Employer Brand Health Check

Employer Brand Health Check

Do you want to stay ahead of the competition in attracting the best talent? Take our health check quiz to assess your employer branding, HR marketing strategy, and more.

Recruitment

We have a clear idea of what talent we want to attract and what they are looking for (benefits/salary/responsibilities/etc).

We have a clear understanding of the recruitment needs across our entire organisation.

We regularly use recruitment agencies to fill open roles.

We have a successful employee referral program in place.

We feel confident in the brief we give recruitment agencies in relation to our "employer brand, EVP, and ideal candidates we are trying to attract."

We measure the quality of hire, cost of hire, time to hire, cost of vacancy, and number of quality applicants.

Candidate Journey

We have a dedicated careers page with comprehensive information and open roles.

We keep third-party recruitment advertising platforms up to date (LinkedIn, Glassdoor, etc).

We have a consistent message and branding throughout the candidate journey.

We have content that we share with candidates before, during, and after the interview process.

We have mapped the full application process for a new candidate from start to finish.

We seek regular feedback from candidates to improve the candidate journey.

Employer Brand Messaging

I feel our employer brand messaging is as strong as our competitors.

Our employer brand message aligns with the actual employee experience.

We have a consistent core message that underpins all of our people comms.

Our employer brand messaging is reviewed and updated regularly.

We use real employee stories to support our employer brand messaging.

We have reviewed and adapted our employer brand messaging since the COVID-19 pandemic.

Social / Digital

We feel our social media and digital campaigns are in line with or better than our competitors.

We have access to localised social media channels relevant to the talent market we are trying to attract/retain.

We regularly review and assess our social and digital campaigns.

Our social media channels promote our employer brand and EVP in a strategic way.

We leverage our existing employees to promote our employer brand with their own networks.

We use analytics to track the performance of our social and digital campaigns and make data-driven decisions.

Retention

We understand the impact that poor talent retention has on our organisation's goals.

We regularly gather feedback from employees to identify opportunities to improve our retention rate.

We struggled with retention during/after the COVID-19 pandemic.

We provide ongoing training and development opportunities for employees.

We have clear and achievable career progression opportunities for employees.

We have a culture of recognition and rewards to retain top talent.

Values

Employees easily memorise, adopt and act on our values.

We use our values as part of our recruitment campaigns.

We have reviewed our values since the COVID-19 pandemic.

Our values are clearly communicated to employees.

We can see a direct link between company values and team culture.

We regularly review and update our values to ensure they remain relevant.

Feedback

We have regular, in-person listening sessions with employees.

We have anonymous employee surveys and collect honest and constructive feedback.

We use qualitative employee insights to improve employee experience.

We have a culture of open and honest communication with employees.

We take feedback onboard and share changes with all employees.

We regularly review and assess our employee feedback methods.

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