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
Carmen Wiedenhoffer TA Leaders Director Talent Acquisition 1904labs
David Jaramillo TA Leaders Recruiting|Talent|Sourcing Director. Let's Attract Divergence Academy
Koli Donohue Recruiting Chicago Manager Stillwater Architecture, LLC
Robin Guidry Recruiting Boston Manager, Talent Acquisition Acquia

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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:

  • Active
  • Anxious to hear what others are doing.
  • associate testionials
  • Be authentic
  • Better website
  • Build a strong career page
  • build out company pages on Indeed, Glassdoor, etc.
  • Career Site- keep it up to date
  • Community Engagement
  • Consistency
  • Continue to update their company visibility pages like GD and Indeed
  • Create a supportive, team-focused work environment.
  • Defining what your brand is
  • Deliver an outstanding candidate experience
  • Determine where we should be branding to become employer of choice.
  • Develop niche talent communities and involve hiring managers.
  • Drive the efforts company wide. It isn't enough to just lean on Marketing to promote the brand.
  • Employee stories
  • Engage with the talent they seek in their environment
  • enhance their Glassdoor profile
  • EVP
  • Executive leadership should be able to articulate why it’s a great place to work, and how it will benefit a person to work there
  • Figure out what your employer brand actually IS first, as well as your EVP
  • First off "create a powerful and meaningful mission statement"
  • follow up with all applicants
  • get employee testimonials and use in social media campaign
  • Get feedback
  • Give your employees swag with good design! Simple, but goes a long way!
  • Glassdoor
  • Glassdoor (although not the best)
  • Good online reputation (Indeed, Glassdoor, etc)
  • Grass roots marketing
  • Humanize it
  • Impressive Career and Social media presence
  • Increase our frequency on marketing our brand. (LinkedIn) Sponsor local meetup groups
  • Keep Glassdoor updated
  • Know your audience
  • learn your audience and what social channels should be used to target that audience. make your reaches worth it.
  • Let the candidates hear from their employees
  • marketing
  • Monitor Glassdoor
  • positive Glassdoor feedback
  • Post on Social Media Platforms
  • Recruitment vs. Marketing
  • regular linkedin posts
  • Respond to all Glassdoor reviews
  • Respond to Glassdoor comments
  • Review & update their career site and application process
  • Set realistic EB goals and regularly assess progress/status
  • Share blog posts of company employees that are held in high esteem.
  • Show videos in your position descriptions
  • social marketing
  • Social Media Campaign
  • Social Media company branding
  • That it is as important as the branding that is done for customers or consumers as the people you attract will make or break the
  • twitter
  • Update and revitalize their careers website
  • Use of tools such as Glassdoor, Muse + robust social media presence
  • Utilize Social Media
  • Volunteerism
  • Work with Corp Comm on a strategy

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
Stephanie Reese Recruiting Atlanta Senior Sales Recruiter Apptio
Nyesha Song Recruiting Atlanta Talent Acquisition Coordinator Solidifi
Dan Baker Recruiting Atlanta Senior Corporate Recruiter Healthstat
Jessica Marotta Recruiting Boston Principal, Talent Acquisition Forrester
Ryane Jackson Recruiting Boston Corporate and Campus Recruiter South Bay Community Services
Freddie Martins Recruiting Boston Lead High Tech Recruiter Signify
Patrick Ward Recruiting Boston Talent Acquisition Partner Halloran Consulting Group
Aruna Mandulapalli Recruiting Boston Senior Recruiter (Contract) Broad Institute
Andy Pittaluga Recruiting Boston Technical Recruiter Bose Corporation
Zach Stahl Recruiting Boston TABP Acquia
Kraig Baker Recruiting Chicago TA Manager Echo Global Logistics
Jonelle Wilson Recruiting Dallas Sr. Business Consultant, HR/Talent Childrens Health
Chanda Hampton Recruiting DCBmore Senior Talent Acquisition Business Partner LinQuest
Joe Sorrow Recruiting Denver Talent Acquisition Partner FullContact
Susan Collins Recruiting Houston Director, Talent Acquisition - Stores & Employer Branding Talbots
Vira Garcia Recruiting Houston Director of Recruiting vcfo
Julie Montgomery Recruiting Houston Technical Recruiter Beyondsoft
Natalie DiChiaro Recruiting Houston Contract Corporate Recruiter Indorama Ventures PCL
Katherine Amato Recruiting LA Senior Corporate Recruiter Guitar Center
Bez Rengifo Recruiting LA Sr. Manager / Director, People Services (HR Business Partner department) Loma Linda University Health Care
Becky Gramenz Recruiting Minneapolis Sr. Talent Acquisition Specialist Looking for Work
Roseanne Donohue Recruiting NYC Senior Talent Acquisition Manager, North America Radware
Peter Garneau Recruiting NYC Director, Corporate Talent Acquisition + Operations Mattress Firm
Tracey Gilbert-Dimof Recruiting Seattle Talent Acquisition Manager Urban Plates
Cindy Huffman Recruiting Seattle Recruiter Oki Golf
Staci Daley Recruiting SFBA Recruiting Specialist for Guckenheimer @ Google Guckenheimer
Catherine Hansen Recruiting SFBA Senior Manager, Recruiting Hippo Insurance
Radhika Aggarwal Recruiting SFBA Senior Technical Recruiter Macy's
Christina Dunemann Recruiting The Triangle Recruiting Manager AXA Advisors, LLC
David Berthiaume Recruiting.Work Director Of Recruiting Minnesota IT Services
David Baker TA Leaders Sr. Director of Growth & Development/Brokerage Services One Homecare Solutions
Nancee Martin TA Leaders Managing Director Corporate Recruiting AvAirPros
Mark Tindle TA Leaders Director, Talent Acquisition Root
Daniella McDonald TA Leaders Talent Acquisition Leader Looking for Work
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group
Kristina Droz TA Leaders Director of Talent Acquisition Bluestone Properties
Jeanne Amey TA Leaders Vice President Talent Acquisition PennyMac Loan Services, LLC
Marti Pranger TA Leaders Director, Talent Acquisition Empower Partnerships
Will Mhrir TA Leaders Director Talent Acquisition Topcon Positioning Group
Denise Datta TA Leaders Director, Talent Acquisition QSC
Amanda Radice TA Leaders Technical Recruiter SurveyMonkey
Tim Mayer TA Leaders Director of Talent Acquisition Kraus-Anderson Construction Company
Dawn Losinger TA Leaders Head of Talent Acquisition Precision BioSciences
Susan Landon TA Leaders Director of Talent Acquisition HELP USA

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