Frequently Asked Questions

Your employer brand is your reputation in the market as an employer, the sum total of your owned and earned activities, and the experiences of candidates, employees, and alumni.

It’s an ecosystem influenced by you, as well as market forces.

Internal Communications IQ is Employera’s uniquely effective Internal Communications research framework.

ICIQ combines comparative benchmarks, a sophisticated audit of all components of your Internal Communications function, coupled with a deep dive into your own employee sentiment data, exit interview data and 1:1 interview data and information relevant to the employee experience.

This multi-pronged analysis allows us to see across the employee lifecycle for a complete view into your challenges and opportunities.

Then, we provide a strategy and tailored recommendations for how to proceed. Internal Communications IQ provides the data you need to build consensus and a strategy to take you forward.

A mix of targeted, branded creative and programmatic advertising often delivers the best results.

Good content is essential, but if it isn’t optimized for job boards and social media it won’t be as effective as it could be.

Social media recruitment campaigns must be well-planned and targeted to specific audiences, have a clear call to action, and should use a  mix  of  platforms to reach as many people as possible.

The expert use of passive targeted advertising is critical to reach those audiences who are not actively looking for a job with you, and even the best ads start to lose their effectiveness in a target area.

Automating recruiting tasks and workflows will significantly increase recruiter productivity, accelerate time-to-fill, reduce cost-per-hire and improve the overall talent profile of your organization.

Experience Design focuses on creating and optimizing the overall experience of interacting with a product, service, environment, or system. The goal of experience design is to ensure that users or customers have meaningful, enjoyable, and memorable experiences when engaging with a product or service.

This involves understanding user needs, behaviors, and preferences, as well as providing high quality design and interactions that are intuitive, efficient, and aesthetically pleasing. Key principles of experience design include:

• User-Centered Design: Putting the needs and preferences of users at the forefront of the design process.
• Holistic Approach: Considering all aspects of the user’s journey, from initial awareness to post-interaction feedback.
• Usability: Ensuring that the product or service is easy to use and navigate, with minimal friction or obstacles.
• Consistency: Maintaining a consistent look and feel across different touchpoints to provide a cohesive experience.
• Accessibility: Designing with inclusivity in mind, ensuring that the experience is usable by people of all abilities.
• Emotional Engagement: Creating experiences that evoke positive emotions and resonate with users on a deeper level.
• Iterative Improvement: Continuously gathering feedback and data to refine and enhance the experience over time.

At Employera, we incorporate Experience Design principles into every aspect of our work:

• Human-Centered Design: We emphasize understanding the needs, preferences, and behaviors of employees and candidates, ensuring that the experiences they design are tailored to meet their expectations and foster engagement.
• Intentional Design: We focus on creating intentional and meaningful experiences for employees and candidates at every touchpoint in their journey with an organization. This involves aligning these experiences with the organization’s authentic brand promise.
• Collaborative Approach: We take a collaborative approach to experience design, working closely with their clients to understand their unique challenges and goals, and involving stakeholders in the design process to ensure alignment and buy-in.
• Data-Centered Design: We utilize data to inform their design decisions, helping them gain insights into the diverse needs of talent audiences and enabling them to design strategic experiences and interactions that effectively solve problems and drive engagement.
• Holistic Solutions: We focus on designing holistic solutions that encompass not only events but also processes, systems, content, and training, ensuring that all aspects of the employee and candidate experience are carefully considered and integrated.
• Iterative Improvement: Like any experience-driven approach, we apply an iterative approach to design, continuously refining and optimizing the experiences created based on feedback and data insights.

The EVP is what employees get for what they give – messaging that reflects the authentic employmentexperiences of and the desired experience the organization commits to delivering to their employees.

Your employer brand is an integral part of your overall brand and value proposition. The EVP answers “why join/stay?” by defining the real and specific benefits, differentiators, and value of your talent offering.

Your business value proposition answers “why buy?” by defining the value, benefits and differentiators of your market offering.

The two serve as two sides of the same coin and together tell a complete story of your competitive advantage.

The primary difference is that we approach employer branding work as a collaborative co-creation, and we work with cross-functional teams representing different departments, levels and locations of our clients.

Involving employees and executives in the evaluation of research and a sequence of workshops in collaboration with our team ensures deeper consensus on key issues, greater authenticity in the messaging and creative, and a greater degree of organic adoption across the company than work produced externally.

Employer Brand IQ is Employera’s uniquely effective Employer Brand research framework.

EBIQ combines comparative benchmarks, a sophisticated audit of your employer brand against your key talent competitors on all components of employer branding, coupled with a deep dive into your own employee sentiment data, exit interview data and 1:1 interview data, as well as any other information relevant to the employee and candidate experience.

This multi-pronged analysis allows us to see across the talent landscape and the various aspects of the employee experience, for a complete view into your company’s challenges and opportunities. Then we provide a strategy and tailored recommendations for how to proceed.

Employer Brand IQ provides the clear roadmap you need to build consensus and a strategy to take you forward.

Your employees know best what it’s like to work at your company; your leaders know where your highest level business goals and objectives are heading.

But you’ve all got day jobs! And it can be hard to have the perspective to tell your story in a way that authentically captures what makes your organization special and serves the needs of your candidates and employees.

We can meet you wherever you are and collaborate to strengthen your employer brand at any stage of maturity – from foundational research and formation of your employer value proposition (EVP) to activation and bringing it to life to in employee engagement and the candidate experience.

We bring broad expertise, creativity, and experience. We use human-centered design thinking and sophisticated insights to cocreate programs that bring your employer brand to life.

Your mission statement says what your company does and defines its reason for being.

Your vision signals the higher impact your company wants to make – now and in the future. Your values are the guidelines your company, leaders, and employees follow with each other and in doing business.

These principles are important enough to guide both decisions and expected behaviors. Behaviors bring your company’s values to life.

In this day and age, all communications are external communications. Every experience communicates to your employees your true values, priorities, and commitment to your stated objectives and goals.

The experience of your employees is then shared by word of mouth to their colleagues, friends, and family, by their feet when they stay or leave, by their performance and whether they have been empowered and equipped to best serve your customers – all for the better or worse, depending on how strategically you have designed what it is like to work at your organization.

Are they informed with what is most relevant to do their job?

Do they have the information and inspiration to understand the connection between their work and what your project or company is trying to accomplish? These are internal communications puzzles that show up externally.

Only thoughtful, intentional communication can drive alignment toward business goals and objectives across functions, teams, and levels of any project, function, or enterprise.

To perform at a high level, reach a shared goal, and succeed teams need to be informed and inspired by what is most relevant to what they need to do.

Any leader who is interested in succeeding needs to plan who, how, and what they will be communicating to deliver the value their teams need.