How to Implement a Strong Employer Brand Strategy
When hiring slows down, most companies look at the obvious: the process, the timeline, or the job posting.
But here’s the truth: speeding up hiring isn’t just about improving your workflow—it’s about improving your pull.
If you want top-tier talent to come to you, you need to give them a compelling reason to want to work for you. That’s the power of a strong employer brand.
What Is an Employer Brand (and Why Does It Matter)?
Your employer brand is your company’s reputation as a workplace. It’s how current and potential employees perceive your company—from your culture and values to your leadership and growth opportunities.
It’s not just what you say about your company—
It’s what employees post about you on Glassdoor
It’s how candidates feel after the interview.
It’s the word on the street in your industry.
A strong employer brand creates a positive feedback loop:
More inbound interest from qualified candidates
Easier conversations and conversions in the hiring process
A competitive edge that keeps top talent from going elsewhere
How to Build a Strong Employer Brand
If your goal is to attract the right people faster, here’s where to focus your energy:
1. Clarify Your Employee Value Proposition (EVP)
Your EVP is your answer to the question:
“Why should someone want to work here?”
It should highlight what makes your company different, valuable, and exciting to work for.
Tips to Define a Strong EVP:
Talk to current employees—why did they join, and why do they stay?
Identify your core strengths: culture, flexibility, growth, benefits?
Be honest and authentic—your EVP should reflect reality, not a fantasy.
2. Invest in Candidate Experience
Your hiring process is part of your brand. If it feels rushed, disorganized, or impersonal, candidates will associate that with your company as a whole.
Ways to Create a Great Experience:
Communicate proactively and clearly at every step.
Set realistic timelines—and stick to them.
Offer feedback (even when the answer is no).
Make interviews engaging, not just interrogative.
3. Engage Your Employees as Brand Ambassadors
The most trusted voices in your company aren’t executives—they’re employees.
Candidates trust real people more than polished pitches.
Easy Ways to Amplify Employee Voices:
Encourage employees to share their work stories on LinkedIn.
Highlight team members in blog posts or social posts.
Ask for reviews and feedback—and actually respond.
4. Monitor and Improve Your Reputation
Don’t “set and forget” your employer brand. It’s a living part of your business that evolves.
Reputation Management Tips:
Regularly check review sites like Glassdoor or Indeed.
Send employee engagement surveys and listen to the feedback.
Share improvements and wins publicly to show growth and transparency.
How Riverway Can Help
At Riverway, we don’t just fill roles—we help you become a company people want to work for. Our recruiting approach combines industry expertise with deep employer brand insights to help you stand out and move fast.
Why partner with Riverway?
We have top talent ready to solve your business challenges
You skip the tedious, time-consuming search process
We know how to position your company so candidates say YES
60-day guarantee to find the right hire for your team
Ready to attract the right people and hire faster?
Contact us to talk about how Riverway can help you find top-tier talent today.
