Employer branding strategy to attract talent on LinkedIn Recruiter
Complete employer branding plan with organic and paid actions to position the company as an employer of choice.
Build an employer branding strategy that reduces cost-per-hire, increases qualified candidate volume, and improves time-to-fill, using LinkedIn Recruiter as the primary channel.
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Prompt objective
Build an employer branding strategy that reduces cost-per-hire, increases qualified candidate volume, and improves time-to-fill, using LinkedIn Recruiter as the primary channel.
Real use case
A Brazilian tech conglomerate receives 500+ applications per operational role but only 15-20 for senior engineering positions. Candidate NPS is 32 (below the tech industry average of 45) and average hiring time for tech roles is 62 days. They want to position themselves as a top 10 tech employer in their market.
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Prompt
Create a complete employer branding strategy for [COMPANY NAME], in the [INDUSTRY] sector, with [NUMBER] employees, headquartered in [CITY].\\\\\\\\n\\\\\\\\n**Current state:**\\\\\\\\n- Turnover: [%] annually\\\\\\\\n- eNPS: [SCORE]\\\\\\\\n- Average hiring time: [NUMBER] days\\\\\\\\n- Average cost per hire: $[AMOUNT]\\\\\\\\n- Qualified applicants per role: [NUMBER]\\\\\\\\n- Glassdoor rating: [SCORE]/5\\\\\\\\n\\\\\\\\n**6-month goals:**\\\\\\\\n- Reduce hiring time by [%]\\\\\\\\n- Increase qualified applications by [%]\\\\\\\\n- Reach eNPS of [TARGET]\\\\\\\\n\\\\\\\\n**Strategy by pillar:**\\\\\\\\n\\\\\\\\n1) **EVP (Employee Value Proposition):**\\\\\\\\n- Internal research: questions to discover what employees value most\\\\\\\\n- EVP formulation in 1 sentence + 4 pillars\\\\\\\\n- Differentiation vs. talent competitors\\\\\\\\n\\\\\\\\n2) **LinkedIn Recruiter (primary channel):**\\\\\\\\n- Company page: complete optimization (banner, about, featured)\\\\\\\\n- Content: 30-day editorial calendar (3 posts/week)\\\\\\\\n- Employee advocacy: program for employees to post\\\\\\\\n- LinkedIn Life: sections to activate\\\\\\\\n- InMail templates for proactive outreach to passive candidates\\\\\\\\n\\\\\\\\n3) **Complementary digital presence:**\\\\\\\\n- Glassdoor: review response strategy\\\\\\\\n- Careers page on website (structure and content)\\\\\\\\n- Social media: culture Instagram (suggested content)\\\\\\\\n\\\\\\\\n4) **Candidate experience:**\\\\\\\\n- Journey mapping (application → onboarding)\\\\\\\\n- Communication templates at each stage\\\\\\\\n- Structured feedback for rejected candidates\\\\\\\\n- Hiring process NPS\\\\\\\\n\\\\\\\\n5) **Metrics and tracking:**\\\\\\\\n- Employer branding dashboard (weekly KPIs)\\\\\\\\n- Application source tracking\\\\\\\\n- Cost per hire by channel\\\\\\\\n\\\\\\\\nAvailable budget: $[BUDGET]/month.\\\\\\\\nConsider the current talent market dynamics in [INDUSTRY].
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