Employer Branding Strategies during the Employee Lifecycle – A Comprehensive Guide for HR Professionals

In today’s competitive job market, attracting and retaining the right talent is paramount for business success. Employer branding has become a key component in achieving this objective. But what is employer branding?

It is the process of shaping a company’s reputation and creating a positive image in the minds of both current and potential employees. Employer branding doesn’t end with the hiring process; it follows through the entire employee lifecycle.

In this blog, we’ll walk you through employer branding strategies for each stage of the employee lifecycle and how they can help you attract, engage, and retain top talent.

  1. Employer Branding during Recruitment

Recruitment is the first stage of employee lifecycle, where employer branding plays a crucial role in attracting top talent. Strong employer branding can secure your position as an employer of choice.

To achieve this, ensure your employer brand messaging is consistent across all platforms, such as your career site, job postings, and social media. Personalise your recruitment process to appeal to candidates and communicate your company culture and values.

Use testimonials from current employees to show that your company is a great place to work.

  1. Employer Branding during Onboarding

Onboarding sets the tone for the rest of the employee’s journey. A smooth and effective onboarding experience can create engaged and motivated employees, while poor onboarding can lead to disengagement and higher turnover rate.

Tailor your onboarding programme to include information about your company culture, history, mission and values. Assign mentors or buddies for new hires and help them build relationships with their peers. Provide the necessary tools and resources for employees to succeed.

  1. Employer Branding during Development

Development is essential for employee engagement and retention. Support employee development by creating a culture of continuous learning, providing various training opportunities, and promoting mentorship and coaching. Empower employees to own their career paths and teach them how their role contributes to the bigger picture.

  1. Employer Branding during Engagement

Engagement is the most critical stage for employee retention. Engaged employees are more productive, advocate for the company, and are less likely to leave. Encourage employee engagement by fostering a positive work environment, recognising and rewarding top performers, and providing opportunities for social connections, such as team building activities.

  1. Employer Branding during Change

Redundancy can be an opportunity to maintain a positive relationship with departing employees, even after they leave. Conduct an exit interview to gather feedback and learn from the employee’s experience.

Provide resources and support for their career transition and encourage them to become brand ambassadors. INTOO build outplacement programmes around the unique needs and challenges of each person requiring the support.

Whether individuals are looking to find a similar role, change careers, set up their own business or even plan for retirement, we take the time to understand the person and their priorities, designing effective programmes that deliver results.

By investing in outplacement Services, you can ensure that former employees will speak positively about their time at your company and may even refer other top talent to work for you.


By incorporating employer branding strategies at every stage of the employee lifecycle, you can attract, engage, and retain top talent, resulting in positive business outcomes.

As an HR professional, strong employer branding is an important tool in your arsenal, and a long-term investment in your company’s reputation and success. So, go ahead and start implementing these strategies today, and watch your employer brand flourish!

Get in touch with INTOO today to see how INTOO can support you with our unique outplacement services.