It’s really important if to keep a watch on your presence on social media. As an organization can look at d efforts towards branding by 1. Check on the feedbacks getting on sites like Glassdoor, how the branding strategy has contributed to website traffic and performance on social media engagement. 2. If any change in the referrals rates as a result of branding strategy. 3. Any impact on hiring metrics and if it has been faster now. 4. Relevancy of profiles and its flow.

I think it should be measured both ways internally and externally. If employee satisfaction metrics shows high ratios then it should reflect in less turn over rates, high retention and better stay survey results. Externally, it reflects in social media engagement rates, better quality of applicats and bigger pool of applicants to start with. Tailoring an organization's employer brand strategies to fit each location locally but having a unified flavor is also key. Also, the company size, its vision, mission, strategy and goals will make a big difference in which practices to adopt so it is not a one size fits all recipe

To evaluate the effectiveness of company's employer brand in attracting top global talent, focus on the quality of applicants and their engagement levels. High-calibre candidates who align with the company culture and increased application rates from desirable locations indicate strong brand perception. Active interactions on platforms like LinkedIn and Glassdoor, along with positive feedback about company culture and work-life balance, reinforce this perception. Additionally, high employee referral rates and talent retention reflect brand pride and alignment with company values. Monitoring these factors will help us assess our employer brand's success in attracting talent.

While it does help having a mega recall brand for attracting global top talent, there is immense possibility for even smaller companies and start ups by: - Drawing experience maps of touch points for candidates , during recruitment, onboarding and assimilation. - Thinking from a first-principles perspective on how you can meet the candidate at each touch point that leaves them with a feeling of authenticity, transparency and co-owned growth. - Using AI / free-source tools before attempting to outsource anything. - Targetting the approaches that can be done quickly, move towards implementing in high followed by low impact areas. - Always have scope for iteration basis what you hear from your audience and Always keep candidate at the core.