Building a Standout Employer Brand:
Strategies for HR Teams

In today’s competitive job market, attracting and retaining top talent is more challenging than ever. One of the most powerful tools at an organization’s disposal for achieving this goal is a strong employer brand. Employer branding is not just about marketing job openings; it’s about shaping perceptions of the organization as an employer of choice. In this blog, we’ll explore the importance of employer branding for HR professionals and provide practical strategies for building and managing a strong employer brand that attracts, engages and retains top talent.

Understanding Employer Brand: The Foundation for Attracting Top Talent

Employer brand is the image and reputation of an organization as an employer. It encompasses how current employees, prospective candidates and external stakeholders perceive the organization’s culture, values and employee experiences. A strong employer brand sets the organization apart from competitors, attracts top talent and fosters a positive work environment.

Your employer brand creates a compelling narrative that showcases the organization’s best features. Let’s dive in!

The Power of Employer Branding: Attracting and Retaining Top Talent

  • Attracting Top Talent — Candidates are more likely to apply for positions at organizations with a positive employer brand, reducing recruitment costs and time-to-hire.
  • Engaging Employees — Employee engagement and retention increase when there is a strong employer brand by creating a sense of pride and belonging among employees.
  • Building a Positive Reputation — A strong employer brand can enhance the organization’s reputation in the marketplace, making it an employer of choice for top talent.

A strong employer brand can enhance the organization’s reputation and credibility in the marketplace, making it an employer of choice for top talent. This, in turn, can drive business growth and success, as organizations with strong employer brands are better positioned to attract customers, investors and partners.

Assessing Your Employer Brand: Uncover Areas for Improvement

Before you can improve your employer brand, you need to understand where you stand. HR professionals can assess their organization’s employer brand by gathering feedback from current employees, job candidates and external stakeholders. This feedback can be collected through surveys, focus groups, interviews and online reviews.

Hiring skilled companies like Brandon Hall Group™ to conduct your employee surveys will ensure that you are gathering the right information and know how to implement the data-driven and purposeful changes you are looking for.

Benchmarking against competitors and industry leaders is also essential for understanding where the organization stands in terms of employer brand perception. This can help HR professionals identify strengths and weaknesses in the employer brand and develop strategies for improvement.

Crafting a Compelling Employer Value Proposition (EVP)

Building a strong employer brand requires a strategic approach that aligns with the organization’s values, culture, and business objectives. HR professionals can enhance the employer brand by:

  • Defining the Employer Value Proposition (EVP) — The EVP communicates what sets the organization apart as an employer of choice and why candidates should choose to work there.
  • Creating Compelling Employer Brand Messaging and Storytelling — Use storytelling to bring the organization’s culture and values to life and attract top talent who share those values.
  • Leveraging Employee Advocacy and Ambassador Programs — Encourage employees to become brand ambassadors and share their positive experiences with others, both online and offline.
  • Aligning Recruitment, Onboarding and Employee Engagement Initiatives with the Employer Brand — Ensure that all touchpoints of the employee lifecycle reflect the organization’s values and culture, from the recruitment process to onboarding and beyond.

Leveraging Social Media to Boost Your Employer Brand

Technology and social media play a crucial role in shaping and promoting the employer brand. By devoting time and expertise to building a strong social media presence, companies can translate their values via the content they produce to attract top talent. HR professionals can use a variety of tools and platforms to build and manage the employer brand online, including:

  • Company Career Websites — Use the organization’s career website to showcase the employer brand, culture and values, and provide information about job opportunities and employee benefits.
  • Social Media Channels — Use social media platforms such as LinkedIn, X/Twitter and Instagram to share content that highlights the organization’s culture, values and employee experiences. Longer-form videos, used almost like Google, have found a lot of success on platforms like YouTube and TikTok.
  • Employer Review Sites — Monitor and respond to reviews on employer review sites such as Glassdoor and Indeed to manage the organization’s reputation as an employer.
  • Employee Advocacy Platforms — Encourage employees to share content about the organization on social media and other online platforms using employee advocacy platforms such as Hootsuite Amplify or LinkedIn Elevate.

Employer Branding Success Stories: Best Practices to Follow

To illustrate the effectiveness of employer branding, let’s take a look at some best practices of successful organizations:

  • Employer Brand Storytelling — Starbucks effectively uses storytelling to showcase its company culture and values, highlighting the opportunities for career growth and development available to employees.
  • Employee Advocacy and Ambassador Programs — Google encourages its employees to share their experiences on social media through its #MyGoogleStory campaign, which has helped to enhance the organization’s employer brand and attract top talent.
  • Positive Candidate and Employee Experience — Southwest Airlines is known for its exceptional candidate and employee experience, which has helped to strengthen its employer brand and position it as an employer of choice in the airline industry.

Based on our research, Brandon Hall Group™ recommends the following five strategies to help build a compelling EVP:

  • Use Design Thinking to understand what employees want.
  • Focus on future-readiness.
  • Incentivize employee growth.
  • Ensure your EVP is aligned with organizational values.
  • Create an environment of success and celebrate it.

Overcoming Employer Branding Challenges with the Right Approach

While building and managing an employer brand can be rewarding, it’s not without its challenges. HR professionals may encounter obstacles such as limited resources and budget constraints, internal resistance or lack of buy-in from leadership, and negative online reviews or reputation issues. However, with the right strategies and support, these challenges can be overcome.

To overcome limited resources and budget constraints, HR professionals can prioritize employer branding initiatives that have the greatest impact and provide a clear return on investment. To address internal resistance or lack of buy-in from leadership, try educating senior leaders about the importance of employer branding and the benefits it can bring to the organization.

Lastly, to mitigate negative online reviews or reputation issues, you can actively monitor and manage the organization’s online reputation, address any issues or concerns raised by employees or candidates, and focus on building a positive employer brand over time.

Measuring the Impact: Evaluating Your Employer Branding Efforts

Measuring the impact of employer branding initiatives is essential for evaluating their effectiveness and making data-driven decisions for continuous improvement. HR professionals can measure the impact of employer branding by:

  • Tracking Employer Brand Perception — Conduct surveys and focus groups to assess how employees and candidates perceive the organization’s employer brand. Not sure where to get started? Brandon Hall Group™ can help with this!
  • Monitoring Candidate Engagement — Track metrics such as application rates, offer acceptance rates and candidate satisfaction scores to assess the effectiveness of employer branding efforts in attracting and engaging top talent.
  • Measuring Employee Satisfaction and Retention — Track metrics such as employee satisfaction scores, turnover rates, and retention rates to assess the impact of employer branding efforts on employee engagement and retention.

Showcase your organization’s excellence in employer branding through the Brandon Hall Group™ Excellence Awards, Employee Voice Edition. This program offers an “Excellence in Employer Brand” category that recognizes employers that create a compelling workplace identity. Winning validates your impactful employer branding strategies, as evaluated by industry experts. Submit your entry at for well-deserved recognition.

Final Thoughts: Building a Powerful Employer Brand for Success

Building a strong employer brand is essential for attracting, engaging and retaining top talent in today’s competitive job market. By understanding the importance of employer branding, assessing your organization’s current employer brand, and implementing strategies to build and enhance the employer brand, HR professionals can create a positive work environment that attracts top talent and fosters employee engagement and retention.

Ready to build a strong employer brand for your organization? Explore our resources on to learn more about employer branding and how to attract, engage and retain top talent in today’s competitive job market. Contact us today to get started on your journey toward building a positive employer brand that sets your organization apart as an employer of choice.

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David Forry



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David Forry

David Forry is a Senior Vice President at Brandon Hall Group, with a rich background in Human Capital Management since 2010. During his seven years with the company, he has been instrumental in shaping sales and marketing strategies, driving growth, and nurturing key client relationships. Based in Boca Raton, David finds his greatest fulfillment in family life, residing happily with his wife and three daughters. He is known for his dedication to excellence, innovative thinking, and passion for empowering organizations in the ever-evolving landscape of Human Capital Management.

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