The job market has changed—but has your employer brand kept up?
If you’re still posting generic job ads, boasting about “free snacks,” or relying on stock photos of people laughing in meetings, your employer brand isn’t just outdated… it’s costing you top talent.
Here’s how to diagnose an outdated employer brand—and how to fix it.
5 Signs Your Employer Brand Needs a Refresh
1. Your Job Posts Sound Like Everyone Else’s
❌ “Fast-paced environment!”
❌ “Looking for a rockstar!”
❌ “Join our family!”
Why it’s a problem: Bland, buzzword-filled job descriptions attract bland, buzzword-loving candidates.
✅ Fix it: Be specific. Instead of “collaborative culture,” say “We debate ideas openly—no ‘HiPPO’ (Highest Paid Person’s Opinion) rule here.”
2. Your Careers Page Feels Like a Corporate Brochure
If your careers site is full of staged photos and vague mission statements, candidates won’t trust you.
✅ Fix it: Show real employees, real work, real challenges.
- Video testimonials from current team members
- A “Day in the Life” series
- Transparent FAQs (“What’s the hardest part of working here?”)
3. You’re Only Talking About Perks (Not Impact)
Free coffee and ping-pong tables don’t impress today’s talent. They want:
🔹 Autonomy – Can they influence decisions?
🔹 Growth – Will they learn faster here than elsewhere?
🔹 Purpose – Does their work actually matter?
✅ Fix it: Highlight projects, impact, and career trajectories—not just perks.
4. Your Glassdoor Reviews Are a Red Flag
If your Glassdoor page is full of complaints about micromanagement, slow promotions, or burnout, candidates will notice.
✅ Fix it:
- Acknowledge feedback publicly (“We hear you—here’s what we’re changing.”)
- Fix the real issues (Don’t just rebrand—improve the employee experience.)
5. You’re Not Where the Talent Is
Posting only on LinkedIn? Ignoring TikTok, niche Slack groups, or industry events? You’re invisible to top candidates.
✅ Fix it:
- Engage in communities (Dev.to for engineers, Behance for designers, etc.)
- Run targeted ads (Not just job posts—share insider content.)
