Fanployer

Step into the world of Employer Branding with our third series of the EVP Design Process. After analyzing your internal identity, EVP and those of your competitors, it's time to involve the key players and align all input with the company's strategy. Before diving in, recognize that not everyone may be as familiar with employer branding as you've become (through these how-to series 😉). So, ensure that everyone knows what an EVP is and why it's crucial for your organization. Next up, it's time to sit down with management and find out why they work here, what their jobs are like, and what success means to them. Then, discuss the strategy and company direction for the upcoming years. Next, you’ll share the information gathered from the other internal workshops, even the not-so-great bits, there's always something to learn. This way, we can identify similarities, ensuring that all layers of the company are represented in the new EVP. Finally, reveal your findings from competitor benchmarking and industry analysis to pinpoint the unique position your organization can claim. With all this information, you’re almost ready to design your new EVP concept. Designing your EVP concept is the next step; it’s where the magic happens—where creativity meets skill and vision. Stay tuned as we provide you with the necessary tools to start creating magic next week! If the step described above seems daunting, don't hesitate to reach out to one of our employer branding experts, Donja van Laarhoven or Micky Dendias.

Do you want to grow your business? Are you struggling to find the right people? If you answered yes, then keep reading—we've got some advice for you. Employer branding is suddenly a topic in every boardroom, and not without reason. It’s key to driving successful hiring and retention in today's world. It's the art and science of making a company look like the cool kid on the job market. However, this can also be a trap for most organizations, as they often think about a strong employer brand solely in terms of creative outputs—like the shiny career website, the appearance, your social media posts, etc. But it’s more than that. Your employer brand should capture the soul of an organization, the purpose, the culture, and join up the ‘what’ and the ‘how’. It’s the complete experience from the first online touchpoint, to the candidate experience and your employee journey. By viewing employer branding not as a project, but as an integrated part of your culture and HR ecosystem, and by sticking to the promise of your unique employer brand and translating this throughout every touchpoint of your applicant and employee experience, you create an organization in which people can thrive and that enables you to attract, retain, and grow great talent. In today’s digital age, where a company’s employer reputation can make or break your company's success, having a strong employer brand can make the difference between attracting talent and watching them go to the competition. So, do you need help elevating your employer brand?

Wat een geniale employer branding-campagne. Of toch niet? 😉 Deze video roept mensen op om vooral NIET onderdeel uit te willen maken van de tabaksindustrie. Want wie wil zich in deze tijd nog verbinden aan deze waarden? Met een spot-on persona benadering, een messcherpe boodschap en een opvallende uitvoering als resultaat. Als de helft van de echte employer branding content maar zo goed zou zijn.... 😯 Dit laat zien dat unified brands écht werken. Breng je persona, interne DNA, strategie en onderscheidend vermogen samen en je krijgt spraakmakende en unieke content als resultaat. Een missie die zowel intern als extern precies de juiste snaar raakt. Well done Home | social first agency #EmployerBranding #UnifiedBrands #Tabaksindustrie #ImpactfulMarketing #stefduns #fanployer Well done Home | social first agency

Last week, we kicked off this series by preparing through an analysis of your industry, your current EVP, and those of your competitors. Today, we focus on the next step of designing your EVP: uncovering your organization’s authentic DNA. Before we begin explaining how we do this; are you not in the mood to read or even think today? We’ve got you! We’ve created a template for designing an EVP that has been used with Royal Swinkels, Swapfiets, and Hunkemöller. Just leave a comment below, and we’ll share it with you. For the ones that are ready to learn something new; let's get back to business. So, today, we're diving into the next step of designing your EVP. If you think surveys can do the job, think again. Surveys are a bit outdated nowadays. To truly uncover your organization’s DNA, you need to understand why your employees work for you. And what better way to do this than through engaging workshops? Organize a workshop with 6-12 team members from different departments and roles. Keep it lively and engaging, staying away of the usual boring sessions where everyone’s either on TikTok, LinkedIn (hopefully not looking for new jobs), or fighting off yawns. Try to dive deep into questions that can help you build you employer brand–why do they work for you, what motivates them, how do they reflect on their growth and experiences in the company and how would they describe your company? In the beginning, this might seem like a tough challenge because how do you get your employees to honestly share their thoughts about the company, the cons and the pros without feeling that this will impact their position? Start by excluding management and leadership for these sessions, in this way you'll create a safe and open environment where employees feel free to share their feedback, whether it’s positive or negative. While not everyone likes feedback at first, it’s essential for growth and improvement in your employer brand. After just 1 or 2 sessions, you’ll get a clear image of your EVP. But! Try to involve your employees as much as possible in this process after this session. This inclusion will help them feel like a part of the process, that you truly listened to them and that it is not just a 'thing' that companies have to do to look good, it will truly make them ambassadors for your EVP. Feeling overwhelmed with all this information? We totally understand. To make things easier, we’ve created a template that we’ll share with you if you leave a comment. Next week, we’ll discuss how to present your findings to leadership and management and how to align these with the company’s vision and strategy. See you next week!

At Fanployer, we’re here to help you build an irresistible employer brand that converts to recruitment success. Because everyone can create a flashy new brand, but it doesn’t do much if it doesn’t convert to recruitment results, right? Traditional recruitment agencies don't know branding, and creatives don't understand the recruitment game. We bring these worlds together. Through unique data, cool tech and 35+ years of combined HR, Recruitment & Employer Branding experience. This means we consider recruitment in every step of the employer branding process. What does your candidate experience look like? Does it match the needs of your persona? Is it unique enough to make a real difference through the eyes of the job seeker? Just to name a few. Are you ready for a fresh, unbiased set of eyes to drive real change? Visit www.fanployer.com for more details. PS. We’re on stage sharing the gospel every once in a while - catch us live!

🙋♀️Hi HR Director / CHRO / CPO If you want to learn more about how to build a positive employer brand in the digital age, you are more than welcome to join our online HRD Good Morning session this Friday 7 June at 8:15 am. Donja van Laarhoven from Fanployer will share her experiences as well as a practical framework to improve your employer brand. This 40-minute RUMBOLD knowledge session is worth your time 😀 #hr #employerbrand #marketing #PR #onlinefeedback #framework

As mentioned last week, we’ll give you each week the right tools for employer branding success. Let's talk about each step of how to design an EVP. It all begins with a data analysis of your current EVP, because having the right data is crucial for effective EVP design. 1. To understand your current status, you have to analyze both the strengths and weaknesses of your EVP. (If you think you don’t have an EVP, that’s not true, everyone has an EVP, whether you have an official one or not). So what do you analyze exactly? Review your messaging and story on your career site, and assess how visible your EVP is across all online channels. Getting a clear picture of your starting point is essential for taking that first step towards progress. 2. Staying ahead in the talent game requires understanding your competition. The bitter truth is that those are the ones that are stealing your potential employees, which makes it even more important to take a deep dive into the EVPs of your 2-3 talent competitors. What do they offer? What messages are they sending out? How does their online visibility look? Explore their narrative and unique selling points. Uncovering these insights will help refine your own strategy. But be thoughtful, while imitating your competition seems like an easy path, no one likes a copycat. 3. Let’s zoom out and take a broader look at the trends within your industry to understand the dynamics that will help you navigate your path. Explore what different types of companies in your industry are doing. Compare the strategies of corporate versus startups and dive into the unique trends shaping your industry landscape. This is the crucial first step in crafting a new Employee Value Proposition (EVP). With this groundwork laid, you're ready to start gathering insights from within your organization. Next week, we'll discuss the next phase of EVP Design: extracting the authentic company DNA and identity from your employees. Stay tuned for more updates! #EVP #EmployerBranding #EVPDesign

Employer branding has a real impact on your organization’s ability to recruit—it’s not all smoke and mirrors. Here are some of the ways that it can truly make a difference in your approach. Attracts Continuous Talent: Attract a continuous flow of top-tier talent, keeping your recruitment pipeline full and vibrant even with today’s labor shortage. Improves Applicant Quality: A strong employer brand makes your company irresistible, drawing in a crowd of top-tier candidates who are already fans before they even apply (now you know where the name Fanployer comes from). Makes You Stand Out From The Crowd: Make your company stand out. A strong employer brand distinguishes you from the competition and we all know that people are your most important competitive asset. WOWs Candidates: Create memorable interactions that make candidates excited about the possibility of working for you. Makes Employees Proud & Stay Longer: A strong brand helps ensure that new hires know what they’re signing up for and are a good fit for the culture. This alignment between expectations and reality keeps turnover low. Reduces Cost Per Hire: With your reputation doing the heavy lifting, you spend less on recruiting. Top talent tends to seek you out, which cuts down on expensive advertising and recruitment drives. Want to know more? Or need help elevating your brand? Check out www.fanployer.com!

Want to know our secret how we create an EVP in only four weeks while others take months? The answer is simple: we don't play by the same old rules. Instead of following the traditional process, we start by understanding your company from the inside out. Let me tell you how we do it: 1. We sit around the table with your team. In just one or two meetings, we get to the core of what makes your company unique. 2. The next step is a session with the leadership team, along with an analysis of your industry and competitors. This approach helps pinpoint a unique position for your employer brand. 3. With some magic from our team, we create two different EVP ideas for you. We refine these with feedback from everyone involved, making sure the final EVP reflects your team's values, matches your leadership's vision, and stands out in the market. 4. Finally, we present the EVP and turn it into practical tools, like text for your careers page, examples of job postings, and social media content, so your team can start directly! That's how we roll. In the weeks ahead, we'll share more in-depth guides on each step. Want to receive the right tools for employer branding success? Hit that follow button and join us on this journey! #EVPdesign #HowToSeries #EVPProcess

Want to know our secret how we create an EVP in only four weeks while others take months? The answer is simple: we don't play by the same old rules. Instead of following the traditional process, we start by understanding your company from the inside out. Let me tell you how we do it: 1. We sit around the table with your team. In just one or two meetings, we get to the core of what makes your company unique. 2. The next step is a session with the leadership team, along with an analysis of your industry and competitors. This approach helps pinpoint a unique position for your employer brand. 3. With some magic from our team, we create two different EVP ideas for you. We refine these with feedback from everyone involved, making sure the final EVP reflects your team's values, matches your leadership's vision, and stands out in the market. 4. Finally, we present the EVP and turn it into practical tools, like text for your careers page, examples of job postings, and social media content, so your team can start directly! That's how we roll. In the weeks ahead, we'll share more in-depth guides on each step. Want to receive the right tools for employer branding success? Hit that follow button and join us on this journey! #EVPdesign #HowToSeries #EVPProcess