Most businesses are accustomed to spending money on promoting their products, services and branding but not all assign budget expenditure to the promotion of their ‘employment brand’ and we’re all starting to wonder why… 

Workforce shortages post COVID prompted an urgent demand in most industries to attract and retain skilled workers. Those who have clearly articulated their unique employer value proposition and have invested in promoting that to their future workforce are significantly ahead of the game.  

A candidate’s Journey is said to be 7.1 months right now, which means if you’re hiring for 2025 you need to be talking to your future candidates now. Furthermore only 15% of candidates are actively applying, 85% of candidates are passive and a candidate’s journey currently averages 48 interactions with a prospective employer’s brand before applying. That’s a lot of touch points! 

The good news is, we can help. We bring Marketing and HR expertise to the table to help articulate your EVP, gauge your talent attraction needs, formulate and execute an Employment Marketing Plan 

Typically, Employment Branding has been seen as a HR exercise, which perhaps is why it’s often overlooked with HR budgets stretched from ongoing job ads and HR managers time poor due to challenges around talent attraction. Perhaps a shift of thinking is needed to see employment branding as what it is, a marketing exercise to a specific target audience. 

Think of it as your opportunity to tell your employer brand story, promote key messages, create awareness around your values, showcase what is unique about you and why you offer a great place to work! 

You will find this investment not only leads to attracting more candidates but improves the quality as well to ensure you’re hiring right the first time. 

Reference: https://www.greatgame.com/blog/funding-employer-brand-plan