Como criar uma Employer Brand poderosa?

To build a strong employer brand, start by defining your company’s values, mission, and unique culture. Communicate these clearly through your website, social media, and job postings. Foster employee engagement by creating a positive workplace culture that encourages growth, inclusivity, and recognition. Encourage employees to share their experiences and use testimonials to showcase their satisfaction. Offer competitive benefits, career development opportunities, and be authentic in your messaging. Lastly, focus on candidate experience throughout the recruitment process.

Your EVP defined what you offer to employees and helps employer branding (internally and externally). So it’s important to define it well. A great EVP should be credible, authentic, and distinguish the company’s unique selling points. It must genuinely reflect the experience of staff, so get their perspective. Testimonials can help evidence the authenticity of your EVP. Do focus groups and surveys to gauge staff perceptions of the company’s strengths and weaknesses. Ensure you EVP aligns with company values. Look at best practices in your industry and make improvements, where applicable. Sometimes benefits and rewards offered are no well communicated, so before you broadcast these externally, make sure they’re well signposted for staff.

Start by clearly defining your company’s mission and unique value propositions that differentiate you from competitors. Gather authentic feedback from current employees through surveys and interviews to highlight strengths and areas for improvement. Use this information to craft compelling storytelling in your marketing materials, social media, and recruitment campaigns. Showcase employee success stories, career progression opportunities, and inclusive workplace practices. Engage in community outreach and sustainability initiatives to align with social values. Regularly update your brand messaging to reflect ongoing developments, ensuring it resonates with potential candidates and fosters pride among existing employees.

Clearly articulate these elements in all communications. Share authentic stories and testimonials from current employees to provide genuine insights into the work environment. Leverage social media and careers pages to showcase workplace culture and success stories. Ensure the recruitment process reflects your brand by delivering a positive candidate experience and maintaining transparency. Offer development opportunities, illustrating a commitment to employee growth. Engage employees as brand ambassadors, encouraging them to share their experiences. Regularly gather feedback to refine and strengthen your brand, ensuring it remains relevant and attractive.

Be honest! Using tools such as appreciative inquiry, find out actually what is good about your employee experience. Find out also the elements that are easiest and most impactful to change. Start here. Communicate the honest good bits, even some of the and we want to better bits. Not with an aspirational world salad, fluffed up with AI.

Empower employees by giving them a voice and listening to their input. Celebrate their experiences to shape your brand narrative and create an inspiring employee experience. Get their input and turn employee ideas into reality. Employees offer a unique perspective to help shape and communicate your company's story and offer a unique perspective to help shape the narrative. There is no better endorsement than the recommendation of an employee who works for the company or uses the product. Make those voices a consistent thread in everything you do as part.

I love this advice. Simple to understand, perhaps harder to do, because for most employers, inviting employees in is somewhat revolutionary. When it is done well and consistently, it is an absolute Employee Engagement and productivity game-changer and even a competitive advantage. Thank you for sharing your perspective!

This is by far one of the most important elements to creating a compelling employer brand. Policies and behaviour make the culture. People drive the behaviour. All these form a connected experience. According to a study by SHRM, turnover is about 20% in the US. At an average cost of at least $4K for each new hire, depending on the role, filling positions can be expensive. So dedicate more effort to ensuring the employee experience is aligned with the message marketed to candidates. Your employer brand should start with the employee experience. On feedback mechanisms, one point to add is to ensure two-way feedback is timely & that there's action arising from feedback.

There is often a significant disconnect between what an employees sees and what they experience at work. The promise has to match the experience. This means adding substance to the claims you make. For example, saying you’re an employer that cares about wellbeing must be backed up with tangible support. Benefits and tools that help people navigate life, policies that prioritise individual wellbeing and adequate rewards, recognition and autonomy.

As noted in the first answer. Your employee brand should not be drastically different to your employee experience. If you don’t want to communicate any of your employee experience, here’s a hint, you’re not ready to invest money and resources in “branding”. Of course, there are improvements to be made. Use systems thinking, involve the whole system in how to make changes. Changing employee experience means redesigning systems, tools, goals and skills people. It’s more than an internal comms push.

The success of your employer branding efforts largely depends on your employee experience. You could paint a really good picture of working at your organization and your employees may communicate a different reality. This disconnection between the external employer image and the internal experience of the employees is crucial to balance for a sustainable employer brand.

Authenticity is so important with employer branding - it's never been more important to 'walk the talk' and ensure that peoples' lived experiences of working in an organisation does actually match up to the employer brand you project. The kind of transparency that now exists (through sites like Glassdoor) means everyone can get information about what the employee experience is like. So, a lack of alignment will quickly be found out.

When it comes to monitoring your employer brand, it helps to "triangulate". What signals are common across difference sources? Internal sources include new hires, employees, ERGs, leavers, and advocacy tools. External sources include candidates, recruiters, alumni, and websites like Glassdoor and tools like LinkedIn. Stakeholder sources include partners, customers, etc.

Part of the experience is now driven by technology. So ensure you review the Talent and HR tech stack to help you scale, automate, track, report and deliver a better experience for both your employees and candidates.

A sustainable employer brand largely depends on a positive company culture. Making sure that there's an alignment between everything your Employer brand stands for and is reflected in your company culture is crucial.

Creating a standout employer brand involves defining what sets your organization apart, consistently sharing this message across channels, and tailoring it to resonate with your ideal candidates. Incorporate authentic testimonials and experiences from current employees to build credibility. Showcase your company culture, highlight growth opportunities, and communicate competitive compensation. Emphasize social responsibility, maintain transparency in recruitment, and encourage employee advocacy. Regularly review and adjust your approach based on feedback and industry trends. By prioritizing these elements, you craft a human-centric employer brand that resonates with top talent.

The key is to understand that brand alignment and employer branding are intertwined. - Organizations aim to create a robust market image, and the essential elements for an effective employer branding initiative are derived from this image. For example, if a business prioritizes customer care, it should extend the same priority to its employees, enabling them to provide exceptional service. - Assess the current state of the organization's existing employer brand. - Develop a distinctive Employee Value Proposition (EVP) rooted in the company's brand values. - Train and encourage leaders to actively participate. - Refine communication strategies. - Implement recognition and rewards programs. - Continuously monitor and make improvements.