How can you ensure accurate job analysis for employer branding?

1 What is employer branding?

Employer branding is the way you showcase your organization's culture, values, and reputation to attract and retain talent. It is not just about promoting your products or services, but also about highlighting your mission, vision, and employee experience. Employer branding can help you differentiate yourself from your competitors, reduce your hiring costs, and increase your employee engagement and loyalty.

2 How does job analysis relate to employer branding?

Job analysis is the foundation of your employer branding strategy, as it helps you define and communicate what you are looking for in your ideal candidates, and what you can offer them in return. Through conducting a thorough and accurate job analysis, you can create job descriptions that accurately reflect the benefits, challenges, and opportunities of working for your organization. Additionally, you can align your selection methods and criteria with the skills, competencies, and personality traits that are relevant for the job and your culture. Furthermore, it enables you to showcase your employer value proposition (EVP), which is the unique combination of rewards, recognition, and development that you provide to your employees. Finally, it helps build trust and credibility with your candidates as you demonstrate that you understand their needs, expectations, and motivations.

3 How to conduct a job analysis for employer branding?

When conducting a job analysis for employer branding, there are different methods and tools that you can use depending on the level of detail and complexity required. Job observation involves watching and recording how the job is performed by current or former employees, or by similar roles in other organizations. Job interview involves asking questions to current or former employees, managers, or subject matter experts about the job. Job questionnaire uses a standardized or customized survey to gather data from current or former employees, managers, or subject matter experts about the job. Finally, job analysis workshop brings together a group of current or former employees, managers, or subject matter experts to discuss and agree on the job. Each of these methods have their own advantages and can help you measure the importance, frequency, difficulty, and satisfaction of various job dimensions.

5 How to improve your job analysis for employer branding?

Job analysis for employer branding is not a one-time activity, but an ongoing process that requires regular review and update. To improve your job analysis, you should involve multiple sources and perspectives, such as employees, managers, customers, and stakeholders. Additionally, use a combination of qualitative and quantitative methods and tools to balance the depth and breadth of the information you collect and analyze. Validate and verify your job analysis results by comparing them with other sources of data, such as performance reviews or feedback surveys. And don't forget to adapt your job analysis according to changes in your organization, industry, or market to ensure they reflect the current needs and expectations of your job and candidates.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?