Employer Branding Facts Every Hiring Manager Needs to Know

There is no doubt that every company wants to maintain its reputation in front of their clients and customers. But these days, maintaining a reputation in front of clients or customers is not enough. Along with that, the company also needs to maintain a good relationship and reputation in front of the potential candidate, to keep the company on top.

Then, why is it important to maintain a good reputation for potential candidates?

Here’s the fact: according to Forbes, the job-seeking situation has gotten tougher since the pandemic hit, and it will take so much time to turn things around. Along with the provision of millions rupiah stimulus programs from the government, the business sector is expected to rise in 2021. While businesses bounce back, they will definitely need potential candidates as the back-bones of the business.

The job market will become more competitive and it is necessary for companies to make a positive reputation. Without a positive reputation, hiring new candidates and retaining the employees would be more challenging. This is why recruiters need to keep up with a sustainable employer branding.

Employer branding is a term referred to describe a company’s reputation, value and even popularity from the perspective of potential candidates. Some of the benefits of the company’s employer branding program, such as:

1. Attracting potential candidates

According to Glassdoor, 95 percent of the potential candidates will search for more information about the company via online. When a candidate researches a company through a simple click on an online search engine, they will be faced with several company options. Usually, the high reputation of a company reflects the qualities that are ideal for job seekers to kick-start their career.

Retaining employees

Not only attracting potential candidates, employer branding will also help companies reach out to their employees. A great employer branding allows you to depict a sense of what the company stands for and what makes your company the best place to work. With proper employer branding activation, companies can promote a healthy working culture, promising career paths and exposure, as well as provide full support for employees to develop their career goals.

2. Saving recruitment time

Another benefit of the employer branding is also to make the recruitment process become more efficient. Building a company’s awareness and reputation can be challenging sometimes. But with the right employer branding activities that imply the company’s value and reputation, you will save so much time raising awareness of your company.  Candidates will be more familiar with the company’s value and what you stand for.

3. Saving the recruitment cost

According to the article by Harvard Business Review, it cited that a company’s bad reputation would cost at least 10 percent more per hire and also impact the turn-over rate for employees. As a company fails to retain employees, a company will have to offer significant jobs to other candidates with higher salary rates. That’s why keeping up a good reputation and building the company’s value are more important than ever, both for external and internal parties.

Now that you have read about the benefits of employer branding, you might ask: who will be responsible for conceptualizing employer branding in the company? Well, here’s the answer:

1. The founders, business owners, the CEO, and the executives level. As the head and strategic decision maker in a company, a series of the company’s vision, mission and values must be initiated by the founders and business owners. Without exception to the  employer branding.
2. The management. They are responsible for evaluating and training all of the team members of a company. So it’s really important for the management team to have a comprehensive understanding about the company values that will be reflected as part of employer branding.
3. The Human Resources (HR) team. HR or recruiter team is highly responsible to manage the employee-management relationship and establish company policies in terms of recruiting more talents. They will also act as the “first gate” for the candidate–as they are the team that will have a close contact with candidates before officially join the company. It’s crucial for the HR Team to also acknowledge the employer branding of their company.
4. Marketing Team. The marketing team is also responsible to find the best way to communicate with external parties (clients, partners, organizations, communities) about what the company stands for, which will be resulting in how they perceive the company.

It takes strategy and sufficient time for a company to kick-off the employer branding. But here with Kalibrr, we are ready to help you pursue your employer branding strategies and activations through various powerful activities that you can apply.

If you crave for more insights on how to practice employer branding, just drop us a message, Kalibrr is here and ready to help you grow your employer branding!