Attracting top talent isn’t just about competitive salaries or flashy perks—it’s about building a company that people are excited to work for. Today’s job seekers are empowered with information more than ever, researching companies on platforms like Glassdoor and LinkedIn before even considering an application. In fact, 86% of job seekers research company reviews and ratings before deciding where to apply (Glassdoor, 2023). If you’re not actively managing your employer brand, you’re leaving your reputation—and your ability to attract top-tier candidates—to chance.
A strong employer brand helps you stand out in a crowded job market, attracts high-caliber candidates, and reduces hiring costs. According to LinkedIn, companies with a strong employer brand see a 50% reduction in hiring costs and a 28% decrease in employee turnover. So, how do you build an employer brand that makes top talent eager to join your team? This checklist walks you through the essential steps.
Employer Branding Checklist
1. Define Your Employer Value Proposition (EVP)
Your EVP is the foundation of your employer brand—it answers the question: Why should someone work here instead of somewhere else? It should be a compelling mix of your company’s mission, culture, and unique benefits.
🔹 Action Steps:
- Identify your company’s core values and what makes it unique.
- Gather feedback from employees—why did they choose your company, and why do they stay?
- Craft a clear, authentic EVP that highlights your strengths.
💡 Example: Google’s EVP focuses on innovation, flexibility, and professional growth. They emphasize a culture where employees can be creative and thrive, making them a top employer worldwide.
2. Showcase Your Culture on Social Media
Your employer brand isn’t just what you say—it’s what people see. Social media is a powerful tool for showing off your company culture, highlighting employee success stories, and engaging with potential candidates.
🔹 Action Steps:
- Regularly post behind-the-scenes content on LinkedIn, Instagram, and YouTube.
- Feature employee testimonials and “day in the life” videos to make your workplace feel tangible.
- Encourage employees to share their experiences—job seekers trust employee voices 3x more than company messaging (Edelman Trust Barometer).
3. Create a Seamless Candidate Experience
First impressions matter. If your hiring process is slow, disorganized, or impersonal, top talent will move on, and quickly. In fact, 60% of candidates abandon applications due to lengthy or complex processes (CareerBuilder).
🔹 Action Steps:
- Make job applications mobile-friendly, speedy, and easy to complete.
- Communicate clearly with candidates at every stage of the hiring process.
- Use TalentAlly’s job board to connect with a diverse pool of candidates and streamline hiring.
4. Invest in Employee Development
Employees don’t just want a job—they want a future. 94% of employees say they would stay at a company longer if it invested in their learning and development (LinkedIn Workplace Learning Report).
🔹 Action Steps:
- Offer training programs, mentorship, and career growth opportunities.
- Highlight these initiatives in job postings and at TalentAlly’s career fairs.
- Celebrate employee promotions and career milestones on social media.
5. Build a Strong Diversity & Inclusion Strategy
A diverse workforce is a smart business advantage. Companies with diverse leadership teams outperform their less diverse peers by 35% (McKinsey & Co.).
🔹 Action Steps:
- Implement hiring policies that expand your applicant pool.
- Use TalentAlly’s resources to connect with diverse job seekers.
- Highlight your diversity efforts on your careers page and social media.
6. Monitor and Respond to Employee Feedback
Your employer brand isn’t what you say—it’s what employees experience. If you’re not listening to their feedback, you’re missing a key piece of the puzzle.
🔹 Action Steps:
- Regularly monitor employer review sites like Glassdoor.
- Conduct anonymous employee satisfaction surveys.
- Actively respond to feedback—address concerns and highlight improvements.
💡 Pro Tip: Companies that respond to employee reviews improve their brand perception by 69% (Glassdoor).
7. Measure and Optimize Your Employer Brand Strategy
What gets measured gets improved. Track key metrics to see what’s working and where you can refine your employer branding efforts.
🔹 Action Steps:
- Use data analytics to track application rates, employee retention, and candidate feedback.
- A/B test different recruitment messaging to see what resonates best.
- Adjust strategies based on real insights to keep your employer brand strong.
For a deeper dive into the specific recruitment metrics and KPIs to consider, check out this helpful resource: Recruitment Metrics: Tracking KPIs in Recruitment.
Final Thoughts: Make Your Company a Magnet for Top Talent
It’s important to remember that employer branding isn’t a one-time project. It requires ongoing effort to cultivate and maintain a positive perception of your company among potential candidates and current employees. Companies with a strong employer brand don’t just attract talent; they retain it, creating workplaces where people genuinely want to stay and grow. By implementing this Employer Branding Checklist, you’ll build a compelling brand that makes your company a top choice for the best and brightest. Visit our blog for additional resources that can assist you in building the strongest brand possible.
