Ways to Improve and Promote Your Employer Brand

Ways to Improve and Promote Your Employer Brand

Recruiters are at the front of delivering employer brand directly to potential employees.  In this discussion we cover:

  • What employer brand is and isn’t.
  • What components are important to include in an employer value proposition
  • How to start an internal campaigns.
  • How to best set up storytelling your on many different levels 
  • How your new hires become ‘brand ambassadors’
  • Strategies for branding your company when small and growing/scaling

Listen in on what our panelists have to say.

This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.


Click to Play the Recording


Our Panelists…

Name & LinkedIn Profile Group Title Company

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We asked our attendees, “What is one thing that you do that get’s the most out of LinkedIn for you?”

Here are their answers:


Chat Messages from the Session…

09:53:01 >> From  Sean Rehder   to   All panelists : not sure why you cant

10:03:34 >> From  Sean Rehder : Feel free to add any comments or questions here in the Chat area.

Make sure as an attendee, if you message something in the Chat area that you select “All Panelists and Attendees.” 

The default is just to Panelists but I want everyone to see the messages coming through.

10:14:27 >> From  Catherine Hansen   to   All panelists : @Robin, would the company’s core values (posted on website) serve as an employer/talent brand?  Or are those different……

10:14:56 >> From  Catherine Hansen : @Robin, would the company’s core values (posted on website) serve as an employer/talent brand?  Or are those different……

10:18:46 >> From  Roseanne Donohue : we ask new hires to write glassdoor reviews

10:19:27 >> From  Roseanne Donohue : we also ask employees to celebrate milestone anniversaries and had internal mobility

10:19:50 >> From  Roseanne Donohue : *who celebrate to write reviews

10:21:01 >> From  Catherine Hansen : @Panel, how did you know who these current/former employees were on Glassdoor (leaving the reviews)?

10:21:44 >> From  Roseanne Donohue : one metric

10:22:14 >> From  Koli Donohue   to   All panelists : one metric of many, for our company

10:22:24 >> From  dawn losinger   to   All panelists : do you survey all candidates?

10:23:27 >> From  Ryane Jackson : Do the hiring managers/supervisors ever get looped in on the 30-day check-in? Or is it more of a confidential conversation between the new hire and the recruiter?

10:24:03 >> From  Koli Donohue   to   All panelists : I have always preferred to keep it confidential to ensure transparency

10:24:09 >> From  Will Wingard : Has anyone found an engagement site (Glassdoor, Indeed, Comparably, etc.) that has strong world-wide adoption?

10:25:51 >> From  Roseanne Donohue : we do 30 day with HR/TA admin and new hire

10:26:09 >> From  Roseanne Donohue : Glassdoor is the most used of those 3

10:29:15 >> From  Daniella McDonald   to   All panelists : @Ryane at my last company the new hire survey was sent out at 30 days and 90 days by the learning and development team. And any results, feedback, comments were provided to HR and hiring managers as appropriate.

10:29:54 >> From  Daniella McDonald : @Ryane at my last company the new hire survey was sent out at 30 days and 90 days by the learning and development team. And any results, feedback, comments were provided to HR and hiring managers as appropriate.

10:30:17 >> From  Roseanne Donohue : we do it quarterly

10:30:27 >> From  Ryane Jackson : I really like that idea, since we have some high-turnover roles.

10:30:44 >> From  Roseanne Donohue : we do 5, 10, 15, 20 year anniversaries

10:31:06 >> From  Daniella McDonald : I used to post on our careers Twitter account every Monday all of the 1, 5, 10, 15, etc year anniversaries. To celebrate them as well as to show candidates how long people stayed at our company.

10:31:27 >> From  Robin Guidry   to   All panelists : @dawn – I recommend you survey each candidate who makes it to or past the hiring manager screen. Many companies do it only for candidates who have reached first round interview stage

10:31:47 >> From  Nancee Martin   to   All panelists : We don’t highlight new hires, promotions or anniversaries or any employee milestones on social media. Don’t want to make it easy for recruiters to poach our people.

10:32:19 >> From  Peter Garneau : We invite ours to our Sample sales!

10:34:14 >> From  Jonelle Wilson   to   All panelists : I love that you used the term that I have for years – “culture value add” versus “fit”

10:34:32 >> From  Robin Guidry   to   All panelists : @catherine – they would serve as a piece of it, absolutely, but not as all of it

10:34:33 >> From  Koli Donohue   to   All panelists : me too

10:35:52 >> From  Robin Guidry   to   All panelists : @catherine – you don’t know who is leaving a comment on Glassdoor. But leaving your contact info provides them the opportunity to reach out to you directly, and promotes the image that you’re a company that really listens and is open to feedback

10:37:12 >> From  Jonelle Wilson   to   All panelists : Maybe I missed it but has anyone done any work around Employee Value Proposition (EVP)?

10:37:43 >> From  Robin Guidry   to   All panelists : @jonelle – thanks! i think hiring for fit raises the risk of group think and lack of diversity, but hiring for cultural value add will keep you competitive in the market

10:39:55 >> From  Robin Guidry   to   All panelists : @jonelle – we touched on that in the beginning. Feel free to reach out to me on LinkedIn (or any of the panelists I’m sure) on LinkedIn and I’m happy to chat more about it

10:39:57 >> From  Matt Neftleberg : Agree. Most people are hesitant to make truthful comments during exit interviews.

10:46:03 >> From  Peter Garneau : We should if we have priograms  i would think

10:47:46 >> From  Peter Garneau : Also how has your company handled covid; i.e., your company’s covid response.

10:47:58 >> From  Robin Guidry   to   All panelists : @peter – yes, absolutely!

10:49:02 >> From  Katherine Amato   to   All panelists : Thank you panelist, great info!

10:49:14 >> From  Koli Donohue   to   All panelists : sorry for all the internet issues…

10:49:40 >> From  Catherine Hansen : Thank you panelists!

10:49:43 >> From  Tracey Dimof   to   All panelists : Great conversation! Thanks so much everyone

10:50:02 >> From  Daniella McDonald : Thank you to everyone.

10:50:14 >> From  Catherine Hansen : “The Buy In” is great title


Some of the attendees…

Name & LinkedIn Profile Group Title Company

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