We make your
employer brand strong.
Today, talents don’t just choose the job, they choose the employer. With clear positioning, strong messaging and authentic content, you become visible and attractive to the right people. Employer branding isn’t just nice to have, it’s a must.
We want to understand what you stand for. And translate that into a presence that fits you and works: clear, contemporary and authentic. This way, your employer brand becomes tangible and measurably more successful.
- Brand workshops & training
We get your team aligned: clear positioning, clear language, clear stories. Hands-on and interactive, so HR, leadership and communications all pull in the same direction. - EVP & employer branding strategy
We distill why talents should choose to work for you. From interviews and analysis, we shape your Employer Value Proposition: clear, compelling and backed by evidence. Building on this foundation, we define your positioning and messaging and translate them into a focused strategy, with a roadmap that provides direction and measurable goals. - Set-up & optimization of your online channel
We make sure you get found — not overlooked. We bring your career page, social media presence, ads and job postings up to speed: mobile-friendly, search-optimized and properly tracked. - Content Creation for your employer brand
Your culture. Your content. We shape text, image and video into a clear brand story that works across channels. This makes your presence consistent and recognizable. Talents understand how you tick and choose you with intention.
Without a strategy, it’s left to chance.
One-off actions create peaks, but not reliable applications. A long-term employer branding strategy builds recognition, trust and stable reach. This helps you fill positions faster and with people who stay.
Show what you stand for as an employer.
hiRed builds employer brands with attitude, recognition and impact. We combine strategy, creativity and execution. We see employer branding not as a standalone project, but as a holistic process that creates visibility, strengthens company culture and attracts the right employees.
Strategy & Positioning
Together, we define your goals, target audiences and positioning. We sharpen your EVP so it authentically reflects what you stand for as an employer. Guidelines for tone and presence ensure everyone works on-brand. This creates clarity, differentiation and direction — both internally and externally.
Content & Channels
We translate the strategy into an actionable plan. Formats, messages, channels and frequency are defined; responsibilities and timing are set. Content is published consistently across social media, the careers page and search engines – both organically and through paid advertising. We measure the impact using clear KPIs and optimise our approach on an ongoing basis.
Attractiveness & Trust
We make culture tangible and build trust. Career pages, employee testimonials and team content showcase authentic day-to-day work life. The presence stays consistent across all touchpoints. This boosts your appeal and brings in more qualified applications.
FAQ
Employer branding is the process of building and managing a company’s reputation as an employer. It communicates what a company stands for, what it offers its employees and what makes it different from other employers. The goal is to attract the right talent and keep employees engaged and committed.
Employer branding shapes how a company is perceived both inside and outside the organisation. Externally, it builds a clear and credible employer image and supports recruitment and talent acquisition. Internally, it strengthens employees’ connection to the company, supports retention and contributes to a strong corporate culture.
At the heart of a strong employer brand is the Employer Value Proposition (EVP). It defines the value an employer offers its employees and the promise it makes to both current and potential employees.
Employer branding defines how a company wants to be perceived as an employer and the position it wants to establish in the talent market. It is about deliberately shaping and developing that employer brand. Recruitment marketing takes this positioning to potential candidates and turns it into campaigns, content and other activities designed to attract and engage the right people.
Put simply: employer branding answers the question, “Who are we as an employer?” Recruitment marketing asks, “How do we get the right people to notice us, consider us and ultimately apply?”
The two are closely connected, but they are not the same thing. Without a clear employer brand, recruitment marketing can easily become generic: you may reach the right people, but there is no distinctive message or proposition behind the communication. A strong employer brand gives recruitment marketing something meaningful to communicate — and a clear reason for the right people to pay attention.
An employer branding process consists of four phases: analysis, strategy, implementation and evaluation.
- Analysis: Assess the current situation, for example through employee surveys, candidate feedback, employer reviews, competitor analysis and target group definition.
- Strategy: Develop the Employer Value Proposition (EVP) and positioning. What makes you unique and credible as an employer? How can your working culture be made visible?
- Implementation: Roll out internal and external measures, such as updating the career website, revising job advertisments, creating social media content, introducing Employee Advocacy, improving the candidate journey, enhancing onboarding and more.
- Evaluation: Measure KPIs, gather feedback and make adjustments where necessary.
The process does not end after phase four. An employer brand needs to be continuously maintained and adapted to changes within the organisation.
The AIDA model originally comes from marketing and describes how people can be guided from their first exposure to a message through to a specific action. AIDA stands for the four stages Attention, Interest, Desire and Action. The model is used to design communication measures that first reach people, deepen their interest, create a desire and ultimately motivates them to take action.
The model can also be applied to employer branding and recruitment. It can help companies look at the Candidate Journey from the perspective of potential employees and tailor communication measures to each stage.
- Attention: Generate awareness, for example through social media content, Employee Advocacy or paid campaigns.
- Interest: Spark interest through authentic insights into the team, roles and corporate culture.
- Desire: Create a desire to work for the company. This is where the EVP comes into play, including specific benefits, development opportunities and values.
- Action: Encourage people to apply. A simple and fast application process is particularly attractive to candidates.
The strength of applying the AIDA model lies in considering the entire candidate journey rather than evaluating individual measures in isolation.
Not every recruitment problem is an employer branding problem. But these signs may indicate that your employer positioning or communication is not reaching the right people:
- Too few or unsuitable applications
- Low awareness among relevant talent groups
- Vacancies that remain open despite repeated advertising
- Strong candidates dropping out or choosing other employers
- Employees who would not recommend the company as an employer
- A gap between candidate expectations and the actual employee experience
The cause may be unclear positioning, low visibility, ineffective communication — or something else entirely. The key is to identify the root cause before deciding what to change.
Want to find out where the problem lies? Let’s talk!
There is no one-size-fits-all set of employer branding KPIs. Start by defining what you want to achieve, then choose the metrics that show whether you are getting there.
Depending on your goals, relevant metrics might include:
- Reach and engagement
- Number and quality of applications
- Application sources
- Application drop-off and offer acceptance
- Time-to-Hire and Cost-per-Hire
- Employee turnover and early attrition
- Employer reviews and employee recommendations
Not every result can be attributed to employer branding alone. Recruitment, the labour market, compensation, leadership and company culture can all play a role.
Employer branding is not a project with a fixed end date and its impact does not become visible at the same time across all metrics. How long it takes depends, among other things, on the starting point, objectives, target audience and measures implemented.
Employer branding is a long-term investment, but some measures do deliver results within weeks or months.
It is therefore important to define realistic objectives and appropriate KPIs for each stage and to measure progress regularly. This makes it possible to see which measures are already having an impact and where more patience is needed.
Corporate culture is the foundation of every employer brand. An employer brand can only communicate what is genuinely lived within the organisation. Promises that are not reflected in employees’ day-to-day experience lead to disappointment, negative reviews and high early turnover.
Employer branding therefore always starts from within: with honest employee feedback, clear values and a leadership culture that supports them. External communication comes afterwards.
The major advantage of a strong culture is that employees are more likely to become credible ambassadors themselves through Employee Advocacy.