Big News: We're part of BBN International—the largest B2B agency in the world! Explore what this means for your business. Learn More

illustration of employer branding metrics

Category


Share

Decoding Success: How to Evaluate Your Employer Brand Strategy

Discover how data can reveal insights about your efforts to make your company an employer of choice.

By Anthony Head

In the fiercely competitive talent landscape, organizations have to embrace the need to develop a robust employer brand in attracting, engaging, and retaining top-tier talent. As businesses invest substantial resources in crafting and promoting their employer brand, it’s crucial to measure the success of these initiatives. The effectiveness of an employer brand strategy and campaign can be assessed through a careful examination of various key metrics. These are some of the most essential metrics that chart the journey of your employer brand, from conception to impact.

1. Quality of Hires: The ultimate litmus test for any employer brand strategy is the quality of hires it attracts. Beyond mere recruitment numbers, organizations scrutinize the performance, longevity, and cultural fit of new hires. A high-quality talent influx is a testament to the resonance of the employer brand with staffing needs.

2. Time-to-Fill: Efficiency in recruitment is a crucial facet of a successful employer brand strategy. Time-to-fill measures the speed at which vacancies are filled. A shorter time-to-fill not only saves resources but also signifies the attractiveness of the employer brand, as top talent is swiftly drawn to the organisation.

3. Employee Satisfaction Surveys: The nucleus of any successful employer brand is the satisfaction of its existing workforce. Regular employee satisfaction surveys provide valuable insights into employees’ experiences, sentiments, and perceptions. Positive feedback indicates a thriving employer brand that nurtures a content and engaged workforce.

4. Retention Rate: A high employee retention rate is one of the key indicators of a strong employer brand. It reflects the organization’s ability to not only attract talent but also to create an environment where employees want to stay. A low turnover rate implies that the employer brand resonates with employees on a deeper level, driving loyalty and commitment.

5. Brand Awareness: Creating a compelling employer brand serves no purpose if potential candidates are unaware of it. Measuring brand awareness involves assessing how well the organization is recognized as an employer of choice. Approaches such as surveys and market research can be used to gauge the extent to which the employer brand has penetrated the target talent pool.

woman pointing at a board with post-it notes

6. Social Media Engagement: In the digital age, social media plays a pivotal role in showcasing and promoting employer brands. Metrics such as likes, shares, comments, and overall engagement with employer brand content across social media platforms provide concrete evidence of its impact. If you’ve got an active and engaged audience, you know you have a resonant employer brand.

7. Employee Referral Rate: Employees are often the best advocates for an organization. A high employee referral rate shows that current employees are proud to be associated with the company and will actively promote it to their networks. These organic endorsements provide a compelling measure of the employer brand’s strength.

8. Cost-Per-Hire: Efficiency in recruitment extends to the financial realm, and cost-per-hire is a critical metric. By calculating the total cost associated with hiring and onboarding, organizations can assess the economic success of their employer brand strategy. A lower cost-per-hire signifies efficiency and resource optimization.

9. Net Promoter Score (NPS): Extending beyond customer domains, the Net Promoter Score is a valuable metric for employer branding. By assessing the likelihood that candidates will recommend the organisation based on their recruitment experience, organisations gain useful insights into overall candidate satisfaction and advocacy.

10. Website Traffic: A dedicated employer branding website serves as the digital face of an organization for potential candidates. Monitoring website traffic—including unique visitors, page views, and time spent on pages—provides invaluable insights into interest and engagement. A well-visited and navigated site signifies a compelling employer brand narrative.

There’s no magic bullet for success when it comes to a successful employer brand strategy But the diverse metrics can help chart a path towards achieving your goals. From the quality of hires to the digital footprint on social media, each metric contributes to a comprehensive evaluation. Regularly assessing these metrics not only provides insights into the present but also guides your future approaches, helping you ensure that your employer brand remains dynamic, appealing, and resonant in the ever-evolving, and always competitive, talent landscape. As organizations continue to vie for top talent, understanding and leveraging these metrics will be instrumental in achieving and sustaining a competitive edge in the battle for talent.

Read Other Articles

BBN Continues To Grow, Adding Two APAC Agencies To Its Partnership

Addition of specialist B2B marketing agencies expands BBN’s global footprint to improve overall offerings to clients around the world.

BBN Continues To Grow, Adding Two APAC Agencies To Its Partnership

We’ve Won a Campaign Asia-Pacific Agency of the Year Award!

We are honored and humbled to have been presented with this major industry accolade, which recognizes leading achievements in the field of content marketing.

We’ve Won a Campaign Asia-Pacific Agency of the Year Award!

The 5 Biggest Alignment Challenges Facing Marketing & Sales Teams

Discover how to get your sales and marketing teams working together for optimum results.

The 5 Biggest Alignment Challenges Facing Marketing & Sales Teams