Employer branding training teaches HR, talent acquisition and communications teams how to shape the way candidates and employees see an organisation as a place to work. Bodhih's program covers EVP research, candidate personas, storytelling, LinkedIn and careers page content, employee advocacy, review management, campus branding and employer brand metrics.
- Recommended: 2 days in person, or 4 x 3-hour live virtual sessions, customised to your hiring priorities
- Level: Intermediate · In person · Live virtual · Blended
- Designed with the ADDIE model and customised to your context
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Also known as: employer branding workshop, evp workshop, employee value proposition training, recruitment marketing training
Where and how: employer branding training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Why employer brand is now a hiring skill
Skilled candidates in India have choices, especially in technology, analytics and GCC roles. They compare employers on review sites, social media and word of mouth long before they speak to a recruiter.
Paid job ads alone rarely win that comparison. Employer branding training builds the in-house skill to show what working with you is really like, consistently and credibly, across every channel candidates use.
What participants will be able to do
Define an honest EVP
Research and write an employee value proposition grounded in what employees actually value about working with you.
Know your candidates
Build candidate personas for priority roles, including motivations, objections and preferred channels.
Tell real stories
Turn employee experiences into short posts, videos and careers page content that feel authentic.
Activate employee advocates
Design a simple, voluntary advocacy program with guidelines, content prompts and recognition.
Manage reviews and reputation
Respond to online employee reviews constructively and feed the insights back into people practices.
Measure brand impact
Track application quality, offer acceptance, source mix and candidate experience to show the value of branding work.
Who should attend
- Talent acquisition leads and recruiters
- Employer brand and recruitment marketing specialists
- HRBPs supporting hiring for hard-to-fill roles
- Internal communications and marketing partners
- Campus hiring teams building brand in colleges
- GCC leaders establishing a local brand for a global company
Program outline
Recommended design, customised to your context after a short needs analysis.
01Employer brand fundamentalsModule 1 · 90 min+
- Employer brand, EVP and recruitment marketing, and how they connect
- Auditing your current brand across careers page, LinkedIn and review sites
- Exercise: a candidate's-eye review of your own hiring journey
02Researching and writing your EVPModule 2 · 3 hours+
- Employee focus groups, stay interview insights and survey data as EVP inputs
- EVP pillars such as growth, work, people, rewards and purpose
- Writing EVP statements that are specific, true and different
03Candidate personas and journeysModule 3 · 2 hours+
- Persona canvas for priority roles such as engineers, analysts and campus hires
- Mapping the candidate journey from awareness to joining
- Finding drop-off points in the application and interview stages
04Content and storytellingModule 4 · 3 hours+
- Story formats: day-in-the-life, career moves, project wins and team rituals
- Writing LinkedIn posts and job ads that reflect the EVP
- Smartphone video basics and using AI tools for drafts, with human editing
05Advocacy, reviews and campus brandingModule 5 · 2 hours+
- Designing a voluntary employee advocacy program and social media guidelines
- Responding to reviews on employer review platforms
- Campus engagement plans beyond the placement-day presentation
06Measuring employer brandModule 6 · 90 min+
- Metrics: application rate, quality of applicants, offer acceptance, source mix and candidate NPS
- Building a simple quarterly employer brand dashboard
- Final pitch: a 90-day employer brand plan for one priority role
How we deliver it
Built on your reality
In the Analyse phase we review your careers page, job ads and public reviews, so the program starts from how you are seen today.
Make as you learn
Participants create real assets during the program, including an EVP draft, personas, posts and a content calendar.
Cross-team learning
Mixing HR, talent acquisition and communications colleagues builds shared ownership of the employer brand.
Honesty by design
We teach teams to promise only what employees would confirm, because an overstated brand drives early attrition.
Tailored versions
For GCCs
Focuses on building a local employer brand for a global parent, differentiating from other GCCs and hiring for specialist roles.
For recruiters
A one-day version on personal branding for recruiters, LinkedIn outreach, job ad writing and candidate experience.
Campus branding
A focused session for campus teams on college partnerships, student ambassadors and internship experiences.
How we measure impact
Following the Evaluate phase of ADDIE, participants complete a pre and post assessment of employer branding knowledge and skills. The trainer reviews each 90-day plan and the assets created against a rubric. At 30, 60 and 90 days we check progress with the talent acquisition lead, looking at content published, advocacy participation and early movement in application quality, offer acceptance and candidate feedback.
Pair this program with AssessAll, Bodhih’s AI assessment platform, for pre- and post-program skill measurement.
Frequently asked questions
What is employer branding?
Employer branding is how an organisation is seen as a place to work by candidates, employees and the wider market. It is shaped by real employee experiences, what people share online and how the company communicates. A strong employer brand helps attract suitable candidates, improves offer acceptance and supports retention.
How do you build an employee value proposition?
Start with research: focus groups, surveys and interviews with current and recently joined employees. Identify what they genuinely value and what makes you different from competitors for talent. Group insights into a few pillars, write clear statements for each, and test them with employees before using them publicly.
How can recruiters improve employer brand?
Recruiters shape the brand in every interaction. Clear job ads, timely updates, respectful rejections and honest answers about the role all build trust. Recruiters can also share team stories on LinkedIn and gather candidate feedback. Our employer branding training includes practical recruiter habits for each stage.
How do you measure employer brand?
Useful measures include application volume and quality for priority roles, offer acceptance rate, share of hires from referrals and direct sources, candidate experience scores, review site ratings and early attrition. Track a small set quarterly and link changes to specific branding activities where you can.
How should companies respond to negative employee reviews?
Respond calmly and specifically, thank the reviewer, acknowledge the concern and explain any changes being made, without arguing or revealing personal details. More importantly, look for patterns across reviews and share them with leaders. Fixing the underlying issue does more for your brand than any reply.
Do we need a big budget for employer branding?
No. Many effective activities cost little: employee stories on LinkedIn, a clear careers page, better job ads, a fair and respectful hiring process and a voluntary advocacy program. Budget helps with scale and production, but authenticity and consistency matter more, and both are skills teams can learn.
Who should attend employer branding training?
Talent acquisition teams and recruiters are the core audience, since they shape the candidate experience every day. We also recommend including an HRBP, someone from internal communications or marketing, and a few employee volunteers. A mixed group produces a more credible EVP and shares ownership of the employer branding training outcomes across functions.