Employment branding is a combination of benefits, attributes, practices, and your organisations reputation. It’s the total perceived value beyond pay rates and organisational culture. 

You can strive to have a positive employment brand, influencing your employment via best practice all while endeavoring to delight stakeholders (current staff, graduates, potential employees). However, earning a great reputation in this space requires authenticity and for your employment brand to be a part of your organisations DNA.  

Organisations with great employment brands have reduced staff turnover, engaged teams, and are identified as ‘employers of choice’, ultimately enhancing candidate attraction strategies. 

Each interaction with your brand as a customer, supplier, employee, or potential employee will influence an opinion of your brand.  

Check list for reviewing your Employment Brand: 

  • Can do you describe your organisation’s culture?
  • How would your team describe your organisation as an employer?
  • What is your staff turnover and how does it compare to the sector? 
  • Do you conduct exit interviews to understand why people leave your organisation?
  • Have you aligned your employee benefits package with the market?
  • What are you doing to keep your current people (assets) engaged and retained?
  • Other than remuneration, what other benefits do you offer? E.g. flexible work hours, and special leave. 

Contact us to discuss your short, medium, and long term employment band positioning strategies.