Pragna Solutions

Most of the small business and start-ups don’t have time to focus their time and energy on employer branding. It is one of the most ignored and challenged that small businesses and start up face, as their journey of growth become competitive when they look out for high quality employees. Many of these small businesses and start-ups are struggling and competing to find the same talent as much larger and well established organizations.

Taking the time to build a solid employer branding and recruitment strategy can play a significant role in a start-up’s success. Did you know that 23% of start-ups fail due to not having the right team? With a strong employer brand, it will be much easier to attract and hire the best candidates, which substantially improve your business outcomes. Below are some reasons why you should build out your employer brand.

Define a clear mission

Before you’ll build an employer brand, you would like to understand what your company represents. This indicates that what you would like to convey to people looking for job and the stakeholders.

Creating a mission statement will connect your team and working toward one common goal also to attract jobseekers who believe in your objective or purpose. The core values of the company facilitate your team, understand the way to prioritize efforts and accomplish your mission. They’ll also additionally assist your team vet prospective candidates to envision if their values align with those of your team.

Both mission and core values are going to be guiding forces for your employer brand, thus it’s necessary to determine them early. Collect feedback from each one of your employee to make sure you’ve gained a majority of agreement on how each is defined. Share your finalized versions together with your entire team so they’re on board and well-prepared to support your efforts.

Define Your Company Culture

Company culture may be a bit harder to outline than your mission and values because there are many elements that make up culture. According to the study, 46% of candidates say that a company’s culture plays a very crucial role in their decision to even apply for a position; it’s in employer interest to refine and communicate culture in branding efforts.

Additionally, startup culture in and of itself is completely different from that of larger organizations. There are only a few hurdles between the C-suite and individual contributors, as a result of many of us are juggling multiple roles. Together, everybody plays an important role in creating the kind of company culture. For loads of jobseekers, the conventional startup mentality of work hard, play hard is what attracts them to younger, unsystematic companies.

There’s no right or wrong culture, however take the time to outline and define it. This might strengthen your company in the long term and assist you in creating an employer brand that draws precisely the sorts of people you would like to on board.

By communicating your company culture through your employer branding efforts, leads to attract candidates which will increase your company culture.

Promote Your Vision

People wish to be a part of the next great success of the company; but when you’re in the early stages, brand awareness will be an issue. It’s up to you to convey who you’re and how do you inspire jobseekers to apply for open roles.

Roll out your short term and long-term goals in your employer branding and make candidates to get thrilled joining the company and keep candidates in the loop once your team hits milestones and as new candidates are part of.

Remain Transparent

For many of the people, stepping into a startup is a daunting task. Because there may not be a guarantee of job security, also there could be expectations to spend long hours or the requirement to handle multiple projects.

Be honest and showcase this in branding materials and job descriptions on specifically what you would like and expect from the future staff. In this way, new hires won’t experience culture shock because of miscommunication during hiring process and eventually you’ll retain the good candidates that you put great efforts to attract.

Bring a light on the fun and wacky side of your culture and value proposition of employees by showcasing through photos of your team outings, workplace area and celebrations. Get folks excited once you reach milestones that bring you closer to achieving your mission.

Establish Your Employer Value Proposition

The employer value proposition (EVP), is analogous to the distinctive value proposition you utilize while pitching to customers and investors. The difference is that with an EVP you’re in fact that you concentrate on the employee experience, instead of the value of the product or service. Some startups will overpromise, which ends up in new hires leaving or quitting early, therefore try to avoid that.

Your value proposition could be different and that’s totally fine, just confirm that you’ve got one that’s well aligned together with your company.

Create a Strong Career Page

Potential candidates can review the website to make their decisions/choices; therefore, the startup has to make sure that it includes a solid career page. For example if we look at Slack’s career page is so great, however there are other examples from smaller, less popular firms you must look into it.

Building a better employer brand for startup takes time, however, if you focus to work on it.

At the beginning stage and when the cash flow starts, the company will be in a better position to attract right candidates who will help you to take your company to new heights.

These entire recommendations and suggestions are just the beginning as you begin to establish your employer branding. Creating a better environment that has potential to attract high level talent is an ongoing process, that needs a commitment throughout the organization.