What do you do if your employer brand is not attracting top talent?

Review the full funnel and competitive reality, just as you would with a customer / product problem. What are your employees saying about the brand on public forums, how do people in your circle react when you tell them where you work, what do your colleagues say about the work they do, do they have the tools (technology, computers, smartphones) to get work done easily, how does the competition celebrate their perks, is your brand celebrating its wins, faces from the workplace and the energy of the team enough?

What is wrong with employer brand? Understand first, act on later... Conduct a comprehensive audit of your employer brand to identify any inconsistencies or messages that may not align with the values or culture that top talent is attracted to. Evaluate your company's presence across all touchpoints, including your website, social media profiles, and job postings, to ensure that the narrative being communicated accurately reflects the experience and opportunities you provide.

The odds are that it has nothing to do with the image you present. It has to do with the way you behave. You may be presenting one image. However, the internal culture is completely different. And people talk. You might not be getting talent because people know what it's actually like to work there. That may be totally different than the image you're presenting. And nobody wants to work for a dishonest company. So, start by assessing the culture before you assess the image. Does the image reflect the reality of working there?

Diagnose the problem: Are you lacking online presence? Is company culture a turn-off? Talk to employees and check online reviews. Showcase the good stuff: Highlight perks, benefits, and company culture on your careers page and social media. Become an employee magnet: Craft compelling job descriptions and leverage employee stories to show what makes your company great.

One of the best ways to activate employees is through an employee engagement thought leadership program in social media. It gives you the opportunity to show your company through the lens of your most valued asset, your employees. Encourage postings on social media that are honest, direct and authentic. Give them content to share that helps tell the story of your organization. Reward them for their efforts.

Each of your employees is a potential advocate for your brand – If they sing your praises to their networks and followers, that's invaluable (and free) PR. If you're not attracting top talent, it's worth investigating whether your company culture today is congruent with the values in your current messaging. Here's what you can do to boost employee engagement: - Listen to your staff and find out what's not working, and what they want (surveys and focus groups) - Reintroduce the company values and help them understand how the work they do - no matter what their role - contributes to your overall success (town hall with CEO/senior leaders) - Roll out initiatives that matter to them and will help them feel more connected to the company

The most powerful advocates are already on your payroll. Encourage them to tell their stories as they are your true brand ambassadors.

Yes, you can put your employees through branding initiatives, and encourage them to share their experience and testimonials, but getting your employees to build their brand 'just' for the benefit of the business will never work and come across inauthentic. Encouraging your employees to share the skills THEY bring to the table is where its at. They are working within your business due to a talent they hold, therefore they should take pride in this and share about their knowledge, skill, insight whilst also having your business branding on their profiles (for example). LinkedIn will become your greatest asset to build solid employee branding, but remember, it's not just about the business it's also about their professional journey.

It's important that your messaging is rooted in reality. When creating recruiting videos, it can be tempting to try to present your organization as fun, exciting, and laid-back. However, if that doesn't match the reality, a candidate cannot appropriately evaluate your organization's culture. After being hired, they may leave quickly due to a mismatch. While showing off your "best self" is reasonable, it must also be truthful.

Approach shall change, as well as key messages! Refine your employer brand messaging to clearly communicate your company’s mission, culture, and opportunities for growth and development. Craft a value proposition that resonates with high-caliber candidates, highlighting why your company is an exceptional place to work. Ensure that your messaging is both aspirational and authentic, capturing the essence of what sets your company apart.

The first step is to objectively assess the current employer brand and determine its effectiveness in conveying the desired message. Is it clear, compelling, and authentic? Does it effectively communicate the company's values and culture? If not, it's time for a reevaluation. Next, the company needs to identify its unique selling points as an employer. What sets it apart from other companies? This could include factors like a commitment to work-life balance, career development opportunities, or a vibrant company culture. These distinguishing characteristics should be highlighted in the brand messaging. Once the brand has been defined, it's important to promote it through various channels.

Jokes aside, your messaging is your ultimate tool to reach out your prospective talents as well as keeping your most valuable assets, your people. Crafting a compelling messaging requires data from your own people. Involve them in the process of shaping your Value Proposition, which is essential to resonate with them. If you do that, you are having many more chances of creating an attractive and authentic message that would bring qualitative candidates. Run workshops, focus groups, surveys, talk with your employees, analyze the data and try to summarize the 3-5 most important pillars that truly speak about your organization. Build your messages focusing on what you are giving as an Employer and what you are getting from your employees.

Crafting Compelling Employer Brand Messaging for Top Talent Attraction; 1. Strategic Messaging Refinement 2. Communicating Value Proposition 3. Balancing Aspiration with Authenticity I will say refining employer brand messaging is a strategic endeavor aimed at attracting high-caliber candidates by effectively communicating your company mission, culture & growth opportunities. Crafting a compelling value proposition that is aspirational & authentic sets the stage for differentiation & talent attraction. By articulating a narrative that resonates with top talents career aspirations & values, organizations can position themselves as employers of choice, fostering strong employer brand recognition & appeal in a competitive talent landscape.

Where top employers find you? Make that appealing! Enhance your company's careers page to make it compelling, informative, and reflective of your culture and values. Use engaging visuals, employee testimonials, and storytelling to showcase what makes your company unique and why it's an attractive place to work. Optimize the page for mobile users and ensure that the application process is user-friendly to provide a seamless candidate experience.

Your careers page is your handshake with potential hires, make sure it reflects warmth and competence. Make sure it’s attractive, easy to navigate, and informative. Include employee testimonials, benefits information, and clear descriptions of your company culture and values.

Elevating Employer Brand Engagement: Crafting a Captivating Careers Page Experience Approach; 1. First Impression Excellence 2. Interactive Storytelling 3. User-Centric Optimization I will say by presenting an immersive & authentic portrayal of your company culture & values, leveraging interactive storytelling & prioritizing user-friendly design & mobile optimization, organizations can create a compelling first interaction that resonates with potential candidates. This approach not only fosters deeper connections but also sets the stage for a positive & inclusive candidate experience, reinforcing your employer brand as a beacon of authenticity, innovation & candidate-centric excellence in a competitive talent landscape.

You need to make sure that your career page is well informed and updated with everything a candidate needs to know. Most companies are not investing enough resources into providing complete and unified information per specific EB element. They briefly mention their vision, values, benefits, development options, their people, their working lifestyle, policies about CSR and DEI, or youth opportunities and wellness initiatives...as if a candidate doesn't care to know all these. Add photos, videos, stories from your people & create experiences.Put some effort to create a user friendly navigation in your career page, with all the necessary information a job seeker is looking to know, like the hiring process.

It’s important that all assets are updated, especially your digital assets because they are your first touch points. I think that a wonderful add-on to the careers page on your website is telling your potential employees why they should work for your organisation as well as outline the basic benefits. We live in a world where people want to work with companies whose values are aligned to theirs so being transparent and showcasing a positive company culture can be very beneficial in attracting top talent.

Another strong tool, Social Media, Do not bypass it, or regret... Harness the power of social media platforms to amplify your employer brand and reach a wider audience of potential candidates. Share company achievements, employee milestones, and workplace events to demonstrate your company's vibrant culture and engaged workforce. Regularly update your social media profiles with content that showcases your company's personality and highlights what it's like to be part of your team.

Social media is a powerful tool to leverage with your employer brand to attract top talent. You can be strategic and targeted about what types of positions you promote on which platforms, but social media platforms are one of the best ways to amplify your brand and be noticed. For hard to fill positions, paid social is also important to consider as you can target candidates.

N?o basta usar um discurso bonito nas redes sociais se sua cultura n?o condiz. Construa um posicionamento de marca que se conecte com seu público-alvo e atraia talentos. A comunica??o precisa ser consistente em todas as redes sociais. As pessoas se conectam com marcas, mas, acima de tudo, com pessoas. Tenha porta-vozes que causem impacto nas redes sociais e colaboradores engajados que compartilhem a cultura incrível e os benefícios de fazer parte da empresa.

Harnessing Social Media for Employer Brand Enhancement Approach; 1. Amplifying Employer Brand 2. Cultivating Engagement 3. Crafting a Compelling Narrative In my view by leveraging social media channels to spotlight achievements, share employee stories & portray workplace culture organizations can cultivate a compelling narrative that resonates with current employees, potential candidates & followers alike. Through consistent updates that reflect company values & showcase team dynamics businesses can enhance their online presence, attract top talent & foster a sense of community & connection ultimately strengthening their employer brand identity in a competitive talent landscape.

That's a great approach to using social media for employer branding! Highlighting achievements, milestones, and events can indeed showcase a company's culture and values, making it more attractive to potential employees. Regular updates that reflect the company's personality and work environment can help create a positive and engaging narrative for your brand.

Fomenta un entorno de aprendizaje continuo. Proporciona recursos educativos, apoya a tus colaboradores para que tomen certificaciones. Anima la innovación, destaca el impacto del trabajo, y en especial, reconoce los logros. Comunica claramente las oportunidades de desarrollo profesional y las trayectorias de carrera disponibles. Busca fomentar un ambiente atractivo que premie el crecimiento y aprendizaje. Pero además, implementa dinámicas para el intercambio de conocimiento entre tus mismos colaboradores. Las sesiones de knowledge transfer, presentación de casos de éxito, programas de mentoría internos son un plus.

Most companies declare they are providing development opportunities to their people, they have a program in place, whether it is mentoring, coaching or career progression. But are they actually communicating the right way to their employees and prospect candidates ? Meaning, it's highly important for all your employees to be fully aware about the way they can take advantage of all these development options. Is there a structure process in place, and where can they find this information? Also, if a candidate reaches your career page, can he easily be aware about all the development opportunities you will provide to him, in detail, so he can make the decision to choose you as an employer ?

Talented individuals are often looking for growth opportunities. Show how your company supports employee development through training programs, mentorship, and clear career pathways.

Empowering Growth: Elevating Employee Development in Your Employer Brand Approach; 1. Championing Employee Advancement 2. Enabling Professional Growth 3. Fostering a Culture of Learning In my view by showcasing opportunities for professional advancement through mentorship, training & career progression paths organizations communicate their commitment to fostering growth, learning & success among employees. This emphasis on employee development not only differentiates your employer brand but also cultivates a culture of continuous improvement, collaboration & innovation positioning your company as a catalyst for individual & organizational excellence in a competitive talent landscape.

Absolutely, showcasing opportunities for professional growth and development is crucial for attracting and retaining top talent. By highlighting mentorship programs, training workshops, and clear career progression paths, you demonstrate your commitment to helping employees evolve and succeed within your organization. This can be a key differentiator in attracting candidates who are looking for opportunities for continuous learning and advancement.

Your employer brand is an extension of your corporate brand strategy. If you aren't attracting the right talent, it means a few things: - you don't have a differentiated reason for employees to choose you - your employee culture is creating the wrong feeling - your messaging is off - your compensation and benefits packages aren't aligned. Create an ideal employee profile and an employee journey to know how your ideal employees look for a new job and what they expect in a job. Talk to your current employees (or have an external company do it) to get an accurate assessment of your employee culture. Then decide what needs to change to attract the right people.

Learning Culture: Cultivate a culture that values continuous learning and professional development. Encourage employees to pursue further education, attend conferences, and participate in training programs. Feedback and Recognition: Provide regular feedback and recognition to employees for their efforts and achievements. This not only boosts morale but also motivates them to continue growing and improving. Career Path Planning: Work with employees to create personalized career development plans. Discuss their goals and aspirations, and map out a clear path for their advancement within the organization.

1. **Employer Brand Focus Groups: Gather diverse feedback to identify brand perception gaps and develop targeted improvement strategies. 2. **Rebranding Campaigns: Redefine brand identity and messaging with experts to attract top talent effectively. 3. **Influencer Partnerships: Amplify brand reach and credibility by collaborating with industry influencers to showcase company strengths.

A constant cultural assessment is integral to keeping your employer brand alive. Markets change, generational views on work changes and with all that cultural changes seep into the mix without us noticing. This means that we constantly need to talk to teams and ensure that we are ready to receive the good, the bad and the ugly and adjust accordingly.

Don't put lipstick on a pig. Put down your communications hat to assess your value proposition or drawing board, and start asking why people left the company or what's stopping them from making the move. You can do as much comms as you'd like but if the employee experience isn't there, you're going to keep coming back to square one. On the other hand, if your company has a good culture and positive experience, along with compelling vision, you're more likely to attract talents at lower costs through referral, word of mouth and better brand perception.