Define an Employer Brand
Keep it real for employer brand appeal.
- Most employers have seen cutbacks in their resources, emphasizing the need to attract, retain, and engage the best talent.
- Employers must define a genuine brand and employee value proposition that are favorable, but can still be supported by the organization in real life.
- Without an employer brand developed intentionally by the organization, employers risk a poor or negligible reputation in the market place, resulting in less suitable employee candidates.
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Our Advice
Critical Insight
- Employers have a brand in the marketplace whether they consciously establish one or not. It is better to define and control the brand from the inside out.
- Employer brands must include components that are important to employees like leadership practices, culture and work environment, talent management, compensation and benefits, and of course, the organizational mission.
- Leadership and employees must buy into and support the employer brand in order for it to have long-term success inside and outside the organization.
Impact and Result
- Follow McLean & Company’s Employer Branding framework to define your organization’s brand from the inside out.
- Ensure all stakeholders are involved and contribute effectively to define your brand in a genuine manner.
- Create employee value propositions that appeal to your current and ideal employees in order to project a favorable employer brand.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
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Unlock Sample ResearchContributors
- Seven in-depth interviews with industry professionals, line of business managers, and executives
- An eight-question survey on specific employer branding projects, with 35 respondents
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