Up until recently, employer branding has been seen by many as a ‘nice-to-have’. Something that gives employees a few extra perks and helps improve morale.

Better late than never, senior-level CEOs have come to realise its true potential for their business’s profitability. Here’s why you should too.

What can employer branding do for your company?

Higher employee engagement. Better recruitment campaigns. Lower staff turnover. The direct benefits of a successful Employer Value Proposition (EVP) are pretty clear.

• Companies that actively invest in their employer brand reduce turnover by as much as 28% (Source: Officevibe)
• 50% of candidates will not work for a company with a bad reputation, even if they were paid more (Source: HR Daily Advisor)
• A strong employer brand attracts 2.5x the applicants of a weaker equivalent (Source: Startup Bonsai)

Less obvious are some of the indirect ways these and other factors can have a big impact on profitability. Employer branding is still a hugely underestimated way of increasing revenue. Businesses are missing out on the enormous potential it can have when you give it the time and resources it needs.

If allowed to realise its full potential, a strong employer brand should reach every employee and enable them to do their best work – as well as empower your company’s ability to capture consumers’ attention in an increasingly competitive landscape.

Building your reputation

In a packed field of competitors all fighting for the attention of the same group of customers, the strength of a brand’s reputation directly influences how positively they stand out from the crowd. A good reputation could be the difference in who they choose to buy from, and your employer brand plays an active role in establishing this perception.

Whether it is highlighting your company’s culture through videos or on your website, or harnessing your employees’ experience on social media, your employer branding is a big influence on how incentivised customers and the wider world are to buy from your company.

Why this boosts profitability

Your employer brand helps you build a positive reputation by reflecting the purpose and values that come through in your advertising. As well as being hyper-aware of modern marketing tactics, consumers are now more in tune with the inner workings of well-known organisations. Research shows that the way a company treats its employees will have a significant effect on buying decisions.

Consequently, creating campaigns around your employees’ happiness and development will build customers’ trust in your brand. Plus, what they say and share about your products and services on their own personal channels often holds more weight than your conventional adverts or messages from the CEO.

If you commit to creating an authentic, positive environment for your employees, this will resonate with both them and your customer base. Don’t underestimate the power your employees yield in your overall reputation – when former employees at Brewdog accused the company of having a “toxic attitude” and creating a “culture of fear”, their positive reputation plummeted, as did overall buzz surrounding the brand.

Earning positive reviews

You should also never underestimate a positive (or negative) employee review. When we buy something online or pick out a restaurant to visit, many of us instinctively turn to review sites to gauge others’ opinions. The same goes for candidates planning their next career move.

Even with a suite of benefits and a recruitment campaign that ticks all the boxes, looking at what past and present employees are saying about a company is the logical way to find out what it’s like working there. 

As well as being one of the most cost-effective recruiting tools, employee reviews are the best way to attract the sharpest minds to your business. In the same way that many companies encourage product reviews to win over customers, your hiring managers have an interest in using positive employee feedback to attract in-demand candidates.

Why this boosts profitability

A strong employer brand means engaged employees who will put the word out that your company is a great place to work. Research from The Harvard Business Review has shown that 80% of employee turnover is due to bad hiring decisions. 

When you combine this with the fact that the average cost of employee turnover is estimated at over £30,000, bad hiring decisions – made as a result of a limited pool of talent due to negative reviews – stand to cost your company significantly.

Having a wider choice of better talent, attracted to your organisation by a strong, inspiring employer brand with numerous positive reviews, makes it more likely that you’ll make a successful hire, limiting your turnover rate… 

Improving employee performance

When your teams are engaged, they are more driven to achieve. This may sound obvious, but many companies fail to see the link between a strong EVP and high performing staff.

Getting your staff engaged with your business goals takes more than offering face-value perks. To build on your employees’ drive to succeed and make the most of their talents, it’s important to set clear goals, provide regular praise and feedback, and give them opportunities to grow through courses and learning opportunities.

Why this boosts profitability

Engaged employees have a knock-on effect throughout a company. It’s often the case that if one team achieves well, it will help another perform better too. Companies with higher employee wellbeing have long been associated with higher business performance. Recent research has proved this to be more true than many may have thought.

Make your employer brand shine with BAM

We hope this has illustrated the direct and indirect influence that strong, effective employer branding can have on your organisation’s financial performance. Getting the maximum ROI from your employer brand efforts can be a major difference-maker in how motivated customers are to buy from you, how long employees stick around, and how productive they are day-to-day.

While employer branding represents a sensible investment in your company’s future, BAM by Papirfly™ empowers it to reach peak performance. Offering the freedom to create consistent print, digital and email marketing without agency support, free your teams up for initiatives that drive employer brand excellence.

Enjoy cost and time savings, eliminate duplicated effort and gain a birds-eye view of your global recruitment activity – discover the full benefits of BAM today by booking a demo.

Ensuring your brand’s unique proposition for employees is maintained and communicated effectively can be difficult at the best of times, let alone amid a worldwide pandemic. In this environment, global organisations are having to evolve and adapt to the prospect of recruiting and onboarding remote workers, while simultaneously preserving their employer brand.

While many businesses are sadly struggling, others are still looking to expand their team during these unusual times. However, traditional methods of successfully finding and onboarding candidates have been put on the back-burner for the time being. As brands look to keep the talent rolling in, they need to explore more unorthodox methods to ensure their brand remains prominent.

We’ve broken down some essential tips to consider when recruiting and onboarding remote workers…

Your recruiting checklist for remote employees

Make the most of video interviews

Though some companies utilised video interviews prior to the crisis, it will never quite live up to the experience of a candidate’s physical presence. As remote employment will be here for the foreseeable future, it’s important to try and normalise the experience for candidates as much as humanly possible.

An in-person interview provides many natural opportunities for small talk and rapport to build. That’s why providing a loose agenda for the interview prior to the video call can help put candidates at ease, and, without revealing too much, give them enough confidence to progress certain parts of the conversation more confidently. Ensuring that you and any other representatives from your company arrive early will prevent the candidate from becoming increasingly nervous while waiting for you to appear. 

They might not be able to see the office, feel the buzz and culture or all of the faces that keep the company running, but the impression given by those on the call will be integral for a potential recruit’s first impression. Your hiring manager may want to consider having someone from your branding team on the call, to answer some of the questions the candidate may have and help weave in the narrative that conveys what the company is about.

Finally, remember that tech issues can’t always be avoided, so make sure you don’t penalise any candidates if they struggle to get connected – it could happen to you, too! 

Choose questions that encompass the essence of your brand

Outside of your regular interviewing process, special emphasis should be placed on ensuring the candidate is a cultural fit for the business during this age of remote employment. Ask them how they would handle certain situations or challenges to determine whether they’re aligned with your company values and ways of thinking.

For example, if part of your EVP is empowering your employees to make decisions, and every answer the candidate gives you doesn’t include them finding a solution for themselves, they may either be unsuitable or require more training. 

While candidates typically ask anything from 2-5 questions at the end of an interview, allow additional time for a video interview. As they have lacked the experience of your brand and company in the physical sense, they may want to probe further on company culture and get a feel for what it’s like to work for you.  

Your onboarding checklist for remote employees

Be flexible but not disorganised

From the moment a job offer is made, the range of steps to getting an employee on board can take up to 6 weeks with notice periods and other considerations. It’s possible that a higher volume of candidates being interviewed may have been let go from their prior jobs as a result of the current climate, or that because of this period of remote employment, onboarding time could be significantly reduced. 

Candidates are going to feel a lot of unease between being offered the job and signing the contract, so ensuring that they’re kept informed at every stage possible is absolutely critical. Particularly when it comes to onboarding remote employees, the challenge of not having face-to-face contact can make the whole experience feel more distant and unwelcoming if not handled correctly.

As a hiring manager or another member of the leadership team, you may be stretched with time and therefore unable to answer every question or support the training of a remote employee. Assigning them a ‘buddy’ could prove beneficial in relieving some of the pressure from your team, and also giving them a chance to virtually socialise with someone they will be working alongside. When teams do return to the office, they will have made a friend, not just have to rely on recognising faces from Zoom calls. 

Whilst new employees work from home, you may want to introduce one-to-ones more regularly than you typically would. This will allow them to ask any questions they have or voice concerns.

Company literature is more important than ever

While many conversations will have taken place during the recruitment phase, it’s important for remote employees during onboarding to have something tangible that really solidifies what it means to be part of your company. 

Digital PDF brochures, toolkits or handbooks are a great way to introduce the company in more detail and, in particular, the departments the individual will be working in or alongside. It may be worth updating documents to include sections such as ‘Meet the team’ or ‘Life at Company’ if these don’t exist already. Anything that can paint an accurate picture of what working life will be like upon the workforce’s return will help new employees feel more embedded. 

An effective way to do this is by setting up your own onboarding portal. With all this critical company literature accessible in one central, online location, the process of welcoming, onboarding and training remote employees can be made significantly simpler, both for recruits and employers.

Likewise, if there are any guidelines, DAM systems, or other resources critical to this person’s role, they should be provided with instructions for these and guided by the hiring manager, department manager or their assigned buddy. 

Training remote employees is a challenge more global companies are waking to in this current environment. Utilise interactive training courses where possible and pre-recorded product demos to engage your new recruits when you can’t work with them face-to-face. And, of course, make sure someone is there to follow up these sessions to answer any questions your new team members may have.

Make sure their technology is set up correctly

For many companies, the process of onboarding remote workers has opened a potential can of worms of ensuring the candidate not only understands your values and culture, but also can access all of the relevant information and tools they need to perform their work. This is a crucial part of your onboarding checklist in the current landscape, as without this in mind your remote workers can be cut adrift from the rest of your organisation.

The last thing you want on their first day is a flurry of back-and-forth messages between them and IT. Not only does this make for an unpleasant experience for a new hire, who may feel the organisation doesn’t care about its staff enough to be prepared for their arrival, but it also hurts the productivity of your IT team as a result of these distractions.

To prevent this, ensure you have delivered all necessary hardware to the person in question well in advance of their start date, and you have arranged any necessary training for the remote employee with your IT department to help them set up their digital workstation. This ensures they feel comfortable with their role and responsibilities early, minimising any awkwardness at the start of their remote employment.

Encourage transparency from leaders

If you’re part of a big firm, it’s easy for news from the top to get filtered down incorrectly if there’s not a watertight communications strategy in place. While decision-makers might not be able to address everyone individually, at the very least you should try to set up bi-monthly calls or email newsletters. 

With regards to onboarding remote employees, they could potentially feel tense about their new environment and the restrictions of not being able to meet their teammates face-to-face or see their workplace first-hand. So, updates and guidance from the top of the organisation will give them reassurance that their company prioritises communication, isn’t interpersonal with employees and will likely be responsive to any ideas and concerns that they may have moving forward.

This is where the value of assigning either a dedicated buddy or mentor again proves effective – they can build on the transparency displayed by the leadership team in order to help them feel welcomed and embedded in company culture, which is especially important at a time where they’re compelled to stay at home.

Teams have their hands full with recruiting and onboarding remote workers

We hope that these tips will be useful in your efforts to overcome the challenges presented by the current landscape and support your recruitment and onboarding of remote workers. These times will prove challenging for many but we’re certain that brands will come out of this stronger and more defined than ever – perhaps even a little different than before. 

In fact, it might be a cloud with a long-term silver lining. As you refine your recruitment and onboarding processes, this not only allows you to be more flexible and contemporary in how you connect with the next generation of employees, but extends your reach in terms of bringing qualified people from around the world into your team and embedding them into your culture.

Whatever circumstances you’re facing – less budget, increased pressure to recruit, team redundancies – we hope this article has helped to shine a light on some remedies to the issues of recruiting and onboarding remote workers.

If you feel like you’re pulling your hair out trying to keep up with demand for branded materials, you might want to consider BAM by Papirfly™. An all-in-one powerful platform for the creation of studio-standard assets without the need for professional help. Pre-defined yet flexible templates ensure your team is always on-brand.

You also get a powerful DAM to store & share assets remotely, an educate section that gives your employees essential guidelines and information, and a whole range of campaign management tools. 

Find out more about BAM by Papirfly™ for employer branding or request a demo today.

As recruitment and brand perception continue to intertwine, the employer branding landscape is more competitive than ever. Empowering your teams with the right tools is essential for attracting and retaining top candidates and, ultimately, shaping the future of your organisation.

There are hundreds of tools out there designed to help you streamline your recruitment campaigns, boost employee engagement and increase collaboration. To narrow the list down a little, and help you understand which is best for your brand, we’ve rounded up some of our favourites.

LinkedIn Recruiter for headhunting 

With over 600 million users, LinkedIn boasts ‘the world’s largest network of professionals’. Using the LinkedIn Recruiter tool, you can quickly identify your top applicants, communicate with them directly and snap them up before your competitors.

Speed up the candidate search

With LinkedIn’s Smart Spotlight feature you can speed up your hiring times and automatically refine your search for candidates. For tailored results, the search tool will identify candidates who have already engaged with your company or those more likely to engage in the future.

It will also remove a step from the process by only presenting candidates who have switched on their ‘open to opportunities’ setting to share their availability and career interests with Recruiter users privately.

Show off your employer brand

LinkedIn Recruiter provides so many opportunities to showcase your company culture and freshen up your employer brand personality. It’s a great way to attract new candidates with news, insights and success stories, and convert company followers into new hires.

Target the most relevant candidates

To stand out among the most relevant talent, LinkedIn’s helpful ‘Jobs you may be interested in’ feature allows you to entice passive candidates by appearing in their ‘recommended jobs’. Understanding how users engage with the search feature from a candidate point-of-view is key to maximising its potential.

Recruitee’s applicant tracking system 

Recruitee is a centralised talent pool that makes it quick and easy to track and manage candidates in the hiring funnel. 

This highly collaborative tool helps large and small organisations make better hiring decisions with their entire team. As well as having an incredibly user-friendly interface, it’s also easy to optimise, and scalable for all kinds of recruiting needs.

Simplify the hiring pipeline

Recruitee’s ATS allows for quick and easy sorting of large numbers of applicants. Its visual layout simplifies hiring pipelines by giving your brand an intuitive, editable job site, capturing the information of all your candidates and helping you automate time-consuming tasks such as email responses. 

With almost every part of the recruitment process covered, Recruitee’s ATS system can help you implement clear best practices at each stage.

View tailored insights through one platform

Recruitee’s ATS gives your team a single, intuitive platform to work from. Through individual log-ins, they’ll be able to use the same shared view or, if they’re a manager or head of department, see tailored jobs that are most relevant for them. 

Optimise for your brand

Whether you need an ATS to align with your existing strategy or to launch your recruitment drive from scratch, Recruitee’s software can be customised to support your brand mission. It allows you to advertise jobs on your chosen sites, set appropriate permission levels for different users, integrate APIs and more.

BAM by Papirfly™ for campaign creation and management

We might be a little biased, but BAM by Papirfly™ easily makes the shortlist – it’s already being used by leading global brands including Unilever, Coca-Cola and IBM for employer brand campaign creation and management. It’s packed full of features that will completely transform the way you think about employer brand marketing.

Create studio-quality assets in-house

Custom design templates give you full control over your employer brand marketing materials. With an easy-to-use creative suite, your teams can create on-brand digital, print, social and video assets without having to source help from an external agency.

Be on-brand anywhere in the world

BAM allows teams around the world to view, edit and share marketing materials and brand guidelines. That means easier translation for global markets and no more lost or inconsistent assets – just a single source of truth for everything your brand represents.

Take control of your marketing materials

With a bird’s-eye-view of all your recruitment campaigns, BAM allows you to organise and edit briefs and timelines in an initiative visual planner. Analyse campaign effectiveness and add extra layers of approval that will save you time in the long run by helping your team become more autonomous.

PostBeyond for employee advocacy

Year-on-year, we’re seeing the positive impact that employees can have on employer brand marketing and their increasing potential to influence positive brand perception. PostBeyond is designed to help you empower your employees to become your best brand advocates, attract new hires, and new business. 

Turn employees into influencers

PostBeyond will help you humanise your employer brand with an authentic voice that comes from your employees. Each user can customise their homepage feed and use the ‘Explore’ feature to discover specific types of posts and branded content that resonates with them.

Make sharing simple

PostBeyond makes it easy for your employees to access all the assets you want them to share — whether that’s third-party content or branded materials like articles, videos, product releases and job postings. The software also allows you to monitor sharing and engagement with a built-in dashboard and analytics feature.

Create employee incentives

The Team Leaderboard feature incorporates a fun way to keep employees engaged using an element of gamification. They’ll get a personal score based on their activity and can see how they rank in their own department, as well as overall in your organisation.

Small improvements for employee retention 

Small Improvements facilitates two-way conversations between employees and line managers. Together, they can set objectives, monitor progression and better understand the issues affecting both sides. 

By making it much easier to manage feedback, spot high turnover in individual teams and communicate effectively with employees, Small Improvement’s user-friendly software is great for staying on top of employee retention.

Predict where to focus on retention

Small Improvement’s dashboard analytics helps you predict which employees might be leaving in the near future with colour-coded low, medium and high-risk categories. Having this valuable oversight means you can focus your retention strategy and reduce the chances of losing your best employees.

Spot trends in your turnover

Using a wide range of data, Small Improvements helps you evaluate turnover more effectively. By highlighting issues within specific teams, you can be ready to address the situation before it becomes a major pain point for employees. The software also captures data to tell you how long employees stay with your organisation on average.

Align your brand vision

To keep your employees up-to-date with your employer brand strategy, you can set email reminders and make it easy for them to create and share objectives. This feature is perfect for organising personal and professional goals that align with your overarching brand vision.

What works best for your employer brand?

All these tools and features have their place in helping you navigate the ever-changing employer brand landscape. Choosing what’s right for you will depend on how well they align with your company’s values and brand vision.

To learn more about the game-changing features from BAM by Papirfly™, get in touch to book your personal demo. 

You’ll be guided through some of our favourite tools in the creative suite, and learn about the innovative ways it can transform your employer brand and boost your success as a business.

Employer brand marketing has the power to make or break the future success of an organisation. Whether you have a strong team of 15 or 500 employees, an effective employer brand is one of the most important investments a business can make — getting it right is crucial; getting it wrong can be devastating.

Look out for these huge, but all too common, mistakes when rolling out your next employer brand marketing campaign:

#1 Putting all your eggs in one basket 

Before you put out your employer brand marketing materials across every channel you can think of, do your due diligence on your audience… 

One size does not fit all, so it’s vital to consider how different age groups and candidate personas engage with different channels. You may need to adjust your messaging, explore different mediums or devise a new campaign strategy altogether. A simple blanket approach could result in alienating swathes of great applicants.

#2 No attention to detail on localised campaigns 

Consistency is key, but what works in one country, may not work in another. Putting out inaccurate translations or culturally inappropriate marketing materials will have a detrimental effect on your brand that can be difficult to recover from. 

Building strong relationships between teams around the world will help you gain a better insight into cultural nuances and what resonates with audiences in different parts of the world. Lack of understanding and bad communication will make employees in local markets feel undervalued and disconnected from your brand vision.

#3 Not owning your identity

Defining one golden thread that unites every employee, wherever they are in the world, isn’t easy. But, for a leading global brand, it’s probably the most important (and often overlooked) factor of employer brand marketing.

It’s what solidifies your identity as a global brand and lets consumers, employees, and potential employees know exactly what you do and don’t stand for. Find that single source of truth and make it accessible and easy to get behind for every single one of your employees.

#4 Little focus with messaging

When a brand loses control of its messaging, its communications become disjointed, contradictory, and begins to undermine the overarching brand purpose. This mistake gets worse over time, causing marketing to erode its meaning as it becomes more difficult to find the one solidified message that encapsulates your brand. 

Having a bird’s-eye-view of all your global marketing materials, and making your brand guidelines easily accessible, will bring inconsistent assets under control and streamline your output with crystal clear messaging.

#5 Overlooking candidate needs

When your teams are concentrating on putting out employer brand marketing campaigns that communicate all the amazing reasons to join your organisation, it can be easy to overlook the deciding factors for candidates as individuals. 

Understanding and catering for the different needs of potential employees are absolutely key in attracting and retaining talent. This goes back to your employee personas and defining what your brand can offer beyond a competitive salary with perks.

#6 Ignoring employee review sites 

No candidate will expect an organisation to have 100% outstanding employee reviews — a dream working environment for some could be a nightmare scenario for others. What really stands out to potential employees looking on job sites like Glassdoor and Indeed, is the way an organisation handles feedback. 

While it’s natural for employee opinions to differ, it’s important to acknowledge what people are saying about their experiences at your company. Be sure to respond calmly and take action on any recurring comments the reviews might highlight.

Take control of your employer brand 

With an all-encompassing Brand Activation Management tool like BAM by Papirfly™, you can take control of your employer brand campaigns with a bird’s-eye-view of all your marketing materials. 

Your teams will have:

• An easy-to-use creative suite that allows them to create studio-quality print, digital, social and video assets within predefined templates for watertight consistency.
• A local globalisation feature that makes sure your campaign translates and relates to local markets.
• Access to assets, images and up-to-date brand guidelines in one centralised location.

Take control of your employer brand today, with the power of BAM. Book your demo here. 

Everything you put out to promote your employer brand is telling the world this is who we are, this is the type of talent we want to recruit and this is where we’re heading. When you have a strong strategy to follow and deliver against, there’s no stopping you. But just because your strategy has been delivering so far, you should still question any big move before committing time, money and effort to it.

It’s not about second-guessing decisions; it’s about never becoming complacent. The attitudes of candidates are continually evolving based on each generation and the societal circumstances we all find ourselves in. Likewise, what worked yesterday may have seemed successful, but who is to say it couldn’t have been even more so? The attitudes of candidates are constantly evolving, so it’s important to keep your team on their toes.

We’ve put together a short checklist that will help you weed out flawed strategies and concepts, and guarantee you stay aligned with your employer brand strategy.

Ask yourself…

1. What do we want this creative content to convey about us? Does the idea do the job effectively? Are we telling a story?

A very simple notion, and one you will likely know instinctively. But it’s always worth referring back to the basic messaging strands to ensure everything is kept aligned. This is particularly useful to ensure that new recruits are kept on brand.

5 second checklist

• Appropriate tone of voice
• Relevant to candidate
• Tells a story

2. Does this message align with our values?

When trying to attract the right candidate, it can be tempting to do something very clever and off-the-wall when a bright idea or topical event arises. But if this is very far removed from your original values, take a moment to consider whether the short-term exposure could cause long-term confusion.

5 second checklist

• Re-visit values
• Ensure it’s not controversial
• True to purpose

3. Have the candidate’s priorities changed post-COVID?

If you’re adapting an old campaign or continuing with an ongoing strategy, it’s worth taking a step back to consider how much has changed since this was initially developed. For the most part, candidate priorities had been pretty consistent over the last few years, but in the wake of COVID, brand purpose and values have catapulted from a marginal priority, to a more critical decision-clincher.

How big brands have treated their employees and communicated with their audience during the crisis has helped to cement the great qualities portrayed by some, and highlighted previously hidden flaws in others.

5 second checklist

• Candidate priorities identified
• Candidate priorities addressed
• Accurate reflection of career offering

4. How is this campaign going to translate into other markets? Are there any cultural nuances that need to be identified?

When a head office benefits from a generous budget, often the core campaign creatives stem from this team or the associated agency. Sometimes this means that by the time the creative reaches teams in other countries, the creative feels misaligned, misunderstood or not entirely relevant for the market. 

As part of any campaign brief, how the creative will be adapted for other key markets is crucial, particularly when it comes to employer branding or more general awareness pieces. More than this, being able to deliver the strategy effectively for each location without compromising on quality or too much budget is integral.

The BAM by Papirfly™ creation platform gives teams access to relevant content, imagery, logos, translations and more, allowing them to change up campaign creatives and make them totally tailored to their markets. All on-brand and with cultural nuances considered.

5 second checklist

• Understands cultural nuance
• Obtained visually relevant resources
• Plan of action for delivery

5. Is there anything on this creative that will encourage candidates to deselect themselves if they’re not right for the role?

While an influx of applications is often a good sign as the role is deemed attractive, getting too many unsuitable applications for the role could mean your communications or messaging is misdirected in some way. This is why it’s important that the campaign and all supporting career materials convey the tone of voice, EVP and brand purpose in a way that fitting candidates can relate to.

To give a tangible example, if you work for a cutting-edge tech brand and your brief is to recruit new developers, focusing on outdated channels or including old-fashioned imagery could send the completely wrong message about the role.

Likewise, if your employer brand has an emphasis on in-office culture and team spirit, and you receive mainly remote working or freelance applications, this messaging was likely not strong enough for the candidates to realise they were unsuitable.

5 second checklist

• True to tone of voice
• Strong persona established
• Creative tailored to persona

6. Is the call-to-action clear and does the candidate have more than one way to apply?

Whether you are exhibiting at a physical career fair or recruiting candidates digitally, the stages they go through to apply will be make-or-break for their application. Too many barriers or hoops to jump through may cause them to disengage, but too little and you may attract a lower quality candidate. Giving people multiple ways to submit their CV, covering letters and/or portfolio will ensure you give a fair chance to as many potential recruits as possible.

Once the submission is made, what happens next? Do they get confirmation, and will they be contacted regardless of whether they are successful or not? If your candidate management portal is automated, ensure you craft emails to sound human-like, not cold and robotic.

5 second checklist

• Call-to-action is clear
• Multiple ways to apply
• Communication is consistent

Ready to go to market?

Now you are certain you’re on the right track, ensure you can deliver all the assets you need to support your global teams. BAM by Papirfly™ is used by employer branding teams across the globe, with licenses held by the likes of Coca-Cola, IBM, Vodafone and many more. Over 500,000 users worldwide are empowered to create their own digital and print marketing materials, on-brand, on-time and with no additional budget needed.

Learn more about the power of BAM here or speak to one of our team and book a demo. 

We spend over a third of our lives working so it’s no wonder that when we go in search of a career, we want to make sure the company we work for is the right fit. Not just in terms of the career itself, but also what they stand for, the employer benefits, reputation, and work-life balance – amongst other considerations.

We have compiled the most common factors when deciding whether a brand is an employer of choice. 

Salary, compensation and benefits

While money isn’t everything to everyone, it is usually the first and most important consideration for most candidates. If the salary doesn’t meet or exceed the industry standard or the candidate’s personal expectations, they may deselect themselves without investigating any further. It’s important to stay competitive to attract the right people, but also remain realistic.

On top of salary, candidates are attracted to other financial incentives. This could be anything from discounts at particular retailers, right through to a structured bonus scheme or shadow shares. If your company isn’t able to offer a great candidate the salary they want, having a clear path to progression and a pay review in place after a set number of months could be enough to entice them on board – coupled with other areas that make you an employer of choice.

Creating a strong culture and working environment

The ‘culture’ of a company is often something that’s formed and solidified over time. It’s usually made up of the types of behaviours and values that are expected to be upheld by employees.

For example, a branding agency in London may have a more relaxed approach to work, encourage flexible hours, have regular extended lunches and frequent social events. They may promote an open, informal environment. A more corporate culture may be found at a financial firm, looking to keep hours fixed, only encourage social outings at set times of the year such as Christmas, and require all issues to be raised formally.    

These are very broad generalisations, but no matter what type of company and brand you are, expectations on culture are changing across the board. High-pressure, stressful and formal environments are having a largely negative impact on employer reputation.

Striking the right cultural balance isn’t just about this though – while the best talent does often want to have a sense of autonomy and agility in their everyday life, they also require a level of structure for their progression. The lighter, fluffier stuff is what attracts people in the first place; having a clear path to success is a benefit to retain employees.

Reputation, values and employer brand

No matter how great the perks are, there are very few people who would be willing to work for a company with an abysmal reputation. While word of mouth is powerful, you can’t always trust what you hear second-hand, so many candidates will either still continue with their interview to make an informed decision for themselves or explore what people are saying online.

Review sites such as Glassdoor or those shared on Indeed are a digital window into what current and ex-employees really think about an organisation. While these sites are monitored, some unfair depictions of a workplace may still make it through the net.

Having some bad reviews isn’t the be-all and end-all for candidates; they will understand that different people have different needs and each company will have varied employer attractiveness to different types of people. However, how a company reacts to these reviews will help them form their opinion further.

Becoming an employer of choice isn’t something that happens overnight. There are many learning curves to endure, and unfortunately, negative reviews come part and parcel of this.

What you should do is:

• Respond calmly and constructively while keeping a cool head
• Ensure points raised on bad reviews are recorded and discussed
• Investigate any recurring themes and take the appropriate action
• Accept that some people will hold negative opinions and only report the reviews that go against the site guidelines

Building a positive reputation that puts you on the path to becoming an employer of choice is achieved through having a strong employer brand. While many companies complete work piecemeal on their employer brand, others dedicate entire teams and departments to this incredibly important marketing strand.

Having a global presence is all very well and good, but for any growing company, talent is at the heart of everything. Attracting and retaining good people is critical to any brand’s ongoing success. Having a dedicated team creating localised campaigns to attract the right type of talent across the globe is an invaluable resource. 

Creating a positive candidate experience

While this will form part of your wider employer brand strategy, it’s important to give special consideration to the overall candidate experience – whether they are offered the job or not. Your company’s reputation is important and during the recruiting and onboarding stage is when first impressions will count and opinions will be formed.

Here are some things you can do to ensure a smooth candidate experience:

Communication leading up to the interview

Ensure you provide information to the individual on what to expect. While it’s important for them to show they can think on their feet, intentionally withholding information could jeopardise what would have been an otherwise successful interview. Being purposely ambiguous could cause unnecessary nerves and give them a bad first perception.

Perfecting the interview 

If the interview doesn’t take place virtually, it’s important to use a space that’s representative of the working environment. Offer the candidate a drink upon arrival, introduce yourself and any accompanying interviewers and, if the interview room is not yet ready, find a comfortable spot for them to wait in.

Post-interview, ensure you follow-up, even if they were unsuccessful. Not hearing from a company after the interview can leave a sour taste in the mouths of candidates and cause them to vent their frustrations online.

First day and welcome pack

There’s nothing worse than being ‘left to it’ on your first day. If the team is too busy to complete a comprehensive induction, make sure you assign the new recruit a ‘buddy’ to have lunch with and who can answer any questions throughout the day.

Many companies that have a strong employer brand ensure new recruits have some kind of branded welcome pack. This usually consists of a notebook and mug or similar. This helps to instil employee brand advocacy from day one. 

Learning and development for employees 

One-to-ones and development plans come in many different forms but, however you choose to progress your employees, it’s important they have access to consistent communication in regards to their development.

Staff can become complacent or unsettled if they feel they aren’t moving forward. Likewise, making tools available within your perk package can provide a much-needed boost. For example, you may install a physical book library, or allow a training budget each year.

Becoming an employer of choice in your industry

While you can’t always become the best employer of choice overnight, there are many strategies you can implement both right away and in the longer term to make great strides. Having an all-in-one brand management tool like the Papirfly Platform puts you in great stead for becoming an employer of choice. With access to a suite of creation tools for quick, on-brand marketing assets, your team can deliver on time, every time regardless of skill level. With a dedicated education section, your team has access to all the guidelines, documentation and assets they need to understand your employer brand and offering. Users can also manage campaigns with a range of tools and store and share assets within their dedicated DAM. Tailor access for files to countries, regions, subdivisions and sub-brands. Discover the power of a an all-in-one brand management platform and start your journey to becoming an employer of choice.

Great talent is hard to come by. Likewise, great employers can be hard to identify. Behind the fantastic perks and benefits lies the essence of a company – what it is they stand for and the kind of people they are looking to attract.

Having a proposition that helps define the two-way narrative between a brand and its employee is a great way to inspire, educate and create a working environment that is truly aligned to the same values, goals and future vision of the company.

Think of it as a mixture of what potential employees might want to see and what you want to communicate to them. What can you offer them and what attributes do you expect them to uphold in return? It’s a mutual understanding and direction for both parties and a single set of statements or documents that help keep your global brands on the same page in terms of offering.

How to build a solid employer value proposition

A strong employer value proposition (often referred to as an EVP) should deliver 3 core outcomes:

• Excite and engage existing staff members;
• Differentiate you from competitors in and around your industry;
• Help candidates self-select in or out of the application process. If what you’re saying doesn’t resonate with them, then they are unlikely to proceed with applying for an advertised role.

Your EVP will be unique to your business, but there are several steps you can take in helping to establish it. If you have a dedicated employer branding team, they should ensure they carry out the following exercises, being sure to include both high-level decision-makers as well as a cross-section of opinions from various departments.

This is because it’s easy to become subjective when you’re embedded into the employer branding team – people who help deliver the work every day should be able to provide an authentic insight into what it means to work there.

Define your mission

Your mission is your reason for being as a company. While it needs to remain true to what you deliver each day, try not to get bogged down too far in the technicalities of what you do and think about the wider impact your brand has.

For example, if we were to take a company that sells hair dye, their EVP mission isn’t to sell as much hair dye as possible, but it might be to continue spreading positivity by ensuring everyone in the world can express their individuality.

If you are struggling to get to the bottom of what your mission is, use these questions as prompts:

• Why are you different as a company?
• What makes you stand out amongst competitors?
• What’s the single thing you admire about the company as an employee?
• If your company could be responsible for achieving one thing in 50 years, what would it be?

What’s your vision?

Your vision is a source of inspiration for your employees. It’s a common long-term view that outlines exactly where your company is heading, and hopefully makes them want to stick around for the journey. A vision statement tends to be emotive and thought-provoking, so try not to include too much corporate-speak – keep your audience in mind at all times.

Refine your values

Most companies will already have their values determined from the outset, but ensuring these are reflected in your EVP is integral for showing people what it is your company believes in. Take a look at these values (usually between 3 – 7) and really scrutinise whether they are upheld. If they are – how? If they’re not – why not?

Once you are happy that your values are an accurate reflection of who you are, look to refine these to appeal to a broader audience. Your values are essentially your ‘guiding principles’, and anyone who you look to hire must share these in order to make it at your company.

Outline your strategy

Your strategy talks about how you intend to achieve your goals and objectives. It can sometimes be called a road map, and details your individual tasks and action points to reach your vision. In its simplest form (and if you have limited time and resources), you can just create bullet points. This strategy is usually part of your 3 to 5-year business plan, and helps new recruits, as well as existing employees, understand what they are becoming a part of.

Create your EVP

Now you have laid the foundation and scratched much deeper than the surface of your company, you can look to create your EVP. This can be a statement or a fuller document that delivers the following things:

• The expertise, expectations and experience any employee should bring to the company
• Focused on talking to employees while being sympathetic to wider business strategies
• Drive high-quality employee attraction and retention
• Tells people why they should want to work for your business 

What does an employer value proposition look like?

Some companies have an EVP that is a few sentences, others have full booklets dedicated to explaining every facet of their employer branding.

While an employer value proposition will incorporate a number of key things, how this is communicated and presented will vary greatly depending on your company’s budget and the importance it places on exercises such as these. Ultimately, as long as your EVP communicates why someone should work for you in a clear and concise way – you’ve nailed it.

How does this differ from an employee value proposition?

An employee value proposition is purely focused on the individuals they are aimed at. An employer value proposition aims to bridge the gap between what the employer wants from the employee and vice versa. It helps to communicate internally and externally while differentiating you from your competitors.

What’s next?

Now you have your EVP in place, it’s important to make sure this is communicated effectively across your countries and territories. If you can afford to, taking a day to re-educate employees on the newly aligned employer value proposition will really help to embed it into your culture, as well as prepare employees for any recruitment activity moving forward. Investing in a DAM can help you keep all documents accessible to teams anywhere in the world. BAM by Papirfly™ gives you the power to create printed and digital assets using smart templates, educate teams with your branding documents, guidelines and assets, and allows you to store and share absolutely any digital file.

To align your employer branding across the globe, get in touch today. 

Your global employer brand is the core of how you attract, recruit and retain top talent worldwide. It is the message, value and vision that tell your target audience why they would want to work for you over your competitors.

For the top global companies, developing an effective employer brand strategy is essential in connecting with potential recruits and your existing team members on a global scale.

With so much choice of workplaces available to today’s skilled employees, having a global employer brand that truly connects and resonates with your preferred target audience is how the best global brands reap the most talented recruits.

Take Vodafone for example -nan organisation we’ve been proud to work with for several years now to deliver greater, more consistent employer branding. One of the most recognised brands around, they have devoted a lot of time and effort in crafting their global employer brand identity to appeal to their ideal employee persona.

From transparency over their vision as a company to creating aspirational employer branding materials, Vodafone recognises the advantages  clear strategy gives them in how they acquire talent. And this also takes into account how they interact with their local markets. 

A global employer brand is not one-size-fits-all

Unquestionably one of the greatest challenges facing top global businesses is communicating and disseminating their central brand and identity to their employees and prospective recruits worldwide. Crossing boundaries means new cultures, new languages and new customs.

Employees are individuals, and never is that more apparent when you move from country to country. Brands that take a “one-size-fits-all” approach to their global employer brand strategy risk alienating individuals whose needs, motivations and cultures differ from the messages they are putting out there.

Nowadays, job seekers need to be treated like consumers, and the cost of an employer brand that doesn’t consider their distinct customs and traditions will:

• Restrict your ability to attract the highest-quality candidates
• Result in higher costs in attracting top talent, as well as employee retention, over time
• Lead to drops in employee engagement across your teams

While the essence of your brand values shouldn’t change from location to location, as this will undoubtedly cause confusion as to what your global employer brand stands for, it needs to have been framed in a way that engages your local audiences. 

For instance, say part of your company’s core values is an approach that’s incredibly team-oriented and encourages collaboration. That might be more significant to your market in one country than in another. Instead, you should  adapt your messages to champion a different core value that is more relevant to that specific audience – that’s part of a good employer branding strategy.

Your global employer branding team should be given time to develop a clear understanding of the local markets that you operate in, performing whatever external surveying work and analysis necessary to understand what they want out of a workplace culture and how your brand can accommodate this.

How to translate your global employer brand to your local markets

As mentioned, thorough research into the individual markets you operate in is essential to discover the cultural considerations affecting the area. This will take time, but it’s vital in identifying elements that your target audiences consider crucial in the work environment of an employer of choice.

Think of the employee experience

Remember, your global employer brand strategy towards your local markets should begin and end with the employee experience. Most employees will look to have their own individual needs met, and an appreciation of a market’s culture and society gives you a greater chance of meeting their requirements.

Take time to break down the persona of your ideal team member:

• What goals/motivations do they have?
• What are their key demographics?
• What personality traits do they demonstrate?
• What challenges do they face?
• What would they want out of your workplace experience? 

Once you’ve determined a top-line understanding of this through interviews with staff members and qualitative research, go to the extra level in referencing the various cultural nuances and features that distinguish one location from another.  That way, you will be able to attract talent in a much more effective way. 

Encourage employees to be brand advocates

Next, the best global brands will utilise their existing employee base as brand ambassadors to connect with local audiences in an organic, natural way. Content shared by employees typically receives 8 times the engagement of content on a brand’s official channels, largely because it feels more personal and credible.

Global businesses with the best employer branding –  encouraging and rewarding a company-wide culture of employee advocacy –  stand to receive the greatest benefits when appealing to other team members and prospective recruits across their local markets. As your employees promote and interact with others in a meaningful way, others will gain a stronger appreciation for your identity and values.

Whether this is achieved by an incentive programme or by adjusting your marketing strategies to incorporate more “team-focused” content, inspiring your current employees to spread your brand’s message can be a  powerful way of attracting candidates.

Harness technology to stay consistent and constant

Brand consistency and frequency are also key to translating your global employer brand to your local markets. While you will likely need to make alterations in terms of language and imagery used, the essence of your brand identity should never waver. Honesty and transparency are important in developing a genuine connection with your target markets.

Therefore, the ability to create and share marketing materials that consistently communicate your brand’s personality to each of your local markets is crucial. Having access to a sophisticated brand management solution makes a real difference in maintaining the core elements of your brand’s identity across all locations, with the function to tailor the imagery, language and layout as necessary to a specific audience (something our systems at Papirfly are capable of providing).

This branding software will also ensure that your local teams can frequently craft and create collateral from the ‘single source of truth’ found in your brand guidelines. This is vital in maintaining regular engagement with your audiences – not just to those you are interested in recruiting, but in reinforcing the shared familiarity with your brand among your existing employees. If these communications are not actively maintained, you risk missing out on attracting top talent and reducing your employee retention.

Essentially, when it comes to protecting and maximising your global employer brand, it is a case of think globally, act locally. By taking the time to address cultural nuances in each of your markets and adapting your marketing to appeal to these, as well as harness the power of your existing employees to reach these groups, you place your organisation in a much better position to attract, recruit and retain talent against other top global companies.

Top global brands reaching their local audiences

So, how are some of the best global brands appealing to their local markets? Here are some examples that might inspire your approach:

Vodafone

As highlighted earlier, Vodafone in recent years has placed a deeper emphasis on pushing their global employer brand as a means of attracting top talent. After conducting extensive research, they identified eight ‘proof points’ that give people worldwide a fundamental picture of what it’s like to work at Vodafone. From there, this core message is adapted to each market to effectively translate the message, with the company utilising our own brand management solution to create and disseminate this material. 

Unilever

Utilising a hero campaign on being ‘more than just your job title’ on a worldwide and local scale, Unilever’s global employer branding team work closely with their local outlets to tailor their messages most effectively and inspire their current staff members to push their identity out on their own personal channels. 

L’Oreal 

L’Oreal’s innovative approach to a transparent, consistent and candidate-driven recruitment strategy allows them to compete with the top global companies in securing talent. They present universal employee value proposition pillars to their markets worldwide with an appreciation of the cultural disparities.

Dell

Dell has committed to recruiting to recruiting an employer branding team, with leads in each of their regional markets, giving them a clear indication of the cultural nuances, trends and events that will inform how their materials will work in those areas. By receiving this insight and experimenting and analysing their campaigns, they are constantly refining how to tap into their local audiences.

Verizon

Finally, Verizon’s employer brand marketing takes an unwavering approach to championing the achievements and happiness of team members in all local markets, to present everyone in their organisation is engaged with their brand. This magnification of their brand presence through organic, employee-driven content and diverse, current-event messages helps them stand out among the best global brands for prospective job seekers.

Adding a local edge to your global employer brand 

We hope this article has helped you recognise the value of adapting your global employer brand around your local markets. While we live in a world that is globalising more and more each day, being able to adapt your message to appeal to the specific cultures, languages and traditions of each market will give your organisation added impetus in your mission to acquire talent and improve employee retention.

Your global employer brand is an investment in your company’s future, and it’s crucial you give it the capacity to fully engage your existing and prospective employees. With our brand management platform for employer branding teams, we empower your teams to go after their local markets frequently, consistently and successfully, with the option to tailor each message for each audience. All with no specialist expertise.

Start empowering your workforce and connecting with your audiences across the globe today.

When you’re in charge of a business, regardless of size, industry or location, a feeling that you quickly get used to is losing good employees.

Research has shown that 43% of all Millennials in employment plan to leave their current role within 2 years, while only 28% plan to stay past 5 years. With future generations expected to share similar tendencies, the employee turnover trend shows no sign of slowing. 

Of course, it would be naïve for any company to believe that they can achieve a near-100% retention rate; statistics collated by LinkedIn in 2018 suggest that a 10.9% turnover rate is approximately the norm (although this varies from industry to industry and role to role – e.g. the hospitality sector experienced a 90% turnover rate in recent years in response to Brexit). 

And, in many cases, these are the result of reasons not caused by their company itself:

• A change in their personal life
• They are looking for a different challenge
• They received a better offer
• They feel they’ve achieved all they can in your team

Again, losing talented employees is something that will happen invariably. However, numerous reasons behind top talent quitting come as a direct result of them being unhappy with aspects of their work.

If you are concerned that your company’s turnover is unwantedly high, here are 14 notable causes why you may be turning off top talent from staying with your organisation.

Why companies lose good employees

1. Lack of trust/autonomy 

Few people enjoy being micromanaged or working in a restrictive environment due to management’s lack of faith in them. Top talent will typically thrive in atmospheres where they feel trusted to deliver their work to a high-quality standard. Placing too many oversights and barriers in the way of their autonomy is a dangerous path to a high turnover of staff.

2. You lack a competitive offer

While money isn’t everything to all employees, it will likely be a key factor in their decision to stay or move on from your company. Employees need to know that they’re valued for their hard work, and whether it’s an increase in their salary or other incentives, if you fail to give them compelling reasons to stay, they may have their heads turned by your competition.

3. You don’t have an onboarding strategy

The process of retaining employees to stay starts from day one. If you don’t have an established onboarding strategy or process, it can result in new members of staff feeling disorientated and unwelcomed immediately. First impressions count as much for the hiring company as they do for the person just hired – leaving a bad taste in the mouth from the get-go could leave people thinking about the exit in a couple of months time.

4. They feel underutilised

If your employees don’t feel that their distinct skills and expertise aren’t being put to good use in their current role, they will start to look for a company that will. The moment they feel they are not being utilised effectively is when good employees stop caring, hurting your productivity and increasing the likelihood of high performers leaving your team.

5. They feel underappreciated

If your best talent produces great work, it’s important that you tell them. Employees whose work is hardly (if ever) recognised will feel more disheartened and disillusioned in their role. It will potentially lead them to question why they’re working as hard as they are if they will never receive recognition or reward. By failing to appreciate the great talent available to you, you risk losing them over time.

6. They feel disrespected

Similar to the above reason, your employees don’t want to come to work and feel that they aren’t respected or valued. This extends to their good work being recognised to the overall workplace culture – if their fellow team members are not treating them fairly or kindly, this will motivate them to find somewhere else to work for the sake of their own wellbeing.

7. They are poorly managed

Over a third of UK workers plan to leave their company imminently due to not feeling any kind of inspiration or motivation from their employer. Poor management is a powerful indicator of dysfunctional employee turnover – without clear direction, guidance and encouragement from the top, employees will lack the structure and impetus to perform effectively and progress in their career.

8. There’s little communication

Communication is key to whether you lose good talent or not. Employees will want to feel comfortable bringing issues to their manager or co-workers and receive a fitting response. If that communication is lacking or is practically non-existent, your talent will feel unsupported and that their suggestions aren’t meaningful. When people spend much of their day at work, most would prefer not to spend it in silence.

9. An unhealthy company culture

A poor company culture will quickly turn away your top talent. Whether that is a structure that is too rigid, one that lacks drive and passion, or simply an atmosphere that is overwhelmingly negative and toxic, if an employee doesn’t feel comfortable or welcome in their workplace, they will be encouraged to actively find one that is more suitable. 

10. They don’t connect with your company values

Your employer brand plays an increasingly powerful role whether you retain or lose good employees. A brand that is consistent, authentic and built on strong values will minimise the risk of employees quitting. Conversely, if your workers don’t buy into your goals, missions and principles, they won’t form a connection to your organisation and won’t feel a compulsion to stay when another opportunity comes along.

11. There’s no room for growth or development

One of the core reasons people look at alternate job opportunities is to advance in their career. If your company does not present a clear path for promotion or development, your good, ambitious talent will find chances to take on more responsibility somewhere else. Leaving little room for career progression within your workforce loses engagement, loses motivation, and eventually loses talented employees.

12. They feel overworked

Stress is something that comes in most workplace environments, but an excessive amount can be a strong motivator to leave. If your top employees feel like they are being burdened with too much to do with little support or recognition, work will become incredibly uncomfortable for them. At that point, they might decide to choose their own wellbeing over their employment, and look to find somewhere more conducive to their needs.

13. You don’t consider their work-life balance

Did you know 22% of UK workers have changed company or departments in pursuit of better flexibility? Especially as employees become older and develop responsibilities outside of work, priorities shift towards a better work-life balance. If you lack the flexibility to accommodate their wider needs or operate in an “all work, no play” culture, you will lose top talent looking to avoid burnout.

14. They see other good employees leaving

Finally, witnessing other talented employees leave your company can make people question their own position and happiness in your organisation, often regardless of the reason behind their departure. Losing talented employees can damage the overall culture and atmosphere in your workforce, and cause others in your team to consider their own future. If you already have a high turnover, this can be an even more pressing concern.

What is the cost of losing good employees?

While the answer to this question varies from company to company, a great deal of research has gone into the costs of losing employees. Studies by the Society for Human Resource Management (SHRM) predict that it can cost anywhere between 6 and 9 months’ salary of the departing team member to replace their role. 

For example, let’s consider someone earning the average annual salary, estimated to be £27,271. To replace an employee on these wages would cost between £13,600 and £20,500, a significant amount for any organisation to dedicate to recruitment.

Considering that 41% of employers have reported difficulties in filling vacancies over the previous year in CIPD’s Labour Market Outlook Report (Spring 2019), the cost of losing good employees can be even dearer. 

And that is only the immediate financial impact. Losing top talent in your workforce would cause any business to struggle short-term without their expertise, input and familiarity with your company, and longer-term if they bring their skills to support your competition. 

Having too many experienced employees walk away can damage your productivity and overall company culture in a significant way, and require a substantial investment in time and money to train people up to fill the void left by these departures.

How to retain a good employee who wants to leave

Now you have greater clarity over some of the key reasons why good employees leave companies, your next step is to implement techniques and approaches that heighten your ability to retain your top talent and prevent them from moving to your competitors.

Here are a few initiatives you should consider incorporating: 

Regularly check your employees’ wellbeing

Whether this is through frequent employee reviews or discussions with their supervisors, regular communication with your employees helps them realise they are connected and supported at work, and allows you to spot and address any signs of discontent early.

Encourage their desire to learn and grow

For good talent that wants to develop and harness their skills at every opportunity, provide them with the chances to improve both inside and outside of work. And, when they do excel and show signs of progress, recognise it and celebrate it.

Provide a flexible working environment

Flexible working is quickly becoming the norm, and those that don’t adapt to these circumstances risk losing a high turnover of staff. By giving your workforce flexibility, they will likely be more productive and reassured, as well as less likely to suffer burnout.

Work on your employer branding strategy

Your employer branding strategy can play a big factor in not only the way you recruit new talent, but keep your existing team members around. Foster a collective culture behind your company’s values, one that allows your workforce to develop a deep, meaningful connection to your brand and its unique identity.

Train your management teams effectively

As a bad relationship with management is a primary reason why employees choose to leave their company, take time to develop your management team to welcome and support new and existing talent. This minimises the risk of culture clashes and encourages employees that they are being supported.

Demonstrate clear paths to career progression

Finally, with most employees not content to stay in one place or role for their whole lives, you need to illustrate that your organisation can support their ambitions beyond their current responsibilities. For high-performance employees, this will motivate them to climb the ladder in-house rather than seek greener pastures.

Avoid losing good employees with strong employer branding 

Working with Papirfly directly supports your organisation’s ability to retain and recruit top talent. Whether it is empowering team members to take initiative and produce high-quality marketing materials with little training, to help producing effective employer brand assets and communications that project your company values across your global teams, we help you maximise the power of your employer brand.

Discover BAM by Papirfly™ today and unlock your ability to create, educate, manage, store and share your brand like never before.