Berkner Group’s Post

"It’s easy to think that all you need to build your employer brand is a strong creative campaign. It’s true that a snappy tagline and attractive visuals will help get your company noticed. However, the most sought-after talent will typically look further to get a fuller picture of your organization before applying for a job or accepting an offer. They will be influenced by the content posted by your employees on your career site and social pages and, when possible, will check review sites like Glassdoor. They may also contact current or former employees they are connected with on LinkedIn. In a world where people are seldom more than two clicks from the truth, the ultimate strength of your employer brand depends on the degree to which your brand promises are consistently delivered through the employee experience. The motto should be: “Promises made. Promises kept.”" #management #human_resources #talent_acquisition 

5 Myths That Could Ruin Your Employer Branding Ever wonder why your employer brand isn't attracting the right talent? You might be falling for some common myths without even realizing it. I’ve seen companies make these mistakes, and they can quietly erode your reputation. Let’s debunk these myths and get your brand back on track. Myth 1: "As long as we’re successful, our employer brand is solid." Reality: It’s not just about success—it’s about how your employees feel. A strong employer brand comes from having a happy, engaged team. No matter how successful your company is, it will affect your brand if your employees aren’t satisfied. Myth 2: "Candidates don’t need to be treated with the same respect as employees." Reality: The candidate experience is just as important as how you treat your staff. Poor communication, lack of feedback, or a negative interview process can lead to bad reviews and harm your brand before candidates even step through the door. Myth 3: "We can fake a great workplace culture." Reality: Authenticity is key. If you’re trying to present a culture that doesn’t truly reflect your company, people will notice. Building a genuine brand around what makes you unique is far more effective than forcing an image that doesn’t match reality. Myth 4: "We can keep our internal brand separate from our customer-facing brand." Reality: Your employer brand and customer brand should go hand in hand. If you promote values like teamwork and community involvement to clients, your employees should be part of that too. Consistency across the board is crucial. Myth 5: "Only the company should promote its employer brand." Reality: Your employees are your best advocates. Encourage them to share their experiences and stories on social media. Their genuine voices are more powerful than any company statement. By debunking these myths, you’ll be better positioned to create an employer brand that not only attracts top talent but keeps them engaged and happy. #EmployerBranding #WorkplaceCulture #recruitmentmarketing

"If it's a shit place to work your #employerbrand is a lie" 🤥 This is a quote Chris Le'cand-Harwood told me he'd seen around the time I appeared on his podcast a while back. It's kinda stuck with me. I tend to bang on about the need for an employer brand to have your culture at it's core. It's something that's created from the inside-out. Employer branding isn't about crafting an artificially 'cool' image out of thin air to attract people on false pretences. Of course, you're free to do this. Fill your boots. In fact there's a technical term for taking this superficial approach. It's called 'lying.' 😬 Instead, employer branding is about being representative of your culture, values, proposition and people experiences. It's about reflecting these as genuinely as possible, to prime the long-term mental associations you want relevant, target audiences to have of you. Associations that are aligned to what working life within your organisation is like. 🧲 🧠 If your culture is challenging, obnoxiously candid, aggressive, and combatitive, that's perfectly cool if that's your thang. You do you. But don't be in denial of the fact that that's the basis of your employer brand right there. Embrace it and use it to create an identity, and share messaging that will resonate with the types of employees who will succeed in that environment. If you hold up the mirror and don't like those adjectives reflecting back at you, then I'm afraid you don't need a fake employer brand to attract people, only for them to quickly leave like an incompatible organ donor once they realise they've been decieved. What you need first is cultural transformation and the leadership development programs etc., to achieve it. Your employer brand then enters stage-left to reflect the new 'you' with an identifity and tone representative of what you're trying to become. All being well, you'll then entice relevant people to join you with interest and excitement around the prospect of being able to contribute to the ride. 🎢 ------- (By the way, please feel free to connect with me if you're interested in ramblings and rants about company #culture and it's communication through #evp, #employerbranding, #talentattraction, and #recruitment #marketing 👋🏼 😁)

To bring in the best, invest in your employer brand. From enhancing online presence to engaging employees as brand ambassadors, create an authentic and appealing culture that resonates with potential hires. #EmployerBranding #TopTalent #MondoInsights

Your Employer Brand Matters More Than Ever 🌐 In today’s digital landscape, job seekers are researching companies before they even think about applying. What they find online can make or break your chances of attracting top talent. Our latest blog dives deep into building a compelling online employer brand—from defining your Employer Value Proposition (EVP) to leveraging social media for authentic storytelling. Learn how to optimize your presence on review platforms and turn your employees into your best brand advocates. 👉 Ready to elevate your employer brand? Check out the full blog to get actionable strategies for standing out online. https://hubs.ly/Q02PTthr0

Attempting to appeal to everyone can dilute a brand's message and make it less appealing to the specific individuals who would be a good fit for the organization. By focusing on delivering genuine and authentic messaging, a company can attract candidates who align with its values and objectives. It is also worth noting that appealing to a smaller percentage of the talent pool can be advantageous. By targeting a specific audience, a company can attract individuals who are genuinely interested in the organization's mission and are more likely to be a quality hire. Quality over quantity is often a wise approach when it comes to recruitment and building a strong brand. . No company, no matter how big, needs to appeal to more than 1-5% of the talent pool. The impact of a weak employer brand can be felt through various costs, including lost time, lost money, lost trust, and lost opportunities. These costs may not be immediately apparent but can have significant detrimental effects on a company.

As an employer, how well are you listening to what your employees are saying? You better. Don’t leave it unchecked, take control of your employer brand now Employers should also understand what employees search on various platforms, including brand, benefits, reviews, and culture. More than 86% of women and 67% of men in the U.S. wouldn't join a company with a bad reputation, focusing on the critical role of reviews in shaping your employer brand. https://lnkd.in/drw__Nap #strategicemployeestakeholderengagement

An attractive employer brand can help reduce time-to-fill and cost-per-hire and improve retention rates. Here are 10 tips to cultivate a compelling employer brand:

How would you describe your company's employer brand? More importantly, how would other people describe it--especially those working for your organization right now? What about those who have left? And how would people who have spoken with current or past employees describe you as an employer? Ultimately, we don't get to decide what our employer brand reputation is. It's the sum total of what others think and say about our organization. In today's online world, the issues is it's easy for our brand perception to be hijacked by others who talk about our company in online rating sites and through word of mouth started by a disgruntled employee. The solution has two parts: 1. Pay attention to your employee experience. Have a value proposition that ensures employees will be compelled by your purpose, mission, and vision, they'll enjoy a positive work environment, they'll have personal and professional development opportunities, and they will participate in financial rewards tied to value creation. 2. Be intentional in your employer brand strategy. Your brand will suffer if you simply react to negative news as it filters out and is shared. You must have a proactive approach that considers all issues that can impact your company's reputation, and what you will do in advance to ensure negativity never gets started. This HubSpot article will help you address both issues. https://lnkd.in/e5-39Gd #culture #business #management #employerbrand #engagement

6 tips for an attractive employer brand when you’re not Apple or Google ❌ You haven't just secured a cool 5 million, nor are you the talk of the startup town. ❌ You're not swimming in glamorous industries like luxury, tourism, or tech. ❌ And sorry, no foosball, nap pods, or chocolate fountains at your workplace... 🧲 But hey, how can you still draw in and keep top talent? Well, here's all you need to amp up your employer brand with 6 practical tips and tricks. 👇 https://lnkd.in/eZvdUYgG #EmployerBrand #RecruitmentTips #HumanResources #BestPractices