Employer Branding Consultants

Recruitment is a two-way street. Candidates need to make a good impression, but businesses also need to play their part in highlighting what makes them such a great place of employment. That’s where employer branding consultancy comes in.

Helping You Stand Out To Candidates

Importance of Employer Brand

96% of companies believe employer brand and reputation can positively or negatively impact revenue, but less than half actively monitor that impact. When you’re looking to hire the best marketers in the business, you need an image as an employer that they won’t be able to resist.

Your employer brand is also impacted by what other people are saying about your business. 86% of job seekers read company reviews to decide whether or not they will apply for a job, so if you’ve got a multitude of disgruntled employee reviews, the majority of prospective applicants will pass on your open role.

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Benefits Of A Strong Employer Brand

It’s never been easier to start a business. Which also means that it’s never been harder to show candidates that you’re the best option as a potential employer.

The good news? The benefits of investing in your employer brand are well worth the effort.

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Reduced attrition and hiring costs.
Reduced time to hire.
Attract better quality candidates and increase the volume of these candidates.
Be the employer of choice against your competitors.
Boost employee morale and build a healthy culture.
Increased marketing collateral and content.

The Process

Employer Brand Benchmarking

Step One

We look at all aspects of employer branding, marketing and employee engagement. We analyse your scores, comments and activity across sites such as glassdoor, indeed and any other presence you have online. We listen to what is being said about your organisation across major social channels alongside traditional and digital publications.

We then create a report which will detail how your organisation measures up against these competitors. This report will identify where you outperform other businesses and highlight where you’re falling behind and what you can do to improve this, including process suggestions.

Expectations & Experience

Step Two

We will review any published research from professional bodies, internal/external recruitment data, media, and opinion pieces on recruitment within your sector. We’ll conduct interviews and review any engagement or employee satisfaction surveys, people strategies, value documents as well as any current recruitment marketing material. We will create an internal perception survey for your team to complete.

We’ll use this data to help us in the next stage, but we will also analyse and report on these findings for your reference.

Defining Your Employer Brand Proposition

Step Three

We will use the data from previous stages coupled with our expertise to define your employer value proposition. Your employer personality, employer proposition pillars, theme mapping against employment groups, your employer proposition in a paragraph. Your employer personality, employer proposition pillars, theme mapping against employment groups, your employer proposition in a paragraph.

Developing Meaningful Employer Marketing

Step Four

We will use all research and data, alongside your employer value proposition to develop creative and meaningful marketing collateral. The initial creative development will see us agree on a look, feel and route forward. This will act as a framework for all future creative employment branding campaigns.

Like What You See? Ready To Take Your Employer Brand To The Next Level?

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