Attract the Best Talent! Three Ways to Create your Unique Employer Brand

Did you know 75% of job seekers consider an employers’ value proposition before they decide to apply for a role?

More simply put, three out of every four candidates take a keen look at your company brand, values, and culture before they seriously contemplate working for you. That’s why it’s imperative for companies to skillfully market their unique value to attract and retain top talent.

Here are three proven strategies on how to do that successfully:

1. Employees ARE Your Brand Ambassadors

From front-line workers to c-suite executives, the people who genuinely know what makes your company a great place to work are the most valuable human resources to tap for being brand ambassadors.

We suggest establishing a network of employees who represent each division and function. Your Chief People Officer and talent management teams can map out a strategic program to advocate your unique characteristics. LinkedIn reports, “companies with a successful employee advocacy program are 58% more likely to attract and 20% more likely to retain top talent. They can attribute specific hires to their advocacy program—in some cases, hundreds of them.”

One of the best tools to share your employee’s experiences is via social media. In collaboration with your communications and marketing experts, empower your people to share good company news, business development feats, and thought leadership pieces on LinkedIn and your business blog. These channels have a global reach, enabling you to measure reactions and impact.

Many organizations spend thousands on advertising on YouTube, Facebook, or other sites for branding purposes. Consider how much more cost-effective it could be to develop website videos of your employees talking about the fantastic projects they are working on or incredible experiences they have when working with your clients.

Whether virtual or in-person, industry events, excellent opportunities for your employees to share authentic impressions about the rewarding and meaningful work they do. Providing and encouraging professional development to the team is another avenue for Branding. The Talent Acquisition team can host internal events that are ideal for spots authentic and relatable advocacy to occur in a way that doesn’t sound like they are simply patting themselves, or the business, on the back.

2. Culture Counts – Share It!

Candidates are yearning for organizations with robust, dynamic, and strong corporate cultures. Research shows 47% of job seekers cite a company’s culture as ‘their driving reason’ when looking for work. The same study found 91% of managers in the U.S. say a candidate’s alignment with the company culture is equal to or more important than skills and experience. Your organization must tell compelling stories about your culture.

As noted by HR Daily Advisor, with culture stories, “people will be able to connect with your brand on a deep level. Internally, you will be able to recruit willing brand activists who knowingly protect, nurture, and increase your employee experience and the culture that fuels it. Externally, candidates will be able to feel what it’s like to work at your company.”

Look deep, far, and wide within your organization to find the most powerful stories that articulate your culture on a personal level. Like a movie or book, these stories will move to prompt them to want to work for you.

Ultimately, showcasing the values that define your organization, communicating real-life examples of employees’ pride in their work and workplace, and demonstrating the dynamism of your culture will shape what your employer brand is and truly differentiate your company. Share your employer brand stories with candidates, and your potential to attract and retain the best and brightest will be brimming.

3. Use Data to Emphasize Your Story

While your brand ambassadors are honest and transparent, you can’t always manage what employees, candidates, or customers say. Nor should you. With the litany of analytic tools at your fingertips, there is rich data to collect, analyze and then share to highlight positive attributes about your employer brand in various mediums.

According to the Harvard Business Review, when workers feel a strong sense of belonging, there is a “56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days.” When you have solid numbers in these areas to share, spread the word.

Press releases are an excellent tool for disseminating positive data like this. They can frequently lead to media reaching out to you and as a result, instead of looking like you’re promoting, just let the numbers do the talking. You can also illuminate the figures on your website. Or put them together for an infographic on Instagram.

Employer brand is also reflected in what customers and candidates say about you online. So do some ‘social listening.” If your Google and GlassDoor reviews are strong, that speaks volumes about the customer experience and needs to be communicated broadly and strategically. By monitoring feedback and discovering positive trends, you can leverage this data to bolster your company’s reputation, which will catch the eye of candidates.

Review the traffic on your careers page regularly. See what candidates say about their experience applying and working with your recruiting partner. At TRANSEARCH, we follow up with everyone who goes through our interview process, whether they are selected to move forward or not. We go out of our way to provide constructive feedback when warranted. We find it impacts candidates’ impressions of an employer, even when they don’t land the job. When job seekers are treated right, they are far more likely to speak highly about your organization, which can boost your employer brand.

Finally, be innovative. Try fresh approaches. Ask your high performers to participate.

Overcoming Challenges In The Search For Top Talent at Your Life Science Firm

Recruiting top talent in the life science industry is daunting, especially when the demand for skilled professionals outweighs supply. As a hiring manager or HR representative, you constantly face the challenge of attracting highly qualified…

Getting Started with Onboarding: Preparing For Successful Integration and Retention Of Your New Team Members

As a business leader, you know that hiring a new employee is time-consuming and expensive. That’s why it’s crucial to have an effective onboarding program in place that can help integrate new hires quickly and seamlessly into your company culture.

Navigating Leadership Development and Executive Recruitment: Expert Insights Revealed

Understanding current challenges and effective strategies is crucial in the ever-changing realms of leadership development and executive recruitment. We’ve collected valuable insights from…

Creating a Thriving Work Environment Post Leadership Change: How to Empower and Engage Your Team

Creating an environment where team members are engaged requires more effort than hiring competent staff or setting business targets. As a leader, you are responsible for…

Stacking the Deck: Strategies for Retaining Great Leaders Within Your PE or VC Company

As the competition for top talent in Private Equity and Venture Capital increases, developing strategies to retain great leaders within your firm becomes more critical than ever.

Cultural Fit

How to Ensure a New Leader is an Excellent Cultural Fit for Your Company

Hiring a new leader is a big decision for any company. You need someone who can do the job and fits in with your company culture. The right…


How Can I Assess a Leader’s Ability to Lead Change Initiatives & Drive Business Transformation?

Leading change initiatives can be challenging, especially if the leader lacks the necessary skills and expertise. As a result, organizations need to assess their leaders’ abilities to lead change initiatives and drive business transformation.

How Will Bringing in a New Leader Affect Our Current Workforce Morale and Dynamics?

The workforce morale and dynamics are susceptible to any kind of change, whether it is an internal change, such as a new office, new benefits, or lay-offs, or external changes, such as the effect of the world’s market. One mobilizing internal change is the arrival of new leadership…

What to Consider Before You Start Looking For An Industrial Leader

Industrial leaders can be an outstanding asset to your company as you work together to find innovative solutions and approaches to stay at the top of your game. To make a better sense of who is the perfect fit to be an effective industrial leader for your company, the first aspect to consider is your company’s need…

How to Successfully Manage Change in Leadership Philosophies and Methods

Bringing on new leadership can be an exciting and challenging time for an organization. The new leader can shake up the existing processes and bring fresh perspectives and new ideas. It can also disrupt the status quo that existing staff or executives have become accustomed to.