Employer Branding

Employer Branding

Employer branding is based on the challenges of employee retention: reducing churn, increasing productivity, amplifying creativity, and making employees more loyal and connected; it also deals with attracting new employees: reducing the cost of new employment, increasing the amount of recommendations and subsequent applications.

Employer branding helps companies decide how to stand out within a saturated market. During the identification step, we seek to understand why employees choose to remain at a company and what attracts new ones, which is why we analyze the available data, combing through employee interviews and focus groups, ultimately combining to form the GAP analysis.

The second step includes producing the employer brand (EB) and employer promise (EVP, which are formulated in step with the company’s culture and strategy, and which lean on the values of everyone working at the company.

The third step outlines projects aimed at constructing the brand and managing the employer’s experience in terms of existing employees’ levels of dedication, of the EB itself, of attracting new employees, and of actually employing them.

The project’s conclusion leaves open the option of a fourth step, namely of analyzing KPIs and managing set objectives.

“An employer’s brand is like glue. It unites existing and attracts new employees. It helps us communicate the company’s values, business strategy, and roadmap for the future. It unites people with a positive methodology and an emphasis on constructive sincerity about what is good and what needs improvement, which we then act upon with concrete measures. The process of constructing an EB actively engages employees, as it is precisely their opinion and contribution that counts the most. We care about what they think, and we endeavour to abide by it.” – Melita Joželj Nose