Employer Branding FAQs:
Basics

A journey of a thousand miles starts with a single step.
We all started with the basics.

Select by category

Employer Brand Basics
Choosability & Employer Brand Strategy
EVP & Value Proposition
Business Impact & Hiring Outcomes
Research, Proof & Validation
Competitive Intelligence & Talent Category
Messaging & Copywriting
Activation, Content & Distribution
Candidate Journey Touchpoints
Workflow Enablement
Measurement & Analytics
Executive Buy-in & Business Case
Operating Model & Governance
Reputation, Change & Trust
Vendors, Pricing & Procurement
Segment-Specific Messaging

Employer Brand Basics

How is an Employer Brand Brief different from a brand book?

What can we realistically ship in the first month of employer brand work?

What does “employer brand” mean for talent acquisition?

What is the “Fit Quiz” and what does it tell me?

What is an Employer Brand Brief?

Why do employer brand agencies take 6 months?

How do I connect employer brand to retention and engagement?

What makes an employer brand “authentic” vs “generic”?

How do I use an Employer Brand Brief in recruiting?

How do you make an employer brand credible (not cringe)?

Why do some employer branding engagements feel like fluff?

What’s the difference between an employer brand campaign and a system?

What’s the difference between employer brand and company brand?

How do we stop competing on perks and generic values?

What should we do if our employee experience isn’t great yet?

What is “employer bland” and why is it expensive?

What’s the difference between employer brand and recruitment marketing?

What is employer branding in simple terms?

What results should I expect from an employer brand partner?

How fast can you build an employer brand that’s usable?

What is “candidate decision psychology” in employer branding?

How long until employer branding shows results?

How do I increase qualified applicants without increasing spend?

How does employer branding create “demand” for hiring?

How is Employer Brand Labs different from big employer brand agencies?

How do we know what candidates actually care about?

How long does employer brand work usually take?

How do I handle downsides without hurting hiring?

Who is Employer Brand Labs not a fit for?

Is employer branding “culture marketing”?

What should be inside an Employer Brand Brief?

How is Employer Brand Labs different from recruitment marketing agencies?

How do I stop saying “great culture” and be specific?

What’s the fastest way to show employer brand impact?

What’s the “speed-to-first-impact” in employer branding?

How do I prioritize employer brand work with limited time?

Who is Employer Brand Labs best for?

Why do candidates choose one employer over another?

Why do employer brand projects fail?

How do I turn culture truths into hiring messages?

Should an employer brand say who we’re not for?

Can an employer brand be built in 3–6 weeks?

What does a “generic employer brand” look like?

James Ellis presenting to audience

An employer brand that drives obvious value in 3-4 weeks?

When you take a fresh approach to employer branding, more as a business driver than an application generator, as a way to make your differentiated value shine rather than as a bumper sticker, amazing things can happen.

Want to see how a company between 200-2000 employees can attract the best talent away from anyone?

Find out more
pages
EBL HomeEmployer Brand Operating SystemResearchSpeaking and KeynotesHow We're Building Brands Differently (and better)Complete Guide to Building the EB Business Case with the C-Suite
sections
SolutionsResourcesThe Ultimate EB FAQBecoming Choosable BookEmployer Brand Buyers GuideEB AF
information
About EBLTerms and ConditionsThe EBL Secret StrategyContact
social
© Copyright Employer Brand Labs, All Rights Reserved