Branding mistakes by employer that can affect your Recruitment Strategy

Recruiters face an uphill task in attracting Talent in this current market scenario. You may think it’s hard to find talent due to sourcing in the wrong places, looking in a crowded market or simply failing to attract the right talent.

It’s easy to blame recruiting strategies, but one of the major things talents look for while making a joining decision is how they perceive your company/employer.

Thus it is important to avoid certain branding mistakes that may affect your talent acquisition. Let’s take a look at them.

1) Having an Identity crisis

A brand is not for everyone, it’s the universal truth. One cannot please everyone on the planet.

Your company will have unique values and cultural aspects that define who you are and which will shape your work environment. Understanding this is vital when you set out for your employer branding. Like Tesla, when we hear it we understand the company stands for EVs, cleaner automobiles and AI.

2) Not knowing who you’re looking for.

The situation in which instead of  Oranges you buy Tangerines which look and taste similar may work for some time. But when it’s time to peel them you will know the difference. Similarly, if you don’t know who is your ideal candidate for a particular post, Hiring might be a waste of time.

So before going out to hire people, you should have talent persona listed down. Which will help in finding the right candidate.

3) Authentic Portrait of Company Culture

Many Businesses have fast-paced environments, There will be talents who will be thriving and others who fail to get on board this fast-paced work culture. And this is normal, but the problem arises when you have already put your company culture as a self-paced and relaxed environment.  You will attract talent who like that kind of work environment.

So be authentic, don’t try to go with what others are doing. So your branding should accurately portray your company culture.

4) Involving Employees in Hiring.

Employees can provide valuable insights into hiring, and they can help you to identify the right talents and skills for a given role. They can help in defining job roles.

So get your employees involved wherever it is possible and get their input in your employer branding strategy.

5) Failing to stay updated.

Employers need to stay up to date on what’s happening all around them. They should always be prepared for the worst and be agile, and nimble in their operations. The one thing this pandemic has thought us all is that we need to be flexible and adaptable to changing conditions.

6) Long-Term Planning

Branding or brand building is a long-term process. It’s easy to do a flashy, high-octane Advertising campaign only to be forgotten by the next flashy ad campaign by another company.

The employer needs to think about what your brand will be, what will be your USP and what culture you want others to associate you with. Good, long-term branding will inevitably attract the top talent you want. For example, take Toyota, it is known for its build quality, low maintenance and the robustness of its engine. This was built over 2 – 3 decades.

7) Being Diverse and Inclusive.

In this 21st century, everyone wants to be associated with the best and cool-looking company. The old ways or work culture is not what attracts talent. Employees want to work in a diverse environment, where they can meet and work alongside people from different backgrounds, ethnicity and all. They want their employer to be inclusive to all irrespective of what the old ways were.


Most of these mistakes can be reduced by involving your employees, but on an organisational level marketing/ communication teams can help you with employer branding. This is a continuous process and branding never ends with a particular program. Check out Hireclap for your branding and recruiting process across India for freshers.