Employer Brand Strength 2023 - Employer Brand Strength Report 2023

June 28, 2024

2023 TOP TRENDS

Trend 01:

Navigating the current

Vital channels for talent acquisition have now changed – blending digital and personal networks to source quality candidates.

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Trend 02:

At the center

Standing out has become the top trend among employers. What should you do to keep a finger on the pulse of your competition?

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Trend 03:

What flows outside must reflect within

Now might be time to reevaluate your efforts and focus on what really matters to your talents. How do you ensure alignment between expectations and priorities?

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Trend 04:

Manage the tempo

Organizations are facing challenges with prolonged recruitment cycles highlighting the need for improved efficiency to fill roles promptly.

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Trend 05:

On the same wavelength

Monitor the effectiveness of your talent attraction processes by measuring the right metrics for your organization.

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Trend 01:

Navigating the current

To keep a high-functioning organization, employers mostly carry LinkedIn and Employee Referral Programs on their hands. These two top sources have also proven to be effective in sensing where to find high quantities of talents and and high-quality ones.
LinkedIn is now the most greatly felt social media channel for organizations’ social media efforts. From talents growing their networks to simply checking LinkedIn pages for job opportunities, employers see that advancements in technology have continually shaped the hiring process.
Employers are also willing to spend more resources on LinkedIn and employee referral programs to tap into more talent segments and networks, showing the value of both digital and personal connections.

Top Employee Platforms

Employee Referral Programs

Vitals:

Are your chosen platforms where ideal candidates
gather and engage?

Synapses:

Take another look at your talent touchpoints and
focus on what is most effective.

Trend 02:

At the center

Awareness, recruitment, engagement, and retention–these are the employer brand objectives found at the center of employers since 2022. However, in 2023, a new trend has emerged: standing out. Employers want to become the top choice of talents within and outside the walls of their organization, a call to increase their efforts and initiatives to stay unique.
Similar to their 2022 activities, employers have remained consistent in sharing what makes their employer brand different on social media. This year, their focal point has expanded: to be a step ahead of competition and to encourage talents to share their work experiences.
In reality, less than half of organizations have strategies in place and are taking steps to achieve such goals. If employers really want to stand out, their efforts should start coming from within.

organizations aim to differentiate their brand more effectively from key talent competitors

of organizations aim to have a competitive edge against other organizations on social media

Vitals:

Are you actively taking steps to stand out from the competition?

Synapses:

Identify and communicate what sets you apart to your talents.

Trend 03:

What flows outside
must reflect within

Recently, there has been a match between what employers offer and what talents actually prefer and these are Employee Engagement, Growth & Development and Leadership & Organizational Competency. However,
a mismatch would be Perceived Organizational Image as it is not on this year’s talent priorities.
Similarly, leaders prioritize the same two attributes, along with corporate social responsibility (CSR) initiatives. But, the latter is not something that talents see flowing within them.
These indicate that for both organizations and leaders, it might be time to reevaluate their efforts and focus on what really matters to their talents, which in this case, is a competitive compensation and benefits package.

Top attributes that align with what organizations focus on and what talents seek

Vitals:

Do your talents value what you bring to the table?

Synapses:

Pay attention to the trends of today’s talents and
align it with the qualities you offer.

Trend 04:

Manage the tempo

When recruiting talents, organizations tend to follow a slow tempo.
In contrast to a speedier process in 2022, employers’ whole recruitment process can go as slow as 15 days from processing talent applications to giving them an offer and even up to 15 days for talents to actually start onboarding, around 2 months! At this rate, organizations must manage their processes better to make it more convenient for them to fill the roles they need and for talents who will fill those roles to start as soon as they can.

of candidates wait a minimum of 15 days from the posting of vacancy to signing a job offer

of candidates wait a minimum of 15 days from signing a job offer to first day of candidate

Vitals:

Do you have a seamless application process?

Synapses:

Match your application process with what talents find efficient.

Trend 05:

On the same wavelength

How do employers usually measure the success of their recruitment and engagement processes and initiatives on social media?
The key is to follow the curve by tracking the number of employee referrals and applicants they get along with their engagement rate and cost per hire.
At the end of wave, organizations will see how effective they are in attracting the right talents.