Harnessing the Power of Employer Branding

Harnessing the Power of Employer Branding

Business trends around the world are indeed changing and twisting to reach new heights of efficiency and profitability. Every section of the firm must keep up with these fast-changing trends, whether it be recruitment procedures or sales targets. However, the majority of the ace players are the ones who make the necessary alterations, while others fail to do so. Employer branding is important for firms to preserve the value they place on their personnel.

This rat race has also engulfed the recruitment business. The increased competition for top talent has made it more difficult for recruiting teams to find the right people. How can an HR professional or a recruiter stay on top of the game for the long haul in these current times? This scenario is governed by several things.

Employer branding is an example of a modern notion that has become necessary. It also plays an important function in assisting businesses in remaining competitive and influential in the marketplace. Hiring teams must comprehend the significance of employer branding in both recruiting and sustaining the company’s reputation.

What is Employer Branding and How Does It Work?

Employer branding refers to an organization’s capacity to demonstrate its value to potential employees. It is a strategy for attracting and retaining top talent in the organization.

It also aids in the recruitment and retention of potential employees. It is critical to keep them and help them flourish for the sake of the team and the organization.

Whatever the case may be, a business strives to maintain and improve its image and reputation in the marketplace for the products and services it provides. They should also be in charge of establishing a good employer brand. It’s also important to keep their reputation as respectable employers. And it is in this context that the concept of employer branding comes into play.

What does it mean to have a strong employer brand?

The significance of effective employer branding is enormous. Here are five reasons why employer branding is so important, and why your company should start implementing an effective employer branding strategy right away.

Employer branding aids in the development of your company’s brand identity.

In today’s technologically advanced world, building and maintaining an internet presence has become a must. Your prospective employees, as well as your clients, are looking at your website and following you on social media. They’re also listening in on what your present employees have to say about your organization. During the job application process, employers’ review websites such as Glassdoor are frequently consulted.

Having a greater online presence allows you to raise brand awareness, which is advantageous to your business. You may illustrate your company culture and show potential employees what it’s like to work for you.

Employer branding aids in the recruitment of top talent.

The basic idea or principle underlying the entire concept of employer branding is to develop your talent brand. Second, the employer brand aids in attracting, engaging, and retaining the best and brightest employees in your company.

The recruitment process has evolved into a massive undertaking that incurs expenditures and necessitates a significant amount of effort on the part of the Human Resource staff. Employer branding not only helps you attract job applicants but also cuts down on the time it takes to fill a position.

Employer branding helps businesses stay afloat financially.

Finding and retaining the appropriate personnel has become a costly endeavor as the recruitment market has become more competitive. It costs money to post your job openings on multiple job boards, collaborates with recruiters, trains new hires, and so on.

Companies that have a great employer brand don’t have to put in as much effort to acquire top people. The company’s employer brand speaks for itself. This also means that employer branding reduces the amount of time you spend filling a position and the expenditures associated with it.

Creating a strong employer brand is no longer a one-step procedure. It’s a long-term procedure that necessitates a lot of effort. It all starts with a knowledge of the significance of employer branding and how it affects your hiring processes.

Ways To Improve Employer Branding

It’s a well-known truth that organizations with a strong employer brand are more likely to attract top personnel. Without a strong employer brand, businesses will lose out on excellent applicants, perhaps lose money, and have a negative impact on other aspects of the organization. The advantages of a positive employer brand, on the other hand, include attracting new employees, who are critical to the company’s success and growth.

  • Using the correct tools to go digital

The technology or tools utilized on the career site, the speed with which selection processes are completed, effective communication, or anything else that businesses do or invest in to make recruiting straightforward and easy for job seekers will all have an impact on the company’s employer brand. This necessitates locating the appropriate tools to aid in the hiring process. Recruiting teams can use the latest tools in candidate experience, such as CRMs, AI-based chatbots, candidate nurture engines, and so on, because candidate experience has a direct impact on employer brand. Investing in cutting-edge CRM technologies like Hyreo, for example, could help bridge the gap between candidates and recruiters throughout the hiring process, resulting in a great candidate experience and thereby strengthening the overall employer brand.

  • In social media and other platforms, consistency is important.

Most candidates rely on corporate reviews provided on various social media and review sites since they have quick access to information online. Current and past employees of the businesses are very frank about their experiences on such internet forums. Any unpleasant remark can raise red flags in the minds of potential employees and even clients. Each company should devote time to responding to unfavorable comments as part of its employer branding plan.

  • Sharing information on the company’s work culture

Companies can use some of the following activities into their marketing campaigns to improve their employer brand and recruit fresh talent:

  • Corporate events, work culture, company hiring procedure, benefits, and other topics are frequently blogged about.
  • Photos and videos of events, work culture, employee highlights, and other topics are shared on social media.
  • Employee video testimonials conveying their positive experience with the organization and incorporating them into the branding exercise


To summarize, employer branding is critical to a company’s capacity to attract and retain excellent personnel, which leads to overall success and growth. If you get it right, your employer brand will not only recruit top talent, but it will also provide current employees a reason to feel personally linked to the company. Developing a great employer brand takes a team effort, and it’s best accomplished through a top-down strategy that starts in the boardroom. An improved employer brand could be your most powerful weapon in separating yourself from the competition.

Pragna Solutions is a reputed recruitment & technology consultant company that has successfully helped numerous organization to build employer brand that attracts the top tier talents in the market. With our strategic approach, your business can fetch the best results through employer branding. Gain competitive edge through employer branding with our assistance.

Redefining Sourcing Strategy to Gain Most Out of Job Boards

Redefining Sourcing Strategy to Gain Most Out of Job Boards

Sourcing the top-tier talents require a perfect strategy. The trickiest part is that there is no specific formula that will aid sourcing in every business. Strategic sourcing is always specific to the industry and must be tailor-made as per business needs. The talent market is dynamic and thus maximizing the results of sourcing is only possible with the perfect blend of market trends and best practices.

The winning sourcing strategy can be designed by gaining a deeper understanding of what top talents are demanding and what your competitors are offering. Diversifying a sourcing strategy based on these analytics can help your business gain a competitive edge.

Evolution of Sourcing in 2021 and beyond

After the outbreak of Covid 19, the recruitment cycle has transformed. More and more organizations are adopting technology, focusing on branding, engagement, onboarding to attract the top talents in the market. Sourcing is intertwined with every stage of the recruitment cycle. If the candidate experience is hampered in any of these stages, the purpose of sourcing is defeated.

The most striking evolution of work culture has been the drastic shift from work-from-office to work-from-home. Sourcing is now a complete virtual setup. There are no geographical boundaries as work arrangements are primarily virtual. Along with the remote work culture, flexibility has become one of the expectations that most candidates are prioritizing. Therefore, the recruiter must reevaluate the expectations of the candidates to source the right fit for their jobs.

While most people were afraid of losing jobs in 2021, the job market reports indicate the opposite in 2021. A major fraction of employees is seeking new opportunities that have led to the Great Resignation phenomenon. This landscape can be attributed to being historical. It surely indicates that most people have become risk-averse and are prioritizing their needs over companies’ demands.

Developing a sourcing strategy under the current circumstances requires empathy in its true meaning. Most companies had enlisted empathy in their core value without practicing them. Today, leveling up the sourcing game won’t be easy if recruiters fail to determine what actually moves and motivates candidates. It invokes meaningful conversation with the candidates unlike the routine questions and known answers.

Sourcing has evolved and it’s time for recruiters to make effort to win talents. It requires a deeper understanding of the candidate’s aspirations and priorities and the key to such engagement is starting a meaningful conversation.

Untapped Passive Talent Market

Talent marketing is one of the best practices that your sourcing strategy must include to grab the attention of talents in the market even though they are not actively looking to join your organization. It is a long-term strategy and requires consistency to bear the sweet fruits. Talent marketing serves as a great move to create employer brand image in public as well as build relationships with candidates.

Candidates may not be actively looking for a job change right now but may think of making a move after a few years. If the organization has been active through talent marketing, candidates will have a higher chance of joining it when they start looking for new opportunities.

Talent marketing is also a necessary sourcing strategy for new businesses that are trying to invade the market against big competitors. It not only attracts the eyes of the top-tier talent but also imparts education about the brand values and work environment.

Another strategy that can turn the tables for your sourcing game is encouraging the active participation of employees in meaningful discussions. It presents the organization as the field where every idea is welcomed. Moreover, employees active on a professional social media platform like LinkedIn or Glassdoor provide prospective candidates with honest reasons to join your organization.

Right Sourcing Tools

In 2021, the scenario has changed for recruitment. Sourcing is not just about publishing the job vacancy in the newspaper or other print media. The top four tools that help to source top-tier talents for organizations are referrals, opting for niche-specific job boards, LinkedIn job postings, and outsourcing sourcing activities to agencies.

  • Referrals: Most companies are sourcing the right candidates from their own community. Referrals are being preferred from existing employees to source the right candidates for job roles. Also, it is one of the most cost-effective methods that makes sourcing the most eligible candidate easier and faster. It also reduces the hiring costs.
  • Niche-Specific job boards: There are multiple job boards and some of them have niched down to specific departments. Posting jobs on niche-specific job boards attract applications from that niche, thereby eliminating the hassle of unnecessary applications.
  • LinkedIn job posting: LinkedIn has become a professional social media platform for professionals from every field. Most reputed companies are harnessing the power of this professional network to reach out or attract the best candidates in the market. However, it is important to focus on employer branding if new or relatively unpopular businesses try to source candidates from LinkedIn.
  • Agencies: Outsourcing the sourcing activities to reliable agencies can help companies source high-performing candidates without much effort. It eliminates the time and effort so that companies can focus on their core business operations. Appointing a third-party agency for sourcing enables the companies to enhance the chances of finding suitable candidates in a shorter period than in-house sourcing as most agencies tailor specific jobs for specific candidates. This ensures that expectations of the company as well as the candidates are aligned.

Making Your Sourcing Strategy Better

Strengthening your sourcing strategy not only depends on the hiring tactics but also on evaluating existing strategies based on data. The best way of developing the most appropriate sourcing strategy is to experiment and make decisions based on data inputs.

For instance, a company using niche-based job boards, referrals, and agencies at the same time has a greater chance of sourcing the best fit candidates at a lower cost than a company relying on referrals only. After deciding on the percentage of expected sourcing from each of the sources, it is essential to look through the source of hire data from each source. If one of the sources, say referrals, has shown better results, it’s best to double the investment of sourcing on that source.

Analytics of sourcing provides the company a clear idea to monitor the ROI as well as time spent on each source. Therefore, experimentation followed by robust reporting and quick decisions based on data is what strengthens your sourcing strategies.

The Bottom Line

Sourcing is considered to be the biggest challenge in recruitment. Sourcers do not have a hard-and-fast rule that will work every time. It is essential to evolve your sourcing strategy with time. In order to develop a sourcing strategy that works best for a company, the sourcer must experiment, evaluate, and adapt the hiring practices that are exhibiting the best results for the company.

Developing sourcing strategies and their implementation can become a headache for most companies. Pragna Solutions offers a quick and simple solution to ease that headache. We provide talent sourcing solutions adapting to the fast changing business needs. With Pragna Solution, your organization can hand over any recruitment responsibility and focus on your core business.