Is Your Employer Brand Getting Noticed? Measure Your Brand Awareness to Find Out.

Do industry frontrunners want to join your organization?  Do they even know you exist? To compete for the best, organizations need to strive for maximum brand awareness. High brand awareness means your organization will be top of mind when it comes to career decision making, something every employer wants to achieve.

Join HR, Communications and Branding leaders June 13, 2018 as we come together to share best practices so you can deliver world-class employer branding programs.

Here’s why:

Lower recruitment spend. If people already know who you are and have a positive perception of your company as a place to work, you’ll spend less time, money and internal resources on talent attraction. On top on that, your hires will be higher quality and better cultural fit than ever before.

Better brand equity. If your employer brand is well known amongst the right talent segments and your organization has a great reputation with the right people, the resulting word-of-mouth referrals will fuel your talent attraction strategy with no additional effort on your part!

Closer relationships. Social media affords organizations so many ways to not only talk about your brand, but to build relationship with people. Spending digital time with the talent segments you need to target and getting to know them results in massive pay off when it comes to effective talent attraction, brand awareness and reputation management.

MEASURING YOUR EMPLOYER BRAND AWARENESS

Do you know where you stand on the critical metric of brand awareness? If you want to move the needle, you need to establish a baseline and measure your progress.

Ask key talent segments. Work with an external vendor to conduct confidential interviews so you can ask potential employees from your target talent segments how they perceive your organization as a place to work. People are more likely to share open, honest feedback when they know their responses will be confidential.

Ask candidates. Are you already asking job applicants how they found you? Most organizations do, but many fail to use the data to make better strategic plans to impact brand awareness and talent attraction. This information is so easy to gather, so put it to work!

Listen.  Pay attention to what people are saying about you online. Do you have social listening software to help you keep track of and participate in the online conversation about your brand? A simple Google Alert can be a first step if you aren’t quite there yet. Don’t forget to monitor employer ranking sites such as Glassdoor and RateMyEmployer. These “TripAdvisor” type sources for career insights are growing in popularity and you need to manage your brand here.

PUT BRAND AWARENESS AT THE TOP OF YOUR SCORECARD

Consistent measurement will provide you with valuable insight on how well your organization is known amongst the right talent segments, but also how you are perceived as an employer. Never forget that your brand is what other people say it is and you need to strategically drive the conversation.

About Blu Ivy Group

Blu Ivy Group is a leading employer branding and employee engagement consultancy that aligns your organization with contemporary workplace paradigms. Our mission is to help client’s build award-winning people practices, inspire extraordinary employee engagement, and cultivate unique and desirable workplaces. We provide integrated solutions in employer brand and engagement research, strategic consulting, employer brand integration, creative and talent communications.

Blu Ivy Group is a trusted partner to many of North America’s most respected employer brands. For more information, visit us online at bluivygroup.com or contact us at [email protected]