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Important Employer Branding Statistics to Know

How people perceive your brand is crucial to your brand’s success. It can affect sales and conversion rates and how much your customers trust you and will likely recommend you to friends and family. But what about how your employees and potential employees perceive you? This is something that can be equally important. 

Good employer branding can have numerous positive effects for your organization. It can be part of why staff stay loyal to you, but it can also help attract the best candidates. It’s worth looking at the statistics to understand how vital employer branding is to job hunters. 

Why do employer branding statistics matter?

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Let’s imagine you’re a job hunter. You have seen several suitable vacancies that match your skills and experience. At first glance, they meet all your expectations regarding salary and career progression.

So, do you apply for every vacancy, or do you look a little deeper into each potential employer? Consider the following employer branding statistics:

  • 75% of job hunters will consider the brand of any potential employer before applying for a position. 
  • 55% of recruitment leaders take a proactive approach to employer branding. 
  • 72% of recruitment leaders think employer branding has a significant impact when hiring new staff.

Further to those figures, the same respondents believed that good employer branding had the following effects on the hiring process:

  • A decrease of 50% in the average cost per hire. 
  • 50% increase in the number of qualified candidates applying for any position. 
  • A reduction of 28% in staff turnover. Good staff retention rates can lower costs and enhance your employer’s brand. 
  • Up to two times the speed of the hiring process.

From the perspective of your recruitment teams and HR staff, positive employer branding can make their jobs easier and save your organization money. Because many businesses are adopting diversity recruiting strategies, doing it right and creating a positive reputation is essential.

The power of social media for employer branding statistics

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A staggering 4.9 billion people use social media. That makes the various social media platforms powerful tools when it comes to any reviews and opinions about your business. Reviews from both customers and your employees are equally valuable. This means that you should be monitoring what potential candidates and current and past employees have said about you. 

You must also consider which social media platforms you can use in the recruitment process and how to use them. Just as you might look at the different benefits of app modernization, you want to focus on the platforms most likely to deliver results, which may vary from sector to sector. The two most beneficial platforms for recruitment are:

1. LinkedIn

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As the world’s largest social media platform for professionals, LinkedIn may play a significant role in the recruiting process. It has more than 75 million businesses listed, so it can be perfect for both businesses to recruit and for people to search for jobs. Your business website may give potential customers a good impression of your company, and you can use your LinkedIn profile to give potential employees their first glance at your business. 

Your LinkedIn profile can provide a jobseeker with important information about your organization. This includes company size, links to your website, as well as leading figures in the business, and any endorsements they have from fellow professionals. It comes as little surprise to find that 77% of recruiters regularly use the platform. 

2. Facebook 

Although it’s the largest platform, only 39% of recruiters use it to find candidates. It can be a busy two-way street. Potential candidates can use it to read reviews on your business from past and present employees.

Recruiters may use Facebook to screen potential employees and ensure they are a good match. While it may offer a different level of professionalism than LinkedIn, it can be a great platform to present a positive image

This means recruiters should not neglect Facebook as a source of potential candidates. Some 81% of job seekers want to see career posts on Facebook. So, employers should consider using it, especially given the number of specialist groups on the platform which may focus on your particular sector. Just like a multi app approach to a project, it’s good practice to implement a multi-platform approach to recruitment.

Employer branding statistics and social media

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It’s not just about how you recruit staff. It’s about how your brand appears to job seekers. The actual recruitment process may take place outside of social media. In a digital era, savvy candidates want to know as much as possible about a potential employer. It may also include aspects that recognize candidate needs, such as remote interviews

While they may look to third-party review sites such as Glassdoor, they are more likely to look to social media to see what people are saying. 

When thinking about branding for recruitment purposes, you should consider these insightful statistics

  • Around 57% of job seekers will use social media when searching for a new position. 
  • 84% of businesses will use social media to recruit new staff. 
  • 70% of managers have had success when using social media as a recruitment platform. 
  • 94% of recruiters utilize social media. 

It’s also worth noting the demographics of job hunting. Within the age group of 18-34 year-olds, 73% of job seekers found their last job through social media. Consider your branding policy carefully in the same way you might think about how you would choose a modern PaaS

General employer branding statistics

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Good business branding, influencer marketing, and a good reputation can attract new customers. The same is true for attracting good candidates. Of course, a huge part of how positive your reputation will be begins with how you treat employees already working with you. 

Retaining staff can depend on several factors, such as:

  • Competitive salaries.
  • Opportunities for career progression and in-house learning. 
  • Contractual benefits such as holidays (paid), medical, vision, and dental coverage.
  • Retirement and pension plans. 
  • Employee recognition
  • Extra benefits such as bonuses or stock options. 

How good your staff retention rates are can also depend on the sector you work in.

For example, when it comes to workforce management in call centers, you may experience high natural turnover. Even here, the benefits of good staff retention levels can mean a reduction in recruitment costs which includes the costs associated with recruitment itself as well as onboarding and training. Good employer branding goes further than just attracting the best candidates. It’s about your reputation as both a business and an employer. 

By showcasing a positive employer brand, you can create a cohesive and attractive image that appeals to potential candidates. This includes everything from competitive salaries and career progression opportunities to offering contractual benefits such as paid holidays, medical coverage, and retirement plans.

Implementing a user-friendly and efficient application process, for example you could build a form on your career page for candidates to fill out, can also contribute to a positive candidate experience and further enhance your employer branding efforts.

The following statistics focus on the benefits of good employer branding:

  • Hiring the best talent. 84% of businesses think that good employer branding helps to attract quality candidates. 
  • Good business strategy. 77% of organizations see employer branding as an integral and crucial part of their overall business strategy. This shows you should be including employer branding as part of your wider tactics. 
  • Less abandoned applications. Up to 55% of candidates abandon the application process after reading negative feedback about a business. This demonstrates why building and maintaining a positive employer brand is so important.
  • Could do better. A shocking 49% of employers perceive their brand as being ‘fair’ or ‘lousy.’ This shows that employer branding still has a long way to go and that almost half of businesses recognize there is a need for improvement. 
  • Keeping your best staff. 61% of staff said they would leave their current employer for one with a better brand. This emphasizes just how important employer branding is to staff. As mentioned prior, a positive brand can mean better staff retention rates. 
  • Reducing staff turnover. Closely related to the previous point, having good employer branding can mean you reduce staff turnover by as much as 28%. Of course, people don’t always leave because they see their employer’s branding as negative but positive branding can help you retain more.
  • A critical HR function. With 62% of businesses saying that employer branding is a critical HR function, you can see the increasing level of importance that organizations place on this subject. This means that business leaders/owners need to invest money and resources in their human resources teams – or other staff – that are taking responsibility for employer branding.

The takeaway

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As a business owner or manager, you will face many decisions and challenges, from deciding what domain from OnlyDomains to use to deciding on marketing strategies.

You should never neglect employer branding, both internal and external.

Just as you value your reputation in front of your customers, you should also ensure a great reputation among current and potential staff.

The highlighted employee branding statistics have shown how important a good reputation can be. This goes both for maintaining good levels of staff retention and, when needed, attracting the very best talent available.

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