The future of Employer Branding: How AI is transforming the employee experience

(Figure 1. Future of Employer Branding - Source 1)

Companies are definitely in competition not only for the best employees but also for customers. Treating a business as an employer plays an important role in attracting and retaining the right employees. Artificial intelligence (AI) and other cutting-edge technologies are revolutionizing the work experience in the digital era and, as a result, help establish a powerful employer brand.

Automation of the Hiring Process

AI automates many steps in the recruitment process to improve accuracy and efficiency, transforming the process. Large amounts of data can be sorted through algorithms, which can then analyze resumes and skill sets to spot trends that recruiters miss. This technique improves accuracy in selecting qualified candidates for a position and greatly reduces the time spent on initial candidate screening. It streamlines the hiring process and improves efficiency by matching skills to job requirements. Also, applicants benefit from this automation as it provides a more objective and consistent review, which improves their entire experience. Organizations can use AI to better match prospective prospects with available vacancies while speeding up their recruitment processes.

(Figure 2. 6 ways recruiters can employ automation - Source 2)

Customization of the workplace environment

AI is increasingly being used to customize workplaces to meet the needs of specific employees. Artificial intelligence (AI) systems analyze user preferences, such as favorite training materials and work hours, to gain insight into each employee's specific needs. This makes it possible for businesses to change policies and initiatives more successfully. And businesses can improve overall job satisfaction by creating a more personalized and fulfilling work environment. Tailoring the work environment and learning opportunities to individual preferences can increase employee engagement while boosting morale and productivity. By using AI to better understand and address the needs of their employees, organizations can create more dynamic, motivating work environments that match each individual's unique profiles.

(Figure 3. Automation in workplace - Source 3)

AI-Powered Virtual Assistants in the Workplace

AI-powered virtual assistants are changing the nature of the workplace by managing administrative tasks like arranging meetings and sending emails. Thanks to automation, employees can now shift their focus to more strategic and creative tasks. As a result, routine tasks are accelerated by AI technology, increasing productivity and efficiency at work. Virtual assistants help employees make better use of their time and contribute more successfully to their primary duties by taking on tedious tasks. This change not only improves overall output but also fosters a more creative and dynamic workplace.

(Figure 4. 6 benefits of working with AI - Source 4)

AI-Driven Professional Development

The success of any company depends on the ability to communicate internally. AI assists in the analysis of organizational communication patterns and provides recommendations to improve departmental and team collaboration. Chatbots and sentiment analysis tools are useful for gauging employee sentiment and identifying potential issues before they become serious issues.

Promoting an all-accessible workplace

Diversity and inclusion are essential in the workplace. AI is capable of detecting biases and inequities in hiring and promotion practices by analyzing large datasets. This enables companies to proactively address and correct any potential imbalances. By using AI businesses can guarantee unbiased and equitable decision-making at all levels. AI can also be used to create tools and focused training courses that improve employees' understanding of diversity and inclusion and promote a more welcoming and collaborative workplace. Such actions not only increase equality, but also foster a more receptive and engaged workforce.

Monitoring Well-being and Mental Health

An important component of the work experience is the mental health and wellness of employees. AI can detect signs of burnout and stress by examining conversational and behavioral patterns. These algorithms proactively notify HR departments of potential issues, enabling immediate resolution and appropriate assistance. By ensuring that issues are resolved promptly and successfully, AI-based mental health monitoring demonstrates a proactive commitment to employee care and promotes a happy, positive work environment.

(Figure 5. 6 benefits of AI in mental Health - Source 5)

Better Interaction between Humans and Robots

Human-robot collaboration is becoming more and more prevalent in the workplace as AI technology develops. When employees collaborate with robots and virtual assistants, they can perform complex and repetitive tasks with greater efficiency. By increasing productivity and freeing up employees to focus on the strategic and creative aspects of their jobs, collaboration promotes increased innovation and business success. AI integration improves workflow and streamlines daily operations while fostering organizational growth and development.

(Figure 6. Processing of AI in Health - Source 6)

Creating Immersive Learning Experiences

AI is transforming corporate learning by creating immersive learning environments. By using gamification and interactive techniques, machine learning algorithms can create training programs that are specifically tailored to each employee's needs. This personalized method increases engagement and improves training effectiveness, making learning more engaging and fun. Workers gain through improved skills and expertise, resulting in a more satisfying and productive work environment.

Employer branding is evolving alongside the use of AI technology in the workplace. Companies that use AI to streamline operations, personalize interactions with employees, and improve diversity will stand out. AI can speed up administrative tasks, resulting in more productive workflows and freeing up employees to focus on strategic and innovative work. Additionally, it helps provide a more equitable workplace by recognizing and addressing biases in hiring and promotion practices. Also, AI-driven solutions can enhance teamwork by promoting improved employee engagement and communication.

As a result, the workplace creates a creative and motivating environment that attracts and retains top talent. By investing in AI technologies, businesses can create an environment that fosters employee competence and encourages continuous growth. This type of AI adoption will be critical in determining how companies are viewed and succeed in a cutthroat labor market.

Reference

1. Team, B. (2023) How ai is transforming the employee experience, BeAmbassador. Available at: https://be-ambassador.com/the-future-of-employer-branding-how-ai-is-transforming-the-employee-experience/ (Accessed: 07 August 2024).
2. Author, G. (2023) Benefits of automating candidate selection, Blog. Available at: https://www.talentlyft.com/en/blog/article/453/benefits-of-automating-candidate-selection (Accessed: 07 August 2024).
3. Takyar, A. (2024) Ai in the workplace: Use cases, applications, development and implementations, LeewayHertz. Available at: https://www.leewayhertz.com/ai-in-the-workplace/ (Accessed: 07 August 2024).
4. Moser, J. (2023) The top 6 benefits of having an AI-assisted Virtual assistants, Magic Executive Assistants. Available at: https://getmagic.com/blog/benefits-of-having-a-virtual-assistant/ (Accessed: 07 August 2024).
5. Mazza, G. (2022) Ai and the future of Mental Health, CENGN. Available at: https://www.cengn.ca/information-centre/innovation/artificial-intelligence-ai-and-the-future-of-mental-health/ (Accessed: 07 August 2024).
6. (No date b) A) three types of interaction between humans and robots, increasing in... | download scientific diagram. Available at: https://www.researchgate.net/figure/a-Three-types-of-interaction-between-humans-and-robots-increasing-in-the-amount-of_fig1_317230234 (Accessed: 07 August 2024).
7. (No date a) YouTube. Available at: https://www.youtube.com/watch?v=ThtetGx5ct0 (Accessed: 07 August 2024). 

Common Obstacles and Mistakes Companies Face When Implementing Employee Branding Strategies

In the competitive job market, a strong employer brand is decisive for attracting and retaining top talent. However, many companies struggle with common obstacles and mistakes in implementing effective employee branding strategies. In this blog I would like to have a closer look at these challenges and how to overcome them.

1. Lack of Strategy

One of the most significant pitfalls is not having a clear employer branding strategy. Without a well-defined plan, companies fail to effectively communicate their unique workplace culture, leading to an inconsistent message. This inconsistency makes it difficult to attract candidates who align with the company's values ​​and mission. To avoid this, companies should develop a comprehensive strategy outlining their goals, target audience and key messages.

2. Inauthenticity

An unreliable employer brand can seriously damage a company's reputation. When there is a disconnect between the image portrayed and the actual workplace experience, employees and candidates lose trust in the organization. This mismatch can lead to high turnover rates and difficulty attracting new talent. Organizations must ensure that their branding efforts are authentic and accurately reflect the employee experience.

3. Ignoring Employee Feedback

A common mistake is to leave employee input out of the branding process. Employees are the best advocates for a company's culture and values. Ignoring their input can lead to an employer brand that feels disconnected and untrustworthy. By involving employees in the branding process, companies can create a more authentic and relevant employer brand.

4. Inconsistent Communication

Consistency is key in employer branding. When companies communicate different messages on different platforms, it creates confusion and dilutes the impact of the brand. Ensuring that all communications, whether internal or external, align with the company's core values ​​and messaging helps build a strong and recognizable employer brand.

5. Neglecting Online Reputation

In the digital age, a company's online reputation plays a significant role in employer business. Negative reviews and poor social media presence can tarnish a brand's image. Companies should actively manage their online presence by responding to reviews, engaging with their audience on social media, and showcasing the positive aspects of their workplace culture.

6. Bland Job Descriptions

Generic and uninspiring job descriptions fail to capture the attention of potential candidates. They do not convey the unique culture and values ​​of the organization. Creating engaging and detailed job descriptions that highlight what sets the company apart will attract highly qualified candidates who resonate with the company's culture.

7. Limited Employee Involvement

Employees are a company's most valuable branding asset. Neglecting to involve them in branding efforts means missing out on real and powerful testimonials. Encouraging employees to share their experiences and act as brand ambassadors can significantly enhance a company's employer brand.

8. Overlooking Employee Advocacy

Underestimating the power of employee advocacy is a critical mistake. Satisfied and engaged employees can greatly influence the external perceptions of the organization. Encouraging and empowering employees to share positive experiences will amplify the company's employer brand and attract top talent.

9. Not Measuring Success

Without quantifiable metrics, evaluating the effectiveness of employer branding efforts is challenging. Organizations should establish key performance indicators (KPIs) to evaluate the success of their strategies. This may include metrics such as employee engagement levels, retention rates, and quality of new hires. Regularly reviewing these metrics allows companies to make data-driven improvements to their branding efforts.

Conclusion

Implementing a successful employer branding strategy requires careful planning and execution. By avoiding these common mistakes, companies can build a strong and authentic employer brand that attracts and retains top talent. Engaging employees, maintaining consistency and measuring success are critical steps in this process. With a well-defined strategy, companies can create a compelling and competitive employer brand in the job market.

References

1. Energage (2023) 14 common employer branding mistakes, Top Workplaces. Available at: https://topworkplaces.com/employer-branding-mistakes-to-avoid/ (Accessed: 07 August 2024).
2. 6 mistakes to avoid when developing your employer branding strategy (no date) Randstad. Available at: https://www.randstad.com/workforce-insights/employer-branding/6-mistakes-to-avoid-when-developing-your-employer-branding/ (Accessed: 07 August 2024).
3. McLaughlin, A. (no date) 5 most common employer branding mistakes that can cost you top talent, 5 Most Common Employer Branding Mistakes That Can Cost You Top Talent. Available at: https://blog.firefishsoftware.com/employer-branding-mistakes (Accessed: 07 August 2024).
4. Rebecca (2023) Common employer branding mistakes and how to fix them, Coit Group. Available at: https://coitgroup.com/common-employer-branding-mistakes-and-how-to-fix-them/ (Accessed: 07 August 2024).

Embracing the New Age of Employer Branding

In "Bring on Talent: The New Age of Employer Branding," Mira Cateva explores the changing tactics businesses must employ to attract and retain top employees. This blog article explores the fundamentals of contemporary workplace commerce and highlights the most important takeaways from the discussion.

The Challenge of Talent Acquisition

Gateva begins by emphasizing the growing challenge businesses face in finding qualified employees. Finding experts or highly trained people is only one aspect of the problem; Another is to fill vacancies in general. Because of the skills gap, businesses are now being forced to rethink how they recruit new employees.

The Concept of Employer Branding

The goal of entrepreneur branding is to project a positive image of the business as an attractive place to work. A combination of HR, marketing, PR, and advertising methods are used to portray the company as an attractive employer. The aim is to create a “magnetic brand” that attracts partners and potential workers.

Innovation in Employer Branding

As businesses become more creative in their approaches, they use automation, machine learning and bots to improve their branding efforts. Beyond these technological advancements, the essence of entrepreneurial business is found in the innovation and flexibility of the approach to business.

The Importance of Adaptability

Gateva discusses her own experience to highlight the value of flexibility in advancing one's profession. She describes her move from journalism to public relations, and then to employer branding. Her diverse professional background highlights the importance of lifelong learning and adaptability in the face of a constantly shifting labor market.

Key Elements of Employer Branding

Employer Brand Associations: Candidates are attracted to companies whose values ​​and visions align with their own. A strong relationship between these links and the employer brand can greatly enhance the company's attractiveness.

Organizational Identity: This is the general perception of the organization and its people. A unique and attractive corporate identity inspires loyalty and devotion from employee members.

Organizational culture: Greater satisfaction and retention is achieved when there is a pleasant and motivating culture that not only attracts talent but also fosters the professional well-being of employees.

Advantages of Corporate Identity Employer Branding Investments have many benefits. 

Attracting qualified talent: Motivated and talented candidates are attracted to companies with a good employer brand.

Increasing worker satisfaction and retention: Happy workers are more satisfied, which reduces attrition.

Increase productivity: Motivated and engaged workers are more creative and productive.

Gaining a competitive edge: Businesses can stand out in the talent market with a strong Employer brand. 

Saving money: Employer branding that works can reduce the cost of hiring and training new employees.

Improving Brand Image: A company's overall reputation is affected by how it treats its employees, which affects both prospective consumers and employers.

The Future of Employer Branding

According to Gateva's discussion employer branding in the future will require even more creative and personalized strategies. Organizations that want to attract and retain the best people must constantly adapt their methods. This includes adopting new technology while keeping the human element of branding front and center.

To sum up, employer branding is an essential part of modern corporate strategy. Organizations can attract and retain the best people by presenting a compelling and positive workplace image, which ultimately drives their success and growth. 

Reference

1. (No date) YouTube. Available at: https://www.youtube.com/watch?v=dOwix8Lt-tA&t=3s (Accessed: 07 August 2024).

The Strength of the Employer Brand: Influences and Implications for Recruiting

Focusing on employer Brand has received significant attention in a highly competitive job market. A company's reputation and value proposition to employees are distinguished by a strong employer brand, which draws top talent, keeps valuable employees on board, and promotes organizational success.

Influences on Employer Branding

(Figure 1. Employer Branding - Source 1)

Company Culture

Positive company culture, including the values, attitudes and behaviors that shape the workplace, is the foundation of a good employer brand. Companies with engaging, inclusive and supportive cultures generally have happier and more dedicated employees. Which strengthens their employer brand in turn.

• Leadership and Management:

Competent Management and Leadership is influencing significantly the development of an employer brand. Leader who are transparent, communicative, honest and helpful can develop respect and trust among employees. This favorable impression may perform a significant role in drawing in applicants who are looking for a caring workplace.

• Employee Experience:

An employer's brand is heavily influenced by the day-to-day experiences of its employees. Opportunities for career advancement, work-life balance, and recognition efforts all contribute to a great work environment. Businesses that support the growth and well-being of their employees are more likely to build strong employer brands.

• Corporate Social Responsibility (CSR):

(Figure 2. Corporate Social Responsibility (CSR) - Source 2)

Potential employees are nowadays more motivated to consider a company's social and environmental impact in addition to pay and benefits. Companies that engage in CSR initiatives can enhance their employer brand by demonstrating their commitment to sustainability and social values.

• External Communication:

External communication of an organization's beliefs, mission, and achievements has an impact on its employer brand. This includes the business's online presence on various digital platforms, job portals and social media. Maintaining a positive image and drawing in job candidates can be achieved through genuine and consistent communication.

Implications for Recruiting

(Figure 3. Implications for Recruiting - Source 3)

• Attracting Top Talent:

Above talent is attracted to companies with a great brand. Top performers often get multiple job offers and choose companies that have a good reputation for offering great career opportunities and a great work environment. Employers with a strong employer brand can stand out from the competition and attract top talent.

• Reducing recruitment costs:

Effective employer branding can reduce recruitment costs. Employer branding done well can reduce hiring costs. Positive feedback can lead to the company receiving more unsolicited applications from talented candidates. As a result, lower recruitment efforts and headhunter costs are required. Also, happy workers are more willing to refer others, which lowers hiring costs even more.

• Improving employee retention:

Employer branding is critical to retaining current employees and attracting new ones. Employee pride and loyalty are enhanced by a great employer brand. Reduced employee turnover rates are the result of employees feeling valued and aligned with the organization's ideals.

• Improving Candidate Quality:

A company's culture and values ​​typically resonate strongly with candidates who are attracted to a great employer brand. Better hiring results result from this cultural fit, as workers who share the company's values ​​are more likely to thrive and make valuable contributions. As a result, you have a motivated, integrated and efficient workforce.

• Strengthening the company's competitive edge:

Having a strong employer brand can provide an important competitive advantage in sectors where talent is scarce. Businesses that are renowned for providing a great work environment have the ability to attract top talent from competitors and position themselves as leaders in the field. This advantage is especially important in industries where specialized skills are highly valued, such as technology and healthcare.

Conclusion

The recruitment process is significantly influenced and influenced by the strength of an employer brand. Employers can establish a positive corporate brand by fostering a positive workplace culture, ensuring effective leadership, improving employee experiences, participating in CSR, and maintaining authentic external engagement. It attracts the best talent, lowers the cost of hiring, increases employee retention, raises the potential of candidates and strengthens the competitive advantage of the business. Investing in the business of employers is not only advantageous, but also necessary in times of success by the best employees.

Reference  

1. David, T. (2021) 4 areas of employer brand influence: A conversation in Flux, CareerArc social recruiting. Available at: https://www.careerarc.com/blog/4-areas-of-employer-brand-influence/ (Accessed: 06 August 2024). 
2. Lori Rianda - senior vice president-local market executive - bank of america (no date) LinkedIn. Available at: https://www.linkedin.com/in/lori-rianda-7b2326 (Accessed: 06 August 2024). 
3. FabHR (2023) The importance of employer branding in recruitment, Medium. Available at: https://medium.com/@Fab.HR/the-importance-of-employer-branding-in-recruitment-26c1db6a7ac8 (Accessed: 06 August 2024).

Innovative Employer Branding: Lessons from Sri Lanka's Best Companies

In today's competitive business world, companies face significant challenges in attracting and retaining the best talent. As markets evolve and competition increases, the need for skilled human resources becomes paramount for business success and sustainability. To address this issue, leading companies in Sri Lanka have developed strong employer branding strategies to differentiate themselves from the competition and attract prospective employees. This blog examines the innovative employer branding strategies of Unilever Sri Lanka Limited, Brandix Lanka Limited and Virtusa and shows how they are creating compelling work environments that appeal to prospective employees.

Unilever Sri Lanka Limited focuses on "Development Value" and emphasizes international employment opportunities, employee recognition and career growth through various global programs and training initiatives. Brandix Lanka Limited leverages its unique corporate culture and social values ​​to create an open, transparent and friendly work environment. Virtusa, with its global reach and advanced technologies, offers a variety of learning and development programs to promote professional growth and support.

These strategies demonstrate how Sri Lanka's leading companies are developing distinctive employer brands to attract and develop talent, ensuring their continued success in the ever-changing business world.

Unilever's employer branding strategy 

Unilever Sri Lanka Limited has structured its employer branding strategy around international job opportunities and employee development. They refer to this as "developmental value". The strategy emphasizes experiences that affirm employee recognition, self-esteem, and career growth through Unilever's Academy, global programs, overseas internships, and development opportunities. Also, it encourages cross-functional training and professional development, giving employees opportunities to work in virtual teams across different countries. Unilever's 75-year history and unwavering consistency are considered important factors in attracting new employees. The company often compares the learning opportunities to those of a university. Unilever supports employees at every career level and encourages leadership development and career succession.

(Figure 1. Award winning team - Source 1)

(Figure 2. The Award - Source 1)

Branding Blower by Brandix

Brandix Lanka Limited strongly believes in their culture to make their company a great place to work. Brandix's culture is casual, friendly, open and transparent. It helps in attracting new employees along with achieving advancement of employees at work and elsewhere. Brands brand themselves with 'social values' (Berthan et al., 2005). Brandix, in addition to social values, also focuses on 'developmental values' (Berthon et al., 2005). On-the-job training, participation in local and overseas programs, coaching and mentoring sessions, performance improvement programs for skill development, peer reviews and 360-degree feedback, counseling for employee development, recognition programs and leadership training programs etc., will advance the company's growth values. Brandix does not consider compensation package as a core branding strategy and does not place much emphasis on interest values ​​and utility values ​​in attracting potential employees. Therefore, Brandix implements their unique corporate culture under 'Social Values' as a key business enabler and highlights 'Development Values' to a certain extent.

Branding implementation by Virtusa

Virtusa is a private limited company with global reach and cutting-edge technologies. In this, Virtusa, with its global presence, offers learning and development programs, international internships, video conferencing and international internship opportunities. It enables Virtusa employees (Virtusan) to expand their horizons and create an environment of professional development and professional support. Virtusa follows growth values ​​and social values, focusing on the company's global career paths and professional support. Through this, it tries to attract employees by offering them different and unique growth opportunities. These efforts will better reveal differences between different organizations. Companies like Unilever and Virtusa, with growth values ​​at the forefront, offer employees prime opportunities to give international exposure, thereby becoming key parts of their business strategies.

(Figure 3. Advertisement of the Award winning - Source 3)

Conclusion

In summary, the employer business strategies of Unilever Sri Lanka Limited, Brandix Lanka Limited and Virtusa highlight how Sri Lanka's leading companies are innovatively attracting and retaining talent. By emphasizing growth opportunities, fostering unique organizational cultures, and offering a global presence, these companies create attractive environments that attract potential employees. As the business landscape continues to evolve, such strategies will be critical to sustained success and staying competitive in the marketplace.

Reference

1. Unilever PLC (2023) Unilever Sri Lanka, one of Asia’s Best Employer Brands 2022, Unilever. Available at: https://www.unilever.com.lk/news/press-releases/2022/unilever-sri-lanka-one-of-asias-best-employer-brands-2022/ (Accessed: 04 August 2024). 
2. Brandix crowned Asia’s ‘best brand’ & ‘best employer brand’ (2011) Daily FT. Available at: https://www.ft.lk/article/41093/Brandix-crowned-Asia-s--Best-Brand-----Best-Employer-Brand (Accessed: 04 August 2024).
3. X.com (no date) X (formerly Twitter). Available at: https://x.com/VirtusaCorp/status/1316071702091059200 (Accessed: 04 August 2024).

 

Standing Out in the Job Market: How to Create an Effective Employer Branding Strategy

In today's competitive job market, standing out and attracting top talent is critical. A great way to achieve this is to develop a strong employer branding strategy. A well-defined employer brand not only enhances your company's reputation, but also communicates your unique culture, values ​​and employee experience. Here's a guide to creating an effective employer branding strategy in five essential steps.

 (Figure 1. how to develop Branding Strategy - Source 1)

 Step 1: Define your Employer Value Proposition (EVP).

To build a strong employer brand, start by defining your employer value proposition (EVP). These are unique benefits and rewards that employees receive in exchange for their skills and contributions to the organization. Start by identifying your organization's core values, mission, and culture. Think about what sets you apart from the competition and what makes your company an attractive place to work. Use this information to create a compelling EVP that reflects your company's identity and resonates with your target audience.

 (Figure 2. Importance of EVP - Source 2) 

Step 2: Understand your target audience

Understanding your target audience is critical to effective communication of your employer brand. Research and analyze the demographics, preferences and motivations of the talent you want to attract. Identify their needs, aspirations and the channels they use to search for job opportunities. This information will help you tailor your message and select the most appropriate platforms to reach and engage with your ideal candidates.

 

 (Figure 3. Understanding your target audience - Source 3) 

Step 3: Create engaging employer brand content

Creating engaging content is key to showcasing your employer brand and attracting top talent. Create a variety of content formats, including blog posts, videos, employee testimonials, and social media campaigns that highlight your company's culture, values, and employee experiences. Share stories that provide insight into your workplace, reveal professional development opportunities and highlight employee benefits. Be honest and open to build trust with potential candidates. 

Step 4: Leverage digital channels

In today's digital age, optimizing online platforms is essential for effective employer branding. Establish a strong online presence on platforms like your company website, professional networking sites like LinkedIn, and social media channels. Optimize your content for search engines using relevant keywords and ensure consistency in messaging and display across all platforms. Engage with your audience through regular updates, respond to comments and queries, and actively participate in industry-related discussions.

 (Figure 4. Leverage digital channels - Source 4) 

Step 5: Monitor, measure and adapt

An employer branding strategy is an ongoing process that requires continuous monitoring and measurement. Establish key performance indicators (KPIs) to track the success of your employer branding efforts. Monitor metrics such as website traffic, engagement levels, usage rates, and employee retention rates. Analyze data to gain insight into what is working and what needs improvement. Use this information to refine your strategy, adapt to market trends, and continually improve your employer brand.

Conclusion

Developing a strong employer marketing strategy is a critical investment that can significantly impact your ability to attract and retain top talent. By following the five important steps outlined above, you can create a strong brand that resonates well with your target audience, makes your unique value proposition simple to understand, and makes company a top employer. Remember, employer branding is an ongoing process. Therefore, we need to frequently evaluate and modify your strategies to stay ahead of the competitive landscape. Start building employer brand today and build your ability to attract top talent for your company's continued success.

Reference

1. Jay, S. (2023) How to develop an employer branding strategy in 14 steps, AIHR. Available at: https://www.aihr.com/blog/employer-branding-strategy/?utm_source=youtube&utm_medium=social&utm_campaign=bite&utm_content=employer-branding-1 (Accessed: 02 August 2024). 
2. Duncan, C. (2023) Employee value proposition: Step by step guide to creating, DeskAlerts. Available at: https://www.alert-software.com/blog/employee-value-proposition (Accessed: 01 August 2024). 
3. Understanding your target audience and their preferences (no date) FasterCapital. Available at: https://fastercapital.com/topics/understanding-your-target-audience-and-their-preferences.html (Accessed: 02 August 2024).
4. Beukelaer, O.D. (2024) 8 employer branding Best Practices for Social Media, Content Stadium. Available at: https://www.contentstadium.com/blog/employer-branding-social-media-best-practices/ (Accessed: 01 August 2024). 
5. Create an employer branding strategy in 5 steps (no date) Storykit. Available at: https://storykit.io/blog/employer-branding-strategy (Accessed: 01 August 2024).