Building an Employer Branding Strategy in an Uncertain Environment
The shifting landscape of geopolitical and economic uncertainty is the new norm. How can talent and branding leaders build a strategy that is agile enough to withstand uncertainty?
Introduction
In today’s volatile job market flooded with “bot applicants,” it is ever more critical for organizations to focus on candidate quality versus quantity. A change-proof employer brand and talent attraction strategy can help organizations stay focused on delivering top talent to fuel business growth.
A strong employer branding strategy helps with the alignment of core beliefs and values between candidates, employees, and the organization. But without the right strategy in place, even the best culture can get lost in the noise – causing misalignment and lower candidate quality.
Here is a step-by-step guide to creating an agile results-driven employer branding strategy — based on Cliquify’s Employer Branding Maturity Model.
What Is an Employer Branding Strategy?
An employer branding strategy is your roadmap for how you position your company to current and future employees. It helps you define your identity, differentiate your company in a crowded market, and connect with candidates on a deeper level so that you can separate the “bot applicants” from those who are aligned with your culture.
With a strong employer branding strategy, you can:
Attract top talent aligned with your values – quality over quantityIncrease retention and employee engagement Reduce time-to-hire and cost-per-hire by 50%+
Keyword tip: Think of your employer brand as your reputation as an employer. The strategy is what ensures it’s intentional, consistent, and measurable.
Step 1: Define Your Employee Value Proposition (EVP)
Your EVP is the cornerstone of your employer branding strategy. It answers the question:
**Why should someone want to work here, beyond just a paycheck?
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How can talent and branding leaders build a strategy that is agile enough to withstand uncertainty?