Employer Branding

EMPLOYER BRANDING

What is Employer Branding?

Employer branding is about so much more than a logo or slogan. It’s a representation of your company culture, your vision, mission, values, and a case for why someone should work for you.

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CHALLENGES

We provide Solutions to your employer branding Challenges.

Challenge

Discouraged with Attracting, Hiring, and Retaining Talent


  • On average, employees switch jobs every 4.5 years.
  • 50% of millennials switch jobs every 2 years or less.

Solution


  • Our clients say we develop and deploy messaging that emotionally communicates and personally connects with current and prospective employees to attract, hire, and retain employees longer than these averages.

Challenge

Frustrated Recruiting has Become a Salary and Benefits Bidding War


  • When a company is unable to provide and fully embody a greater purpose their employees connect with and/or fail to provide work-life balance, employers are stuck differentiating themselves with high salaries and expensive benefits packages.
  • When you recruit employees in this way you are setting yourself up for turnover as soon as an employee finds a better paying opportunity and better benefits.

Solution


  • Our clients say we develop and deploy employer branding messaging that communicates the value of the vision, mission, and values of a company.
  • Our focus on putting people first changes the employer decision from being monetary to purpose driven.

Challenge

Failure to hire the right people to scale


  • Start-ups grow on average 180%+ year 1, 100%+ year 2, and 70%+ year 3.
  • Without a strong employer brand you will lose your culture and have a confused and disengaged workforce.

Solution


  • Our clients agree that when expansion is occurring you have to take a step back to discover, develop, and then deploy an employer branding strategy.
  • By doing this they are able to scale faster and build their team for the long-term.

Challenge

Transition from Serving Shareholders to all Stakeholdes


  • Approximately 1,200 CEOs have left their jobs in 2019.
  • The Business Roundtable changed a CEO’s purpose to focus on stakeholder value instead of shareholder value.

Solution


  • Our clients say we discover, develop, and deploy custom eLearning development strategies with the employee’s needs and wants strategically identified.
  • Our clients say that combining employer branding strategies with strategic partnerships focusing on executive recruitment we are able to align the focus on all stakeholders and place the best leadership to lead the charge.
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3-Step Process

Our clients say our 3-Step Process creates efficient and effective employer branding.

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Step 1: Discover

First, we define specific employer branding challenges, business objectives, affected stakeholders, internal and external resources to achieve business objectives, and schedule interviewees to gather culture, growth and development and hiring information.


Step 2: Develop

Second, we conduct interviews to gather data and media, develop culture branding, growth and development branding, recruiting branding, and work with internal and external resources to get a deployment plan in place.

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Step 3: Deploy

Lastly, we deploy your employer branding strategy, based on the level of involvement you choose, to ensure its success and continuously assess its effectiveness. Our biggest recommendation is to invest in custom eLearning development for your people.

Development

Our clients say the employer branding strategies we develop achieve their business objectives.

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Our employer branding communication strategists develop strategies to communicate effectively with current and prospective employees, in order to attract and retain the right people.

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A strong employer branding strategy must be developed to create emotion and personally connect with current and prospective employees to produce sustainable action.

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Humans make 10,000 decisions a day. 9,000  are made subconsciously based on emotion. In order to fully embody a successful employer branding strategy to create sustainable action, it must create emotion.

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We attract, hire and retain talent, provide clarity to prospective employees without getting in a bidding war, and help you bring the focus on your business to serving all stakeholders by creating sustainable action with our employer branding strategies.

DEPLOYMENT

Our clients say when we deploy employer branding strategies it is seamless, replacing the old response to challenges with the new strategy.

Challenge

The challenge is the cue that causes deployment of the current response(s).

New Strategy

Your new employer branding strategy is the company’s emotion based sustainable response to your challenges to achieve your business objectives.

Success

Your new strategy is deployed to produce long-term success within your organization to solve your employer branding challenges year after year.

Challenge

The challenge is the cue that causes deployment of the current response(s).

New Strategy

Your new employer branding strategy is the company’s emotion based sustainable response to your challenges to achieve your business objectives.

Success

Your new strategy is deployed to produce long-term success within your organization to solve your employer branding challenges year after year.

TESTIMONIAL

“VP Legacies® has proven to be the relationship we have been searching for. They have been able to bring our company’s values, culture, and story to the screen in just the way we had hoped. Their empathic approach to listening first, and then developing storylines and solutions, has proven to be the perfect formula. They have delivered each stage of our project on-time, every time, and perfectly on budget.”


-Doug Wyatt – Summit Heating and AC

PERSONAL CONNECTION®

Why are we different? Because of personal connection®.

  • Our vision is to create a world where people aren’t afraid to personally connect and our mission is to help people build relationships in their personal and professional lives.
  • Learn immediately valuable and actionable relationship building skills to help you and the people around you have a fulfilling personal and professional life grounded by personal connections.
GETTING STARTED

How does getting started work?

We assign a relationship manager, a project manager, and applicable team members to every project.

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Relationship Manager

Responsible for the overall relationship with you and your team. All technical aspects should be communicated to the project manager.

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Project Manager

Responsible for managing your project and project team members. In addition, they are the point of contact for all technical questions regarding your project.

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Team Members

Depending on the employer branding strategy, we customize our teams to solve challenges and achieve business objectives.

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