How do you establish your employer brand?

•Define Employer Value Proposition (EVP) EVP is unique set of benefits & opportunities that offer to emps in exchange for their skills, exp & commitment. It should reflect vision, mission, values, & goals of company. •Develop employer brand strategy. plan of action, will implement to communicate & deliver EVP. •Execute employer brand activities Creating & updating career site, social media & online platforms, designing & distributing emp brand materials, brochures, videos & testimonials, organizing & participating in emp brand events, like job fairs, campus & webinars. Evaluate employer brand results –Brand awareness, perception, & preference, emp attraction, retention, engagement, customer satisfaction, loyalty & advocacy.

Establishing an employer brand involves defining your company values, showcasing employee experiences, and maintaining consistent communication across platforms. Offer unique benefits, engage with candidates, and encourage employee advocacy to build a strong, attractive brand that reflects your company culture and values

Establishing your employer brand, in my opinion, is building an enticing story that truly communicates your company's values, culture, and growth possibilities. Employee experiences, professional development opportunities, and the influence individuals can make must all be highlighted in the employer brand. The key to maintaining a great employer brand is consistency across all touch points, as well as ensuring that the brand mirrors existing employees' genuine experiences and connects effectively with future and prospective employees.

Establishing your employer brand, In my opinion, is building an enticing story that truly communicates your company's values, culture, and growth possibilities and showcase employee stories highlights testimonials and success stories from current employees. This humanizes your brand and provides real-life insights into your workplace culture.

Xây dựng thương hiệu nhà tuyển dụng là 1 việc lâu dài và cần nhất quán trong hành động và lời nói. Bản chất của việc xây dựng thương hiệu nhà tuyển dụng là xây dựng văn hóa doanh nghiệp, trong đó chúng ta phát triển và gìn giữ những giá trị cốt lõi trong việc ứng xử với nhân viên, với khách hàng, với nhà cung cấp, với chính quyền. Nếu chúng ta không có 1 lộ trình dài hơi với sự cam kết của toàn bộ tổ chức trong việc này, thì việc xây dựng thương hiệu nhà tuyển dụng chỉ mang tích chất ngắn hạn, nhất thời, không chân thật, bạn có thể sẽ thu hút được nhiều ứng viên trong giai đoạn đầu, nhưng sau đó khi họ phát hiện ra công ty của bạn không như bạn nghĩ thì họ có thể lan truyền những tin tức tiêu cực ra bên ngoài và những gì bạn làm sẽ vô ích.

Position your company as a thought leader in your industry. Share valuable industry insights, trends, and expertise through webinars, whitepapers, and articles.

Two important steps here: 1. Make sure the employer brand is communicated not only by your HR or recruitment team, but by as many employees as possible, including leaders. 2. Make sure your communication is consistent - don't quit on posting, communicating your brand after the first month.

Optimize Your Online Presence Careers Page: Your careers page should clearly communicate your EVP and offer insights into your company culture, benefits, and job openings. Include employee testimonials, team videos, and detailed descriptions of open roles. Leverage Social Media: Use platforms like LinkedIn, Twitter, Instagram, and Facebook to engage with potential candidates. Share updates on company culture, employee stories, job openings, and achievements to create a connection with your audience. Employee Advocacy: Encourage employees to share their experiences on social media, review sites (like Glassdoor), and professional platforms. Their authentic voices will resonate with potential candidates.

Ensure your employer brand is closely aligned with your company’s culture, reflecting core corporate values such as diversity and integrity, and desired organizational behaviors. Since an Employee Value Proposition is a promise communicated both externally and internally, it is essential to consistently demonstrate these values throughout the entire employee lifecycle. A carefully designed and integrated architecture that reflects this alignment will provide employees with a consistent and authentic experience.

Communicating your employer brand must be a very top-of-mind, ongoing, active campaign. Your brand is not your logo, your brand is a living, breathing thing! Your brand is what comes to mind when somebody mentions your business name. It must actively become relational, expressed, and communicated between your leadership, employees, and, I suggest, even your ex-employees (alumni whose opinions are always expressed in some form in the marketplace) - and the outside world.

Being the founder of my company, I have the opportunity to walk the talk. The impression software engineers have when dealing with me before their employment is the same as the one they get about the company after they become part of the team. Rule of thumb: never commit to something you will not be able to honor. That simple.

Host workshops and training sessions for your employees and leaders to educate them on the employer brand. Equip them with the knowledge and tools to consistently embody and promote the brand.

Establishing your employer brand is a delicate dance that combines Agile adaptability, Essentialism's focus on what truly matters, and a people-first approach. As an Agile Coach, I've seen self-awareness drive career success; the same principle applies here. Aligning your employer brand resonates with Agile's emphasis on collaboration and empowerment. By involving and empowering leaders and employees to act as brand ambassadors, you create an authentic and consistent brand perception. Just as Essentialism encourages us to align our actions with our values, ensuring that policies and practices match your brand's essence is crucial. This approach lays the foundation for a compelling employer brand that resonates with talent.

Your employer brand should not exist in a vacuum; instead, it should be closely tied to your overall business strategy and values. If your business values innovation, for example, your employer brand should highlight opportunities for creative problem-solving and continuous learning. Your employer brand should not only reflect your current identity but also your company's future aspirations.

Aligning your employer brand involves your internal culture, external messaging, and employee experiences are consistent and reflective of your company's values and mission. This alignment fosters trust, authenticity, and loyalty among employees and candidates alike.

Employer branding goes deeper than storytelling — you also need to walk the walk. Telling your employees and the general public that having a ping-pong table makes you a great place to work isn’t going to cut it.

Measuring your employer brand involves various metrics, such as employee satisfaction and engagement surveys, retention rates, candidate feedback, and the number of qualified applicants per job opening. Social media analytics, website traffic, and reviews on platforms like Glassdoor also offer insights into your brand perception. Additionally, tracking the cost per hire and time-to-fill positions can indicate how appealing your employer brand is to potential candidates. Regularly assessing these metrics helps gauge the strength and impact of your employer brand, allowing adjustments and improvements as needed.

I've witnessed the power of self-awareness in driving career success, and the same principle applies here. By defining and tracking key metrics and indicators, both quantitative and qualitative, you can assess your brand's performance and areas for improvement. In the spirit of Essentialism, focus on the essential metrics that truly reflect your brand's impact. Lastly, as leaders, we understand the importance of involving employees and regularly reviewing results, aligning with a people-first philosophy. This integrated approach will not only measure but also enhance your employer brand's appeal to top talent.

Measuring your employer brand is vital for understanding its impact, a practice I've honed both as an Agile Coach and through personal experiences, such as enhancing career paths within the financial services industry. Utilizing a mix of metrics and feedback allows for a comprehensive view of how your brand resonates with employees and candidates alike. This approach aligns with continuous learning and leveraging strengths, ensuring the brand not only attracts but retains top talent. Regularly analyzing this data ensures we stay true to our commitment to put people first, fostering an environment where everyone—employees, the company, and its customers—thrives.

It's important to regularly evaluate your employer brand's effectiveness. This can be accomplished through various means, such as employee satisfaction surveys, exit interviews, or analysis of your company's recruitment and retention rates. Use these insights to refine and improve your employer brand. For example, if feedback highlights a lack of understanding about your company's culture, it might be necessary to enhance your communication about this aspect.

Desde mi mirada, es relevante la creación de una experiencia del colaborador/a positiva, memorable, cercana y transparente; desde el primer contacto a través del área de Reclutamiento con los candidat@s pasando por el proceso de incorporación, onboarding hasta la salida (voluntaria o involuntaria) del colaborador/a. Para esto, es importante una comunicación clara, entrevistas respetuosas y sin sesgos, un proceso de incorporación bien estructurado, acompañamiento del líder y todo el equipo, feedback constante, reconocimiento, equilibrio vida personal/laboral, fomentar la participación de todos en la toma de decisiones y en la creación de iniciativas que impacten en la cultura y el entorno laboral, un proceso de salida empático, entre otros

Upholding the core values and principles consistently is vital for the long term success of an employer brand. Leadership, management or products offering may evolve over the time, the promises made, must always be honored. This requires the unified commitment of everyone, from top to bottom in the organization. This commitment is needed to reinforce the trust and to ensure initial effort invested in building the employer brand worthwhile and yielding lasting results.

Building a strong employer brand is like creating a magnetic field for top talent. Define your Employer Value Proposition (EVP) – what sets you apart. Present your values, vision, and culture authentically. Engage with prospective employees across channels, fostering relationships and offering insights. Empower your employees to be brand ambassadors. Continuously evaluate and adjust your strategies. Remember, employer branding is a journey, not a destination. Embrace it, nurture it, and watch your team become a talent magnet!

One of the best ways for companies to build an employment brand is for C-suite leaders to build their persoanl brand. I've seen how a strong personal brand can transform both leaders & their organizations. Here's why it's so important. When employees feel connected to their leaders, they're more engaged & motivated. A strong personal brand helps leaders share their vision & values, driving higher satisfaction & productivity across the board. A compelling personal brand attracts talent. This is especially crucial for co.s that aren’t big consumer brands. People want to work for leaders who are visible, approachable, & respected. By showcasing their leadership style & commitment to development, leaders can draw in & retain the best talent.

Fostering a positive workplace, encouraging collaboration, and prioritizing employee well-being creates a win-win scenario. Employees thrive in a supportive environment, leading to increased productivity and creativity. Employers benefit from a motivated workforce, higher retention rates, and overall organizational success. It's a symbiotic relationship where both parties flourish through mutual respect and shared success.