Employer branding agency - what is worth knowing about it?

Employer branding agency has the task of warming up the company's image in the eyes of the public. A coherent and attractive identity is half the success of any company. In order to achieve the objectives, it is essential that the employer branding agency takes care of reliable analyses and also implements image activities. It is necessary to carry out analyses on the organisation's goals, its values and what it wants to look like in the future. Employer branding agency is responsible for getting to know internal and external perspectives. In practice, this means that its activities are aimed at both the company's employees, the company's co-workers and potential employees. Image research requires not only time, but also the selection of appropriate tools.

What will you learn from the article?

In this article we will discuss how employer brandin agencyg can support your company in terms of:

• Internal communication - What are the objectives of internal communication and why is it so important? Is employer branding agency can it increase employee engagement by organising internal events?
• External communications - What image campaigns can be carried out with employer branding agency? Does such an agency also handle social media?
• Employer brand PR - As employer branding agency shapes positive employer PR and what benefits does this bring to the company?

Read on to find out how to employer branding agency can contribute to the success of your business!

What is employer branding?

What does the term mean the image of the employer? From the English language, it is nothing more than building the employer's brand. This means that companies aim to build their brand so that potential candidates perceive them as attractive entities. Employer Branding agency Its task is to build the brand image in the eyes of candidates as an employer of choice. In the currently crowded market, it is necessary to hire a specialized unit that will build this image. Employer branding can be divided into internal and external.

Internal activities are aimed at the company's employees. They mainly focus on creating an employee-friendly environment. To this end, companies take a number of measures, such as creating a friendly atmosphere and development opportunities. In addition, they invest in human capital, thus organising a number of competitions or individual training. Employer Branding agency It also recommends implementing activities that make life easier for employees. To this end, companies choose office buildings that include kindergartens, clothes washers or gyms. So that the employee's life is concentrated in one place. By contrast, employer branding The external target is mainly potential employees. The aim of these activities is to create the right image of the company as an attractive employer.

Employer branding can be divided into:

• external;
• internal.

Examples of external activities:

• participation in job fairs;
• organizing special days at universities;
• activity in social media;
• media relations activities.

Examples of internal activities:

• organization of picnics;
• employee training and courses;
• internal communication;
• communication in social media.

Employer branding agency definition

Deadline employer branding was used for the first time in 1990. This was at a conference organised by the Chartered Institute of Personnel and Development. And the definition itself appeared a few years later, in 1996. Tim Ambler and Simon Barrow are considered to be the forerunners of the term. It was they who defined the model of calling employees customers and took the first steps towards the emergence of HR. The very concept of employer branding and employer image emerged in the 1990s and there are many references in the literature on the subject. itself employer branding agency came about later, as did its definition, which we still identify with today.

As envisaged by the forerunners of employer branding, the term was defined as the sum of the functional, economic and psychological benefits of being employed and of identifying with the organisation. The authors of the term themselves stressed that it is very important in the series of interrelationships that exist between the employee and the employer. Since the 1990s, many descriptions of the concept have appeared in the public space. One of these was prepared by Professor Katarzyna Wojtaszczyk, who produced a habilitation thesis on employer branding. According to her theory, employer branding is the process of creating stakeholder values that arise as a result of an organisation having a strong employer brand. Employer branding is also referral marketing, i.e. marketing that relies on opinions. Employer branding agency appeared a little later.

Employer branding at a glance:

• the term employer branding was used for the first time in 1990;
• the definition was created a few years later;
• Tim Ambler and Simon Barrow are considered to be the precursors of this concept.

What can an employer branding agency do in the area of brand identity?

Employer Branding agency is different from public relations agency. It has the task of building a brand image. An important concept in this process is identity. It is the set of attributes that make a company unique. Some companies know their strengths very well and why they are unique, while others need help the Employer Branding Agency in order to create a composition of elements that will be the identifying feature of the company in question. Brand identity is something internal to the company, but its impact is multidirectional. On the one hand, brand identity affects employees or management and will cause them to identify with their company or not. On the other hand, it is internal consistency and a series of actions taken to build opinions about a given company.

The concept of image can be placed right next to the brand identity. It is a holistic image of creating a company in the eyes of recipients. They mainly include customers who buy a given product or service. They are also contractors with whom the company enters into business contracts. Image is also extremely important when a company is looking for employees. This may make a person want to work in the enterprise or not. The concepts of identity and image may seem similar. Nevertheless, brand identity is a number of features that make it unique, and the image is how it is perceived in the eyes of third parties.

• Remember that brand identity is something primal. These are a number of features that make this one unique on the market.
• The image, on the other hand, can be created in any way. Employer branding agency helps to create the right image in the eyes of the audience.

Employer branding agency and brand image

Many scientific publications show that the image of a brand consists of several factors. Employer branding agency helps to diagnose these factors and at the same time make them compatible with each other. Budzyński in his book "Company image, creation, management, effects" states that the brand image is a complex arrangement of images. It can be said that the image is created as a result of associations that refer, for example, to the purchase of a given product. If the customer has positive experience and the purchasing process is carried out quickly, the company and its products will have positive associations.

Another characteristic is the functional benefits of buying a particular product, as well as the experience. Buyers define a brand through a number of factors that cannot be simply diagnosed. If we wanted to define employer branding in a simple way, it is a combination of HR and also marketing. Companies use many employer branding models. Employer Branding agency Helps to choose the right cooperation model. And also its effectiveness.

Examples of EB models:

• Backhaus and Tikoo model - this model assumes that the image-building process takes place in three stages. From the creation of the employee value proposition, to the implementation of external marketing of the employer's brand and internal marketing;
• Martin's model - this model assumes attracting talented employees who will be loyal to the company.

Employer branding agency is to select the right tools to build the image of a desirable employer. The key to success is not only to attract employees. It is also about keeping them in the company. According to Antal's research, people employed in: transport, logistics, consulting, BPO, e-commerce, trade or FMCG are the most likely to leave their jobs. Employer branding agency - having such data - is able to use it appropriately.

When were the first EB agencies established?

One searches in vain on the Internet for information about when the first Employer Branding Agency. The concept itself has been known for some time and companies are taking a number of steps to build their brand image. Brand image can be considered important, as can online reviews and opinions on the products in question. In the online space, we have a number of profiles that allow people to review restaurants, hotels and, over time, more and more portals have started to appear that allow people to rate working for a particular employer. Employer branding started to become more and more well-known and, as a result, the return on investment of employer branding also started to be examined.

How can this return be measured? First of all, it is increasing brand awareness among potential recipients, who are job candidates. It's also increased conversion rate, that is, the interests of the candidates. And reduced expenditure on recruiting.

Employer branding agency is engaged in conducting external and internal employer brand awareness activities. Employer branding agency starts with an analysis in order to understand the working environment. The next step is to present the results of this analysis to the commissioning party and then create an appropriate action strategy. Employer Branding agency carries out activities aimed at employees already employed by the company. These include numerous communications in various forms, as well as events including family picnics, team-building trips or training sessions. As part of its external communication, the agency carries out activities on the Internet and also uses referral marketing or media relations to attract potential employees.

Who are the stakeholders of employer branding?

Employer branding agency before building a comprehensive communication strategy, has the task of determining the stakeholder groups. These are the people it is intended to reach. A given communication. According to M.A. Rodriguez and J.E. Ricart, stakeholders can be divided into 3 main groups. These are contractual and contextual stakeholders.

• Substantive stakeholders are employees and owners, i.e. all persons without whom a given company is unable to function.
•  Contract stakeholders are individuals who are associated with the company on the basis of a formal or informal agreement. This group includes all financial institutions, suppliers and customers.
• Context stakeholders include local and regional administration and the media.

All of these stakeholder groups should be relevant to the development communication strategy. When we think about stakeholders within employer branding, the most relevant group seems to be those who can potentially take up a job with an employer. These are the people who, based on a good opinion from friends or read on the Internet, are able to submit a CV. An employer branding agency undertakes outreach activities to reach potential job candidates. In turn, to strengthen the employer's image and gain loyal employees Employer Branding agency recommends the implementation of actions in the framework of internal communication.

What is the main task of an employer branding agency?

Employer branding agency deals with the conduct of internal activities. It is tasked with effectively implementing communications in such a way that they reach employees. As part of its activities employer branding agency carries out internal communication. Nowadays, in a time when we have great access to modern tools, this one is done in multiple ways. Many companies still use mailing as the main source of information about what is happening in the company. It is also a very simple and quick tool to reach as many employees as possible in a short period of time.

Employer Branding agency also recommends other tools that can help reach employees from different generations. One such tool is the traditional newsletter, which these days also takes on interactive forms. These can include modern and simple graphics, as well as short videos of selected company events. Another tool that he recommends Employer Branding agency are internal platforms where messages are posted that are directed only at the employees of a particular company. It is important that communication is multi-tracked.

Many companies are therefore choosing to use social media. To this end, special groups are created on selected social media platforms so as to reach as many employees as possible. It is also important that the employees of a company are able to express themselves on various topics. Employer Branding agency recommends that surveys be created for this purpose.

Internal communication activities are very extensive and tailored to the individual character of the company.

• Employer branding agency selects appropriate communication tools.
• The agency examines the company's employment structure as well as the needs of its employees.
• Creates a communication structure within and outside the group.
• Creates the image of the desired employer.
• Employer branding agency checks that the solutions put in place are effective.

Employer branding agency and internal communication

Employer branding agency has modern tools that enable effective internal communication within the company. This one plays a huge role in the team-building process. Each employer branding agency has a unique methodology to study the effectiveness of internal communication in an entity. In order to carry out effective internal communication, it is essential to carry out a study. What it is like to work in a given company, and what the needs of a given unit are.

On the basis of the research carried out employer branding agency creates an internal communication strategy for the organisation. Good internal communication research requires an appropriate and customised approach. Research can be quantitative and is based on an internal communication survey conducted by a research company. This type of survey is in line with communication audit best practice (internal audit), while the qualitative research is based on interviews with individual employees at various levels. It is important that both people who are lowest in the employee hierarchy and people who manage the teams concerned take part in such a study. Qualitative research is also study visits to a given company, which are aimed at examining the communication needs of an individual. The result of the cooperation is a report that summarizes how internal communication works and what needs to be changed.

Employer branding agency will assist in the selection of appropriate communication tools. Activities are carried out according to the strategy.

How to speak to the younger generation?

Employer Branding agency its task is to examine the needs of the young generation. Generation Z has a different approach to life than its predecessors. First of all, they are individualists. It is also important to extend the scholarization process. And also changes in the transition from education to employment. In addition, the virtualization and smartphoneisation of social communication are important. All this means that the young generation communicates with the environment in a completely different way than their predecessors. While other generations got to know digital technologies, generation Z was born at a time when technology was close to it and it was a daily companion.

The young generation has completely new values than other generations on the market. The situation of young people on the labour market, especially in times of crisis, is very difficult. The young generation chooses companies that are active and known in a certain environment. For generation Z, it is very important that the company in question carries out corporate social responsibility activities. To this end, before taking up a job with a particular employer, they check whether the employer is active in protecting the environment, reducing its carbon footprint and helping socially disadvantaged or poor groups. Employer Branding agency is to build such a communication strategy that the company is seen by potential young employees as an attractive employer with the welfare of future generations at heart.

How to reach the Silver Generation?

Employer Branding agency aims to build a communication strategy to reach all target groups. It is not only Generation Z that is relevant to employers. Due to the different characteristics of the industry, communication to Generation Silver is also needed. In professions that are slowly becoming a thing of the past, a large group of employees are the experienced ones with a trade in hand. Employer branding agency knows how to communicate with people for whom new technologies are not the order of the day. The Silver generation are otherwise mature people. The definition of this generation varies.

Some say that they are seniors. Others, on the other hand, speak of people who are 60 or older, so they are still active in the labor market. The Silver generation uses new technologies more and more often due to the requirements of modern employers.

Employer branding agency recommends the use of more traditional tools to communicate with the 60+ generation. One of these is the publication of special guides in printed form. This one is still very popular among older people. Another, more modern, form is the publication of newsletters in pdf format. The most important thing is not to take a stereotypical approach to this type of communication.

Currently, the Silver Generation is very active. Interestingly, CBOS research on the use of the Internet shows that over 56 percent people aged 55 to 60 actively use the Internet. And in the age group 65-74, it is every third person. On the other hand, every 10 does it in the group of 75 plus. This shows an uptrend. Therefore, it is worth considering using modern tools to communicate with employees of the older generation.

What are the goals of internal communication?

Every company knows that carrying out internal communication is necessary, nevertheless few realise why to actually carry out internal communication. Employer Branding agency at the beginning of his work, he carries out a mini-audit in the company to diagnose the needs of the employees. For what purpose does he do this? In order to put together an appropriate communication strategy. And what are the objectives of internal communication? First and foremost, it is to communicate the products the company has or the services it provides, as well as its plans for the development of the company.

 Internal communication played a huge role, especially during economic perturbations. For example, during the COViD-19 pandemic, it was intended to reassure employees. In addition, internal communication is intended to communicate staff changes or summary data, for example, for a quarter or a year. Another purpose of internal communication is to inspire each other's employees. It is an exchange of knowledge and experience. This can take place during internal training, as well as the popular inspiration meetings. Employer Branding agency also recommends sharing good practices and showing case studies from completed projects. In this way, other people working in the company have the opportunity to see what are good practices and what to avoid. The overriding aim of internal communication is to integrate employees around a shared value and vision of the company, and to motivate them to undertake the goals set. Internal communication builds commitment and increases employee loyalty.

Can an employer branding agency increase employee engagement?

Building engagement is an extremely important issue for entrepreneurs to keep in mind. Before starting internal communication activities employer branding agency will examine what you want to achieve. This will include an audit, but also talking to specific employees. It is important to diversify communication so that different messages go to the management and others to the rank and file employees. For internal communication to be effective, it is important to check that the solutions put in place are the right ones.

It is important to identify short-term and long-term goals. The next step to effective communication is the introduction, at least once a year, of a communication audit. In this way, organizational culture is examined and good communication practices are checked. For internal communication, it is worth using not only proven tools such as mailing or newsletter. Companies also decide to record podcasts or short videos.

As part of internal communication, the company should necessarily inform about all important matters. Much of this focuses on talking about success. Nevertheless, the company's failures are also significant. The last extremely important step is getting to know the needs and expectations of employees. For this purpose, it is necessary to conduct surveys, organize meetings and workshops.

Employer branding agency selects tools based on the company's employment structure. It speaks in a different way to the younger generation than to slightly older people. Stakeholders are another group. External communication needs to use appropriate tools that are tailored to the audience.

The employer branding agency will indicate communication errors

Employer Branding agency is not only to point the right way forward. Its task is also to show what mistakes an organisation makes in working with its employees. The most common of these are lack of communication. This often has to do with overlooking this aspect as unimportant and focusing only on the financial aspects of the whole business. It often happens that an organisation grows very quickly in a short period of time. Managers overlook such an important aspect as internal communication. What is bad about communication is the lack of it in the first place.

Employees must be kept informed about the events in the company, both good and bad. And they also need common integration. This one plays a crucial role. What are the consequences of poorly conducted internal communication? It is primarily a large rotation of employment. Currently, the market is struggling with the lack of hands to work. Selected sources indicate that there are no job candidates in many industries. This is the result of the difficult geopolitical situation and the outflow of workers abroad. It is also a lack of appropriate vocational training.

From the latest data. The Central Statistical Office shows that the unemployment rate registered in June this year was 4.9 percent. against 5.1 percent in May. Unemployment in Poland has been falling continuously since February 2021. Even the crisis did not negatively affect the situation. A poorly conducted communication strategy also translates into a lack of employee involvement, a bad attitude or distrust towards the employer himself.

Why is internal communication so important?

Internal communication should be carried out in an appropriate manner. Employer Branding agency checks what your employees expect. You will communicate in a different language and with different tools to a specific group of employees. Messages addressed to managers and executives should have a completely different tone and character than those dedicated to lower-level employees. Internal communication helps the company to build loyalty among employees.

It should be remembered that people employed in the enterprise are the best brand ambassadors. More and more consumers pay attention to the opinion on the Internet. When looking for a job on their own, they look for information about a given company. They check forums and also ask friends. If a person who works in an enterprise makes such a recommendation, we can be sure that a potential employee will be more likely to apply for a given position than if he receives negative information about the enterprise from his friend.

A well-thought-out internal communication system is not only about the proper flow of information.

It can improve business performance and staff efficiency. If there is a lack of speculation in the company, there is an adequate flow of information - then employees feel secure, motivated and are thus themselves motivated to build and create a positive image of the entrepreneur to the outside world. It is therefore worth thinking about what kind of communication is needed. Employer branding agency will definitely help with this.

Examples of tools used as part of internal communication:

• promoting brand value among employees;
• effective internal online communication;
• CSR activities;
• onboaring.

Employer branding agency - organization of internal events

Employee integration is one of the ways to conduct internal communication. According to the Pracuj.pl survey, 67 percent. employees appreciate integration meetings, 59 percent integration trips, and 48 percent. workshops in the team. After the COVID 19 pandemic, even more people are willing to take part in integration trips. It has to do with the social need to be with another person. During the pandemic, companies were looking for new ways to integrate their employees. For this purpose, online events were organized more and more often. They consisted in employing specialized units that conducted online workshops or games for employees.

Nowadays, the situation has changed and many companies rely either on in-house events or hybrid events. In-house events include not only team-building events. They are also training courses and workshops that are implemented with the aim of integrating employees. During these types of events Employer Branding agency selects tasks in such a way that employees can learn about their own skills.

When is it a good idea to organise workshops for employees? Employer branding agency recommends the following situations:

• when the team leader changes - this is a great opportunity to meet the new boss and integrate together;
• when the team has problems with communication - survival workshops or participation in culinary competitions will help to unite the team and understand each other's needs;
• when creating a new team - building a team from scratch is a huge challenge. Joint integration will help to understand the needs of the other person, learn about their skills and strengths.

What events does the employer branding agency organize?

As part of internal communication employer branding agency recommends a number of measures. At first, these include communications aimed at a wide range of employees, as well as newsletters. Others, on the other hand, rely on online or traditional printed newsletters. The vast majority of companies, however, are moving away from the traditional form because of the ecological approach to managing their business. Employer Branding agency also recommends that companies organise events. Many companies rely on the development of employees not only in the business area, but also in the family field.

As a result, family picnics are held in companies. This is a great opportunity to get to know co-workers and bosses from a private side. Employer Branding agency during family picnics can also analyse the employee's behaviour in such a relaxed situation. Family picnics are generally organised outdoors, in a place that is not associated with work. Employer Branding agency during family picnics provides a range of activities for both adults and children. Many companies also choose to donate gifts. Family picnics very often take place on Children's Day or simply during the summer season. When there is considerably less work and the weather makes it possible to hold such events. After the pandemic period, family picnics have become increasingly popular. This has to do with the fact that many people want to meet in a larger group.

The costs of organizing a picnic depend on a number of factors: place, number of participants, type of attractions or catering.

Employer branding agency versus annual awards and other distinctions

Employer Branding agency also recommends that companies provide additional benefits to employees. One benefit that is welcomed by employees is annual or quarterly awards, as well as recognition for participation in projects and for results. Annual bonuses and awards are additional support for the employee. They usually take the form of cash, although some companies give awards and prizes in the form of vouchers or material gifts. Employer Branding agency recommends that such events take place in intimate venues. Out-of-town hotels work well.

Such events are also organised in the mountains or by the sea in charming guesthouses. Employer Branding agency is to prepare the employer for this type of event. Prizes and awards should be presented in such a way that no employee feels disadvantaged. Some companies therefore also award employee bonuses, which are a separate entity from the prize and award. In practice, course subsidies can also be obtained. The most common awards and prizes are for securing major funding for the company, for acquiring new customers, implementing solutions that speed up work or modern technological solutions. These are also awards for efficiency and overall performance. Employer Branding agency ensures that the event is properly promoted to employees.

The prize may also be:

• integration trip to an interesting place;
• departure voucher for the employee and family;
• co-financing for selected courses and training;
• lunch cards.

External communication – what exactly is it?

The company's external communication can be defined by the way in which the individual conducts dialogue with the environment. Target groups are selected on the basis of appropriate research. There are 3 main types of external communication.

• Operational external communication is based on the fact that it shows how the company operates. This area is mainly related to contractors, suppliers and external agencies.
• Another element is strategic external communication. It is used to achieve better results at a strategic level. How the competition communicates is also checked.
• The last type of communication is publicity communication. It is used in relation to customers and potential employees - in order for the brand's products to gain popularity.

The overall goal of external communication is to improve the company's image as well as to strengthen the brand in the market. In order to build external communication, certain steps should be taken, first of all, communication can never be accidental. The way of talking to recipients should be developed on the basis of market research, as well as the client's profile, competitors' activities and the requirements of the present and potential employees. The key issue is to develop the message and adapt it to the audience. They can be customers, shareholders, and also potential employees. In this type of communication, it is quality, not quantity, that counts. If we are talking about media relations, for example, what matters is the quality of publications, not their number. The EB branding agency recommends setting constant values that guide the brand and adhering to them.

External communication with the employer branding agency

Employer Branding agency will help you ensure the success of your brand through external communication. She will prepare a strategy for you that will help you stand out from other companies at home and abroad. Employer branding primarily targets potential employees, but also contractors. Therefore, the entire communication effort translates into how your brand is perceived in the eyes of the public. An important concept when creating external communication is to define the company's identity.

You should answer the question of who we are and what we do, what kind of workplace we are and what we can give our new employee and who are the people we work with. Activities under Employer Branding consist in creating appropriate messages and determining key messages in the course of determining strategic activities. As part of communication, it is important to distinguish the so-called personas, i.e. people who talk to potential employees. These can be company presidents, directors as well as representatives of the HR department.

The main tools of external communication include activity in social media, publications in the media, and expert comments. Some companies also create a network of their ambassadors, for example at universities, who put the company in the right light. It is important that external communication is matched.

Employer branding agency will mobilise employees and potential employees to develop their skills and passions. A key role of the agency is to examine recruitment indicators, external and internal.

Image campaigns with an employer branding agency

Employer branding agency will also carry out image campaigns for you. To begin with, you need to define the audience you want to reach with your product. We will speak a different language to the younger generation and with completely different and modern tools. Image campaigns are particularly important in conducting comprehensive brand communication. Image campaigns are also part of employer branding. They can be used to reach a defined group. However, it is necessary to know its nature beforehand. Before. Creating an image campaign, it is necessary to establish its objective so that it is measurable and time-bound.

Employer Branding agency recommends image campaigns that are varied and undertaken to build a specific image. Depending on the target group, the scope of the image campaign will be. Various. Many companies opt for recruitment campaigns in order to reach only the best employees in the sourcing process. For this purpose, persuasive methods are used. To show the brand film in the best possible light. Recruitment campaigns show the advantages of working at a particular feel and influence the emotions of the audience. They are designed to encourage potential candidates. To apply for a particular position. Campaigns can convey the company's image and the characteristics of its current employees, but they can also highlight the company's position in the market. Some focus on presenting a pleasant working atmosphere and emphasise the importance of teamwork. Still others choose to highlight the non-wage benefits the company offers.

• Employer branding agency helps realise each of the three types of communication.
• It is important that the communication is multi-track, content and personalized.

Does the EB agency handle social media?

An important part of an individual's external communication is the running of social media. Why? Because almost half of the world's population uses social media sites. The average user spends more than 2 hours a day on social media. Interestingly, visual content is 40 times more likely to be shared on social media than traditional content. Almost 9 in 10 brands use more than one social media channel. These are figures from a variety of sources that show the popularity of social media. Employer Branding agency recommends that any company looking to recruit young, ambitious and resourceful employees should run their channels and target their communications specifically to these individuals.

As part of social media, Facebook can be distinguished. Communication on Facebook should be modern and encourage people to click on a given post. Another medium that is relevant is Instagram. It contains lifestyle content. LinkedIn, in turn, is considered a business portal that shows the power of your company and why it stands out among competitors. How to measure whether what we do in social media is a good direction? First of all, we should feel the increase in the number of qualitative job applicants. Another element is significant cost optimization. Your offer should stand out from the competition, and thanks to appropriate social media management, you should see an increase in positive online mentions of the brand in its segment.

Popular platforms:

• Facebook;
• Instagram;
• Tik Tok;
• LinkedIn.

The employer branding agency creates PR for the employer's brand

Employer Branding agency is to build the employer brand. This concept is very broad. The employer brand should be strong and should be built in the eyes of both employees and potential employees. The use of pujar is important in order to build the employer brand. This is because the combination of multiple tools makes it possible to reach a wider audience. What does it mean for an employer brand to be strong? It is first and foremost the satisfaction of the employees who are employed by the company. They are the best ambassadors.

Brand reviews play a key role in the recruitment process. Employer branding is also about creating job advertisements in the right way. These should, above all, be clear. Today's employees are very aware and require companies to provide a detailed job description, as well as salary ranges. Specific requirements for the future job candidate are also important. Employer branding agency is based on the right tools. One of these is the website. This one should be properly optimised. The next step is to have an image strategy. Employer Branding agency recommends the successive building of an employer brand, which in this case is mainly based on employee opinions. For these to be positive, it is important to understand that employees are the most valuable asset.

Employer branding agency will ensure the right results. It will give your company the right image on the Internet.

Can an EB agency help with an image crisis?

Facing an image crisis, employer branding agency plays a key role in rebuilding trust in the brand. Through precisely planned employer branding activities, the company can effectively communicate its values and commitment to problem-solving, which has a positive impact on how it is perceived by employees and candidates. Working with the employer branding agency enables the development of a communication strategy that emphasises the authenticity and transparency of the company's activities, minimising the negative effects of the crisis. With this, EB agency becomes a tool not only to attract talent, but also to enhance the organisation's reputation in difficult moments.

How does an employer branding agency tailor strategies to the industry?

Each industry is characterised by unique challenges and expectations, so employer branding agency must tailor its activities precisely to the specific characteristics of the sector. Through an in-depth analysis of the market and the needs of potential employees, employer branding agency creates personalised campaigns that resonate with the target audience. For example, in the technology sector, it may be key to highlight innovation and growth opportunities, while in the service industry it may be key to highlight job stability and a friendly working atmosphere. This strategic approach makes employer branding campaigns are more effective and attract the right candidates, strengthening the company's position in the labour market.

How to measure the success of employer branding activities?

Evaluation of effectiveness employer branding activities is key to optimising the strategy and achieving the intended objectives. Employer branding agency uses a variety of tools such as employee satisfaction surveys, retention rates or social media opinion analysis to monitor progress. Regular surveys allow areas for improvement to be identified and actions to be adapted to meet changing market needs. Collaboration with the employer branding agency provides access to experts who can interpret the data collected and implement effective solutions, which translates into real benefits for the organisation.

Summary

Employer Branding agency has the task of creating a brand image. The term employer branding itself comes from the English language. And the term was first used in 1990. According to the assumptions of employer branding, it is the sum of the functional, economic and psychological benefits of being employed by a given company. It is not entirely known when the first Employer Branding Agency? Nowadays, many such companies combine different competences. They are referred to as 360 ° agencies. Within employer branding, brand image can be distinguished, as well as brand identity. Employer branding agency determines the stakeholders it reaches with its messages. The first step in building the right communication and ultimately creating a strategy is to verify the needs of the company in question.

The next step is to find out what rules are in place in the unit and what needs to be changed. Employer Branding agency He also talks to employees and conducts individual interviews to find out what can be improved in the company's structures. Employer Branding agency carries out internal and external activities. The former are aimed at the company's employees as part of internal communication; announcements are made, podcasts are created and videos are recorded. External communication includes a range of social media and traditional media activities. The overall image of the company is therefore built up.

Employer Branding agency is of paramount importance, as it helps to build a comprehensive corporate image and become a desirable entity on the market. In addition, it communicatively positions the brand by creating original creations.