Employer Branding and Its Impact on Talent Acquisition

In increasingly competitive labour markets, tapping, sourcing and retaining talent has become a prime concern of organisations. Employers need to understand the assortment of factors that have a strong impact on career decision making and the role of employers branding in attracting human capital that best fits and contributes to the tactical aims of an organisation.

Whilst organisations have long used marketing and employers branding practices to produce trustworthiness in customers, they are increasingly expanding this activity to segregate organisations and make them attractive from an employee’s perspective.

Employer branding is an organization’s major precious resource, and every organization needs to be conscious about developing a proper branding strategy.

While many organizations, in regard to branding efforts, mainly emphasize on product development and on corporate branding, but the ideally the concept of employers branding can also be used in the domain of human resource management, in order to enhance recruitment and retention of human capital within an organization.

Employer branding can be explained as the process of developing the perception of the brand for the audience and work towards to make it unique that it can be differentiated from its competitors. Many organizations these days’ implement employers branding in order to attract talent and also to engage them substantially.

Studies and researches conducted around employer branding and its impact on organizational performance has proven that even employee attraction and retention is highly influenced by employer branding. A strong employer brand can be used to help organizations compete in an effective manner in the labour market and also drive employee loyalty through effective recruitment, retention and engagement practices. All organizations work towards developing an employer brand and it is this employer brand that will be based on the way they are perceived as a ‘great place to work’. In order to be effective, the brand should not be only evident to candidates during the recruitment stage but should also inform the approach to people.

How does a strong employer branding help/benefit organizations?

Well, it goes without saying that a strong employer branding can help an organization in not only attracting and retaining human capital? How does it help organizations? Let’s take a look:

An organization that has all its employers’ branding practices and solutions in place will be able to tap and attract probably the best possible candidates.

The high-levels of motivation that exist among personnel encourage a healthy competitive environment within the organization.

By having highly qualified, talented, trustworthy, and 100% committed employees will result in a decrease in employee turnover. This saves the business money in HR management and recruitment processes required to recruit, onboard and retain staff.

When employee commitment is high, it can enable the organization to invest money in order to train them so that employees go on to become even greater assets and end up adding value to the organization overall. What they learn will be transferred back to the organization in terms of expertise, productivity and even advocacy.

A good employer branding must be developed in order to ensure that your organization excels in attracting and retaining some of the best possible talent. Once your employer branding is in place, you are bound to succeed in becoming an employer of choice for thousands of employees and jobseekers.