You’ve done everything to avoid employer brand mistakes and attract top talent — polished job postings, competitive pay, a great culture. But the right candidates aren’t biting, and your best employees are slipping away faster than you can replace them.
Here’s the reality: It’s a job seeker’s market, and they’re doing their homework. Nearly 80% of employers say hiring is their biggest challenge, and CEOs are losing sleep over it. Meanwhile, candidates are making decisions based on reputation:
- 84% prioritize company reputation in their job search.
- 69% reject offers from companies with bad reputations.
And it’s not just job seekers — 95% of consumers trust businesses with a strong employer brand, and 76% of shareholders say reputation impacts market value.
If hiring feels harder than ever, your employer brand might need a refresh. In this post, we’ll highlight key signs that your employer reputation is hurting your inbound recruitment — and share practical tips to fix employer brand mistakes. Let’s dive in.
1. Job seekers leave your career page without applying
Imagine spending hours crafting the perfect job listing only to see high bounce rates on your career page. If job seekers aren’t sticking around, it could be a sign your brand isn’t compelling enough.
How to fix it: Make your career page a reflection of your company culture. Showcase employee testimonials, highlight unique perks, and provide a sneak peek into daily life at your company.
2. Your online reviews are negative
You’ve seen the reviews on Glassdoor or Indeed — maybe they’re leaving a lot to be desired. Negative reviews are often a reflection of deeper issues within your employer brand.
How to fix it: Address complaints openly and show your commitment to making improvements. You can also focus on what current employees love about your company. Use a confidential employee engagement survey to gather feedback and identify workplace culture strengths. Then, showcase these qualities to demonstrate what makes your company a great place to work.
3. Your company culture isn’t reflected in your job postings
Does your job post sound like every other listing out there? If so, it’s time to rethink how you’re presenting your company.
How to fix it: If your job postings don’t capture your company culture, it’s time for a quick update. Instead of just listing job duties, talk about what makes your workplace awesome — like growth opportunities, work-life flexibility, or values. Real employee quotes can give it some personality. Fixing this employer brand mistake will help attract people who vibe with your culture and make it easier for them to see themselves on your team.
Job seekers want to know what it’s really like to work at your company — but most don’t get it. A Top Workplaces Research Lab study found that while 80% of employers think they clearly communicate their company culture, only 30% of candidates agree. This disconnect frustrates job seekers, slows down hiring, and causes employers to lose top talent.
4. You’re not utilizing employee feedback
If employees feel like their voices aren’t being heard, it’ll affect their engagement and ultimately their loyalty. Gathering and acting on their feedback shows that you value their input, helping to shape an authentic employer brand that attracts talent and strengthens your company’s reputation.
How to fix it: If you’re not collecting feedback from your employees, you’re missing out on a goldmine for shaping your employer brand. Real feedback is way more powerful than any marketing pitch — people trust it 3x more! Use engagement or pulse surveys to ask your team about their employee experience and the company culture. You’ll gain real insights to share with job seekers, which will help build credibility. Plus, your employees will feel valued and heard, boosting both engagement and morale.
5. Top candidates aren’t accepting your offers
You’ve made the offer, but the candidates you really want are walking away. Why? It might be your employer brand at play.
How to fix it: Reevaluate your employer brand to see if it aligns with the values top candidates are seeking. Do you offer work-life balance, career growth, or competitive compensation? Ensure your job offers reflect your company’s strengths.
6. Employee turnover is higher than expected
When top talent exits sooner than expected, something’s off. High turnover isn’t just a cost to your company — it also hurts your reputation.
How to fix it: Conduct stay interviews with current employees to learn what’s working. Use this feedback to align company culture with employee needs.
7. Your hiring process is outdated or lengthy
Candidates are frustrated with the length of the hiring process, but they’re not the only ones. HR professionals are dissatisfied with the time it takes to fill vacant positions. A slow, outdated hiring process can make top candidates lose interest.
How to fix it: Job seekers say better communication, pay transparency, a faster process, and setting expectations will keep your process as efficient and candidate friendly as possible.
A job seeker told us: “I wish organizations wouldn’t ghost applicants so often. It’s annoying to commit time to an interview process and then get left hanging.”
8. There’s a disconnect between your company values and day-to-day practices
If your company claims to value collaboration, but teams operate in silos, or you promote work-life balance while rewarding long hours, employees and candidates will notice the disconnect. When what you say doesn’t match what you do, trust erodes, and your employer brand takes a hit.
How to fix it: Look at whether your company’s daily operations reflect its stated values. Gather employee feedback to see if your company values are reflected in their comments and scores. To fix this employer brand mistake, identify gaps and then take real action — whether that means improving communication, adjusting policies, or holding leadership accountable. Most importantly, make sure your values aren’t just words on a careers page but a lived experience employees can see and feel every day.
9. Your company hasn’t won any employer recognition awards
If your organization has a great workplace culture but no external recognition to show for it, you’re missing a huge opportunity. Without third-party validation, job seekers, employees — and even customers — have little proof that your company is truly a great place to work.
How to fix it: Employer awards help build trust, set you apart, and boost your reputation. But not all awards carry real weight — focus on the ones based on honest employee feedback, not pay-to-play schemes or flashy self-nominations.
Learn More: Why Do Employer Recognition Awards Matter?
Fix employer brand mistakes with credible recognition
Your employer brand directly impacts your ability to attract and keep top talent. If job seekers are struggling to understand your culture or rejecting offers, it’s time to act. Strengthening your reputation starts with authenticity, employee feedback, and third-party recognition.
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