A Review of Employer Branding and Its Impact on Talent Acquisition

Abstract

Firms looking to hire well must learn to shape their name to entice the right sort of staff - this work is called employer brand and connects precisely what a firm does with the way people who would probably work there are seen. This brand doesn't develop from salary and work part but from how much the firm stands for and how it treats its staff members and just how it presents its work to the world. New staff don't judge firm on task or post alone but also on values, growth chance and work feel based on what previous staff say and what shows in news or online space. Firms shaped by clear strong brand draw even more eyes from excellent talent, take a shorter time to fill each post and lose less staff once they hire because the match holds. But many firms continue to don't plan for this and miss the actions that build trust in brand, while others don't link brand talk with genuine staff feel and this gap could fracture trust and stop good hire. Fixing this requires clear steps for firms to elicit staff voice, to present role, to provide fair path and to link with peer group. They must track how and where they are seen in talk and they must build brand as complete plan not as pitch or post. If they do this they can hire quickly, right, and hold teams that remain.