How Strong Is Your Employer Brand

Fully aligned and integrated into our strategy

Mostly aligned, but not actively maintained

Somewhat – more of a standalone HR initiative

We’re clearly differentiated and known for something unique

Dedicated EB role/team in place with sufficient resources

Partial allocation (shared responsibilities, limited time)

Minimal resources, very limited time or budget

Very clearly – it’s part of everything we share

Somewhat – we share some culture stories

Rarely – mostly focus on jobs or company facts

Not really – culture isn’t a communication priority

Not applicable – Career development is not part of our brand

Tech-forward and innovative ways of working

Internal employer brand advocacy (employee stories, ambassadors)

None or minimal EB activities currently happening

Internal mobility or retention by value alignment

High priority – leadership actively supports it

Medium priority – recognized as important but competing priorities

Low priority – recognized but limited support internally