Have you ever felt like the recruitment process is a constant race where you’re chasing top candidates, yet other companies always seem to reach the finish line first? You offer competitive salaries, a solid benefits package, interesting roles—but still, you don’t get enough high-quality applications. That’s when the natural question arises: “What are others doing differently?” Most of the time, the answer is simpler than you think: they’re consistently working on their employer branding.
Before a candidate reads your job offer, he already has an impression of your company. The data confirms it. Universum’s Employer Branding NOW 2024 report shows that over 7 in 10 candidates consider a company’s reputation before applying. Similarly, the Glassdoor Employer Branding Report notes that 86% of job seekers thoroughly research a company’s image before submitting a CV. Learn how to value candidates’ and employees’ perceptions of your employer brand, where to start if your resources are limited, and what tools you already have at your disposal.
What Does Employer Brand Really Mean?
You might be thinking: “We’re a small company—what brand could we possibly build?” Here lies the first trap. Employer branding isn’t about expensive campaigns or TV spots. It’s about presenting an authentic, coherent image of what your company is like and how people collaborate. What values do you uphold? How do you treat your people? What experience does a candidate have from the first point of contact to their last day?
Consider this: what does a candidate find when they Google your company name? LinkedIn’s Global Talent Trends 2024 highlights that transparency and communication are decisive factors in the decision to apply. If you’re absent online or leave big gaps in your communication, candidates quickly sense that you have nothing to say.
What About Candidate Experience?
Another key factor in attracting candidates is the experience you offer. How do they feel during the recruitment process? Do they receive confirmation that their CV was received? Do they get a response even if they’re not moving forward? Are they given constructive feedback?
These may seem like small details, but they make all the difference. According to Future of Recruiting 2024 (LinkedIn Talent Solutions), 75% of candidates say their experience during the selection process influences their final decision to accept—or decline—an offer. In a world where people share everything on social media, a sloppy recruitment process can hurt your reputation more than you realize.
Culture and Values—What Matters More Than Salary?
Culture matters—a lot. In the Randstad Employer Brand Research 2024, candidates said that the top factors in choosing an employer are stability, work-life balance, and company values. Often, flexible schedules or learning opportunities weigh more heavily than financial bonuses.
Ask yourself: How is the organizational culture perceived? Do you have real stories to share about your team or how managers support employee development? Or do you leave it all to chance?
Where to Start If You Don’t Have Big Resources
The first step is to look inward. Ask your people: what do they like about the company? What motivates them? What do they tell their friends about their workplace? Their answers are the basis for your most authentic messaging.
Then, make it visible: post interviews with colleagues, project photos, articles about what it’s like to be part of your team. DSMN8 Employer Branding Statistics Roundup shows that jobs accompanied by authentic employee-generated content attract nearly twice as many applicants as standard postings. The materials don’t need to be perfect—just real.
Your Employees—The Ambassadors You Really Need
One more thing to remember: your employees are your most powerful ambassadors. You can invest in sophisticated employer branding campaigns, but if your people don’t confirm your promises through their own experience, it all falls apart.
On the other hand, satisfied employees will naturally share on social media, invite friends to apply, and lend credibility to your messaging. Employer Branding NOW 2024 (Universum) notes that organizations involving employees in communication are far more likely to attract high-quality candidates and significantly reduce recruitment costs.
How the Smartemp Team Can Help
This is where Smartemp comes in. From our experience in workforce leasing and collaborations with companies of all sizes and sectors, we know that a strong employer brand is built with small, consistent steps.
We provide guidance for employers who want to become more attractive but don’t know where to start. We help you understand how you’re currently perceived, identify what sets you apart, and communicate it authentically. Moreover, we offer concrete solutions—from creating job postings and managing communication during recruitment, to improving the interview experience and involving employees in employer branding campaigns.
Because we know that successful hiring isn’t just about finding the right person—it’s about making them feel part of your story.
Write to us for a customized offer at office@smartemp.ro
Questions to Evaluate the Employee Experience:
- What would an employee say if asked, “What’s it like to work at your company?”
- Would they recommend your company to friends?
- Would they proudly post about where they work?
If the answers aren’t clear, you already have a starting point. Employer branding isn’t PR or marketing—it’s reality turned into a story. And if that story is authentic, the right candidates will be drawn to you much more easily.
Sources
- Employer Branding NOW 2024 — Universum
- Global Talent Trends / Future of Recruiting 2024 — LinkedIn Talent Solutions
- Employer Branding 101: Why, How and Proven ROI — Glassdoor Employers
- Randstad Employer Brand Research 2024 (Global Report) — Randstad REBR
- Employer branding statistics roundup — DSMN8 / industry compilations (LinkedIn findings)
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