How do you keep your employees motivated and loyal during times of change and uncertainty?

Defining company values is good and all, but it's important that these values are embedded in the minds of your internal employees and then demonstrate how they put these values into practice on external platforms.

One important factor to consider when developing an employer brand is that it has to be more than just stated values. Your brand has to be a living embodiment of your values. Candidates aren't interested in performative brands. You have to take the mission, vision, values you establish and then have those things come alive in the actions of your people. Otherwise, you'll attract people to your brand only to have them walk right out the door once they see the "real" you.

Technically speaking, you could compare Employee Branding to a marketing strategy used by HR to win and attract high quality talent.

Branding is an extremely human process. In addition to collecting data, you should also spend time with your "customers" (employees). Look for ways to experience your company from the employee's or candidate's perspective. Apply to an entry level job to see what the recruiting process looks like. Ask people that they like about the company. Ask people that don't work there what they've heard. The more human you can make the experience, the better your results will be.

You can also identify gaps by conducting a survey around employer brand: 1.Choose a survey method that is convenient for respondents. 2.Create a set of relevant questions: how likely are you to recommend our organization as an employer to your friends or colleagues? How well does our organization fulfill your career aspirations? 3.Pre-test the survey with a small sample to ensure that the questions are relevant. 4.Distribute the survey to your target audience outside the organization, such as job seekers, former employees, or industry peers, using targeted ads or email campaigns. 4. Analyze the results to identify trends and patterns. 5. Develop actionable insights. 6. Share the results and plan with stakeholders.

Some of the best ways to leverage your employment brand in recruiting are: - Using short videos of real employees talking about their experiences as an employee. - Leveraging your consumer brand’s power to invigorate your employment brand. We find many times our customers make great employees as they are already fans of the brand. - Engage your community is as many ways as you can so people associate your brand in a positive way leading for them to want to work for you. - Embrace consumer marketing strategies to build marketing campaigns letting potential candidates know of your interest. The most powerful force in the universe is being wanted!

In today's competitive labor market, businesses must maintain a good employer brand. A strong employer brand comprises of several factors, including a friendly work environment; good leadership; competitive wages and benefits. Businesses must prioritize employee health and work-life balance through flexible work arrangements and access to wellness resources. A positive workplace culture attracts and maintains great talent, and customers support businesses that treat their employees respectfully. Prioritizing the happiness and well-being of employees can help firms attract like-minded customers, contributing to their long-term success.