Employer branding
How do you
recruit more talent
An employer branding campaign is a way of presenting your company as a great place to work. The aim is to attract the right talent and show why your company is unique. This might involve sharing stories about your corporate culture, the benefits you offer and the opportunities for personal growth.
Such a campaign can be run via social media, on your website or through advertisements, showing what makes your organisation different and why people want to work for you. A strong employer brand generates a steady stream of enthusiastic applicants and leads to more engaged employees.
Cheaper and more efficient recruitment
With strong employer branding, you take full control of the recruitment process. Instead of relying on recruitment agencies or headhunters – which often come with high costs – you invest in a campaign that highlights your company’s strengths as an employer to potential candidates.
By actively working on your employer brand yourself, you attract the right talent through your own channels, such as social media and the careers page on your website. At the same time, you keep recruitment costs fully under control.
Online and offline
marketing
We don’t just tackle employer branding campaigns online; we prefer to employ a comprehensive marketing mix. We combine our expertise in digital channels with traditional marketing strategies to position your employer brand broadly and effectively.
An integrated approach, ranging from branding and content creation to offline campaigns and events, ensures that you are visible not only online but also in the right places in the real world, which increases the impact of your employer branding and strengthens your appeal as an employer.
Our Approach
Every organization or company is unique and deserves a personalized approach. At Brandle, we focus on customization:
Take a look at some cases
Employer branding can play a crucial role in filling bottleneck professions, where demand exceeds supply. Instead of merely promoting vacancies, employer branding focuses on structurally strengthening your appeal as an employer. This allows you to reach not only active job seekers but also latent talent that does not apply immediately.
By communicating a clear and authentic employer story, you differentiate yourself from other employers in the same scarce labor market. Transparency regarding job content, training, growth opportunities, and work culture lowers the barrier for candidates who are hesitant or do not feel drawn to traditional job postings.
Additionally, employer branding helps to frame expectations correctly. Through realistic job content, employee stories, and a strong "working at" experience, you attract candidates who are a better fit for the position and the company. This leads to a higher-quality influx and lower turnover, which is at least as important as volume in bottleneck professions.
Finally, employer branding works in the long term. By maintaining a continuous visibility as an employer, you build recognition and trust, enabling you to attract talent faster and more efficiently for future vacancies – even in markets where candidates are scarce.
An ATS (Applicant Tracking System) is a software tool that companies use to manage and automate their recruitment process. The system helps collect, organize, and follow up on applications in one central location.
With an ATS, vacancies can be published, resumes automatically screened, candidates followed up, and communication managed. Applications no longer arrive scattered via email but are clearly linked to vacancies and candidate profiles. This saves time and increases the efficiency of HR and recruitment teams.
Additionally, an ATS plays an important role in data and reporting. Companies gain insight into the inflow, lead times, and performance of vacancies. From a marketing and employer branding perspective, an ATS also ensures a more professional experience for candidates and smoother collaboration between HR, recruiters, and external partners.
Employer branding focuses on the long-term image of your organization as an employer, whereas recruitment marketing is aimed at filling concrete vacancies in the short term. Employer branding builds trust and recognition, while recruitment marketing activates. Both reinforce each other, but employer branding forms the strategic foundation.
