A smart HR professional is always on the lookout for ways to do small things to create a huge impact on their employer brand.
When you have developed a structural Employer Value Proposition that staff and candidates can connect to then you should be looking for areas of opportunity to turn your effort into an employer brand that is embraced by staff and leadership.
Done well, you can expect to see better applications, lower costs per hire and higher retention rates. If your brand is truly authentic, credible and attractive, it will support communication and recruiting strategies to drive hiring for years.
Scroll down to download 99 Employer Branding Activation Hacks eBook to learn more about activating your employer brand.
In the meantime, here are three simple ideas to activate your EVP and create an Employer Brand that lives and breathes throughout your entire company.
Show how sharing your EVP can attract talent
Set up a 30-minute meeting with hiring managers and show how growing their network and sharing team stories helps them attract great talent. Show them examples of how other managers are doing it, either inside or outside the company.
When they share a story or like it they expand the reach of their messages so encourage them to keep doing it. Share the best ones with recruiters so they can share them as well. This is a great way to share your company’s story.
Build consensus about the EVP
Hold a meeting with each team where you reveal the EVP and then ask them to re-write it in their own language. Show all the different EVP translations to everyone else and build consensus about how they see themselves in the brand.
Take the final copy from each meeting and make profiles for each team’s translation and include them on their job postings. Tap into this process when asking them to talk about the company or write reviews.
Introduce the EVP to new starters
Every time you meet with a new team leader or business head, ask them what recurring meetings they have. Offer to present the employer brand and what that team or department can do to support it at the next one (those meetings usually get boring and leadership is often looking for new blood and voices to add to the mix).