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Employer Brand for Government Contractors [VIDEO]

This video blog discuses three ways an employer brand is beneficial to those in government services.

Video Transcription

Hi, I’m Liz Harr, and I’m really looking forward to this particular post because I get to share some recent research that we just uncovered, and that is on employer brand.

What I’m gonna be talking about today is how an employer brand is relevant to those in government services. Now, in government services, there are certainly the circumstances where those firms have several 1099s and contractors who make up their employee body. But they also have, if not a majority, many folks who are full time employees. And in order to attract that top talent, firms need to think about their employer brand.

Employer brand is pretty simple. All it is, is your firms reputation for what it’s like to work there. And talent is using your employer brand as a gauge to figure out if your firm is the right fit. Is it a high pressure place? Is it a place where high quality is top priority? Do you do what you say you do? Are you best of breed or are you entrepreneurially minded. All of these things are hints to the outside world and to future recruits about what it might be like to work for you.


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So let’s talk about some of the benefits of having a strong employer brand. First and foremost, it makes it easier and more cost effective to attract talent. Think about it, if your firm brand is off kilter, you start spending all this time and money on the wrong types of leads and the wrong types of business. Same thing with when your employer brand is off kilter. Anytime spent interviewing the wrong type of candidate costs time and money that none of us can afford.

Secondly, another benefit is employees stay longer. A strong employer brand especially one that espouses the benefits to work-life balance, culture, leadership style, these all make it less likely that your employees will jump ship.

And thirdly, a strong employer brand and developing that brand forces firms to develop this culture. In fact, we here time and gain from future recruits, culture is king. When you’re developing your employer brand by default, you’re thinking about your culture and you’re getting disciplined around how you talk about your culture, how you live out your culture.

So the bottom line here is that when you craft a strong employer brand, you’re really putting yourself ahead of the competition in terms of being able to attract the best talent out there.

Good luck.

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Elizabeth Harr Elizabeth is an accomplished entrepreneur and experienced executive with a background in strategic planning, management, communications, and alliance development. Elizabeth co-founded a Microsoft solutions provider company and grew it into a thriving organization that became known for its expertise in Microsoft customer relationship management.

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