Employer Branding strategy

Your employer branding strategy starts with an investment in your employees

What exactly does it mean to be a good employer, and which elements are needed for a solid employer branding strategy? Employer branding is not something you choose; it is who you are as a company. Becoming a sought-after employer takes time and effort, but here are some actionable points that can help with the process of creating a positive reputation for your company.

Invest in your employees

Provide regular training and courses as well as relevant work experience, that can help employees become better professionals. Think of what you can offer employees to help them engage with your social responsibility policies, such as paid volunteering time. Invest in your employees’ continuous development and prepare them for success, as their success will ultimately reflect back on your company.

It is often said that employees are a company’s biggest asset, so make your employees feel how valuable they are. Employees help you succeed year-by-year, they help you become a market leader and they are your biggest ambassadors. A successful employer branding strategy starts with a true investment in your employees.

Be open to feedback from your employees

Your employees sometimes have a different perspective on what is going on inside the company than you do, as the employer. It is important to create a space where your employees feel comfortable voicing their opinions about the workplace and it is always beneficial to genuinely listen and engage with them as much as possible. It is not easy to accept feedback, but it is essential for continuous improvement, allowing the company to grow and get out of its comfort zone. Make your employees’ initiatives matter, give them a voice, send them the message: “We care about you and your ideas because you are a part of the company and what it represents.” Have regular one-to-ones with your employees, as these allow people to be more vulnerable and open about their concerns.

Additionally, make it possible for employees to provide you with feedback on their experiences after they have left the company. They can provide you with valuable insights, which you can use to create resources for current and future employees.

Make your recruitment process a breeze

Everyone likes nice recruiters who promptly respond to emails and make time to provide consistent feedback during the recruitment process. Communicate regularly and clearly with the candidates, regardless of whether they have been accepted for the job or not. It is often frustrating for job applicants when they do not hear back from a recruiter. Always let them know if they have not been accepted for the job and it is professional courtesy to give them the opportunity to ask for feedback on their application. Candidates appreciate feedback and regular communication throughout the recruitment process, even after they have been hired. Engaging with them throughout the onboarding process makes them feel welcomed and valued in the company.


Vlad Onutu





Article by Vlad Onutu. He is a humanitarian involved in different social projects and aspiring writer with a practical background in social media marketing and IT systems. His main purpose is to create value for others, no matter the medium of communication.