Employer branding is not just recruitment campaigns. It is the way in which a company is perceived by candidates, employees and the market. We help you assess what the organization really says about you — in advertisements, reviews, internal communications, social media and the daily experience of employees.
It’s not about pretty recruitment slogans. It’s about a consistent image of the company that candidates and employees see in communication, the recruitment process, and daily cooperation.
Employer branding is the way a company builds and communicates its image as an employer. It includes communication to candidates, employee experience, the recruitment process, organizational culture, and activities that strengthen engagement.
The strategy is needed when the company is having difficulties recruiting candidates, there is high turnover, there is inconsistent HR communication, there are poor opinions in the labor market, or the company wants to consciously build its position as an attractive employer.
Well-designed employer branding helps to show why it is worth working at a given company. It facilitates reaching out to the right candidates, strengthens trust, and shortens the distance between the organization and the individuals who are considering applying.
No. Employer branding also applies to current employees. They are the company’s most important ambassadors, and their experiences influence the reputation of the employer and the decisions of external stakeholders.
It is possible to analyze the number and quality of applications, turnover, employee engagement, company reviews, the effectiveness of recruitment channels, the brand recognition of the employer, and the feedback from candidates and teams.
The cost depends on the size of the company, the number of recruitments and the scope of work: the audit of the employer’s brand, strategy or ongoing support. After a brief discussion, we prepare a free quote with options to choose from.
From the audit of the employer brand: conversations with employees and candidates, analysis of reviews on employer websites, review of job postings and the recruitment process. Without a diagnosis, any campaign is guesswork.
Yes. Manufacturing and industrial companies are one of the groups we work with most often, alongside technology, retail, and B2B service companies. We are familiar with the problems of recruiting physical workers, shift work, and competition for people in one region.
Yes. We establish the rules of response, prepare templates, and train people who respond on the websites about employers. Posting negative reviews is not a strategy — a factual, calm response works better.
