In the age of social media and Glassdoor reviews, job descriptions aren’t the only thing candidates read.
They’re looking at your brand as an employer. What do you stand for? What’s it like to work with you?
This is where Talent Branding steps in.
Talent Branding is the process of shaping how your company is perceived as a place to work.
It’s not the same as employer branding (which is top-down). Talent branding is more authentic, ongoing, and people-first.
If you're a business owner, startup founder, or HR leader — your talent brand is what people say about your workplace when you're not in the room.
In Bihar, where startups and MSMEs are booming, recruiting quality talent is still a big challenge.
Here’s how talent branding can change that:
✅ Attracts the right candidates — people who match your values
✅ Reduces hiring time — people come pre-aligned
✅ Retains top performers — employees feel proud to belong
✅ Builds word-of-mouth trust — even from ex-employees
✅ Competes with larger players — with culture, not just salary
Before branding externally, understand who you are internally.
What do you stand for?
What do employees love about working here?
What are your leadership values?
📌 Run an anonymous survey with your team. Ask:
“What 3 words best describe our culture?”
“What’s one reason you’d refer someone to work here?”
Every company can't be “cool” or “fun.” But you can be:
Stable and respectful
Growth-focused and learning-first
Traditional with a modern edge
Own your unique flavor. Not every talent fits everywhere — and that’s okay.
People don’t believe what you say. They believe what your people show.
Share photos from team lunches, festivals, behind-the-scenes moments
Record short clips of employee journeys or testimonials
Highlight promotions, recognitions, and milestones
💡 Real people. Real stories. Real impact.
Your Instagram, LinkedIn, and even WhatsApp Status are branding platforms.
Post:
Team bonding moments
Birthday or farewell celebrations
“A day in the life” of an employee
HR-led initiatives (wellness, skilling, work-from-home stories)
🧠 Think of each post as saying: “Here’s what it feels like to work with us.”
Don't copy big company pages with generic promises.
Instead, write:
What values you hire for
How your team learns and grows
Real stories of team members
Simple application process
What to expect after applying
📌 Talent branding starts before the first interview.
If you're a founder, you are your company’s most powerful brand ambassador.
Talk about:
Why you started the company
What you value in a teammate
Mistakes you’ve made in hiring and culture
Your leadership philosophy
🎯 Transparency builds trust — and attracts like-minded professionals.
Talent branding isn’t just external marketing. Your current team needs to feel it.
Internal newsletters with stories and updates
Feedback and recognition loops
Celebrate “work anniversaries” with meaning
Small acts of appreciation (handwritten notes, shout-outs)
🧩 Happy teams become natural promoters.
| Aspect | Employer Branding | Talent Branding |
|---|---|---|
| Who Drives It | Company/HR | Employees & Leadership |
| Focus Area | External Reputation | Internal Experience + External Image |
| Tone | Corporate/Strategic | Relatable/Human |
| Content Type | Job Ads, Culture Pages | Stories, Posts, Testimonials |
🎥 Feature one team member each Friday — “Meet Our Team”
📝 Write a LinkedIn post on “What We Look For in New Hires”
📸 Start a weekly WhatsApp post series called “Inside Our Office”
Talent branding is not about being flashy — it’s about being clear, consistent, and caring.
In Bihar and beyond, great talent will always choose a company that respects, values, and grows its people.
You don’t need a big budget — you need a strong belief in your people.
Start showcasing your culture, and the right people will come to you.
Friday, September 19, 2025