are carried out. Clear communication and ethical ways of managing employees concerns also create a fair and equitable environment. Collaboration and employee feedback are key. Based on results of my 2022 eSAT results; I was able to develop & implement strategies to drive outcomes needed for a better employee experience and productivity. The employees feedback drove changes in leadership development and reinforcing of ethics & accountability.

Encourage employees to post about their experiences working at the company only if you believe you have a strong culture. It's free PR and comes off as more organic. And give the employee the tools and resources to post about the company. Make sure to set some general guidelines as well.

This is a really good topic and what I would like to share what I always say to my clients: Actions speak louder than words! If you need to maintain a positive Employer brand but you do not have much budget you need to start creating some internal changes that improve your employees work life and they will be first one's in communicating to your external audiences.

Actively take a look at your company’s Glassdoor, Indeed and (gasp!) Blind reviews. These are going to be the most unfiltered reviews and tell you what your engagement surveys won’t. Address feedback when you can and improve for the future. Pouring into your employees and simply listening are two of the best things you can do to elevate your employer brand.

An example from my own journey involves implementing an internal feedback loop in parallel to online reviews. Inspired by Patrick Lencioni’s book "The Five Dysfunctions of a Team," we've incorporated regular check-ins and team meetings, allowing us to address issues directly and foster a culture of openness. This proactive approach has translated into more positive online reviews, reinforcing our brand's image. Overall, maintaining a positive employer brand requires an intentional strategy that involves both internal and external engagement. By nurturing feedback internally and leveraging online reviews effectively, we can create a robust employer brand that attracts top talent, even with limited resources.

A careers site is overlooked by so many startups and companies with a limited budget. It’s the first or second place a potential candidate goes to before deciding whether or not to apply. Adding images and infographics of your team can be the extra nudge a candidate needs to apply. Don’t have photos of your team because everyone works virtually? Hold fun happy hours. There are so many free games or YouTube videos that you can use to engage. Record the happy hour or make certain to take a screenshot to use for your careers and LinkedIn page.

Keeping our career site updated with fresh content is vital for us to attract top talent. Let's be honest, no one wants to apply to a company that looks stagnant and outdated. We Regularly update with new job descriptions, employee stories, and engaging multimedia to make sure our career pages are lively and appealing. We believe that consistently updating the content on our career sites reflects a dynamic workplace and helps attract enthusiastic candidates. In fact, Glassdoor reports that such practices can boost application rates by 20%. So, keep your content current and watch your talent pool expand. It’s simple: fresh content equals fresh talent.

Your career site will be one of the first places a candidate will go to see if your company aligns with what they are looking for. If you claim to have a friendly, fun and inclusive culture then make sure you show it here. If you have regular social events use photos from he event. You could even do small collages of the most recent 2 or 3 events. Make sure that your career site / page has the same tone as your business because there is nothing worse (for anyone) than applying for a new job based on what you have seen and read to find it is not as it seems. Be clear about what can be expected from working for your company and highlight any career progression or support that is available to help candidates advance with you

A brand is what people associate with you. Apple = design Tesla = innovate Walmart = cheap Toyota = reliable Can you describe your company brand in one word? Easier than it sounds. Let your employer brand shine: Sponsor events Host a Hackathon Respond to Glassdoor comments Create a captivating careers page

Partnerships are everything, especially as few companies are leveraging them today. It's a cheat code to hiring and finding an untapped pipeline of talent. Sponsor a podcast where your talent resides. Host events with local organizations. Etc.

Even with limited resources, building a positive employer brand is within reach by teaming up with your community! ???? Engage in local events and initiatives, showcasing your company's dedication to community growth. ???? Collaborate with schools for workshops, investing in future talent and building meaningful connections. ???? Highlight community service efforts of your team, demonstrating shared values and impact. ???? Remember, a thriving community partnership is a win-win for both talent attraction and corporate responsibility! ????#EmployerBrand #CommunityPartnership #BudgetFriendlyTip

Your community can help amplify your brand. Collaborate with local job boards and remote work communities to expand our reach. This not only builds goodwill but also introduces to new talent. Identify niche communities (like local meetups or online forums) that align with your company’s mission. Offer to sponsor events or provide speakers. It’s an affordable way to showcase your expertise and attract talent. Start a “Community Spotlight” series on your blog or social media. Highlight local initiatives, organizations, or even individual contributors. It shows that your company is committed to giving back, even without a massive budget.

My top 8 tips: 1. Develop a company culture to be proud of 2. Audit your brand and create an effective EVP 3. Focus on brand consistency 4. Create and measure branding metrics 5. Build upskilling and reskilling opportunities 6. Hire with diversity in mind 7. Create an engaging onboarding flow 8. Honesty is the best policy

By leveraging the enthusiasm of your current employees and engaging with the local community you can maintain a positive employer brand. Encourage your current employees to become brand ambassadors. When employees are genuinely enthusiastic about their workplace, they can be powerful advocates. Create an employee advocacy program where employees share their positive experiences on social media, review sites, and professional networks like LinkedIn. Encourage them to use specific hashtags or share content related to company culture, achievements, or initiatives. Spotlight employee stories and testimonials on your company website or social media platforms to highlight the positive aspects of working at your organization.

The #1 way to protect your employer brand on a limited budget is to not do things that put your company in a negative light. Rather, put an extra focus on creating a positive impact. Things like making sure interview panel members show up on time, properly communicating with candidates in-process and generally considering candidate experience all positively impact your employer brand. For early stage companies the best way to start your employer brand off on the right foot is simply to try to always do the right thing.

1 - Enhance your company's social media presence to showcase your culture and celebrate employee milestones. Encourage employees to share their experiences online, organically amplifying your brand's reach. 2 - Boost your employer brand internally with initiatives like recognition programs, development sessions, and team-building activities that require minimal investment. 3 - Increase visibility and engagement with community organisations, local events, and universities. 4 - Utilise existing resources for content creation, such as blogs or videos, and leverage free AI tools to streamline processes. Remember, creativity and authenticity are often more impactful than big budgets in employer branding!

Be Transparent: Regularly share insights on how your company is doing. This can be in the form of blog posts, LinkedIn updates, or internal newsletters. Transparency builds trust, both internally and externally. Offer Flexibility: Flexibility is increasingly valued by candidates. At Typescouts, our flexible work policies have attracted high-caliber talent without costing a fortune. Ensure your flexibility is highlighted in your employer branding. Use Data Wisely: Track the effectiveness of your employer branding efforts. What posts get the most engagement? What type of content drives applications? Use these insights to refine your strategy and double down on what works.