How can you measure the success of your employer branding?

ASK is the best way to understand where you team members are - challenges, opportunities, what they love, etc. I typically use a quantitative and qualitative approach via surveys and in-person focus groups or workshops. Using both helps you track over time, but also get to the crux of what your organization and teams tick. This can help target your communication, branding and recruiting efforts to things that are unique to you and your organzation.

The best way to measure this is with eNPS (Employee Net Promoter Score). Employees are asked how likely they are to recommend their workplace to others on a 0-10 scale. - 9-10 are "Promoters" (highly satisfied) - 7-8 are "Passives" (satisfied but unenthusiastic) - 0-6 are "Detractors" (dissatisfied) eNPS is calculated by subtracting the percentage of Detractors from Promoters. There are quite a few tools out there that can help you track eNPS across the organization!

In my point of view, Employee satisfaction is the most important indicator of employer branding because unsatisfied employees can't satisfy anyone. I mean, no one, his/her Employer, customers/consumers/clients even family and friends. It'll hamper the employer branding.

Gauging employer branding success is like a health check for any company. Look at employee happiness, retention, and the caliber of job applicants. It's also about how fast and cost-effectively you hire. Plus, online presence, employee referrals, reviews, and awards all show how your brand is doing. It's like the pulse of your organization. And don't forget, diversity, and how it affects your business performance, is the heartbeat.

A little bit of hospitality goes a long way! Even if the company does not reach out to candidates to review the application process, just behaving as if there would be a review is enough to adapt your behavior to what is considered people-centric.

I would like to add a metric called "Ease of life for Recruiters". If done right, employer branding can make life easier for Recruiters with the below: 1. Having an organizational info cheat sheet which helps in enriching conversations with candidates. 2. Having an info repository to coach hiring managers to position the organization better to candidates. 3. Increase in interview acceptance. 4. Increase in offer acceptance. And 5. Reduction is post offer drop out.

A true feedback from employees are how they behave in an employee demand job market. Employees of present time are smart, there's no other way around it. Most of the companies uses questioner to get the feedback, which is of no use and not a true expression of an employee. Celebrations, Gatherings and Team Outs are not considered as compensation, recognition or reward by the employees. Fair Time, Fair Market Pay, Non Toxic Culture, Career Growth and Goal / Cause Driven Companies do well in the job market with Low Employee Attrition. Hierarchy and Fear Driven employeers will lose their best best employees in employee demand job market.