After laying the groundwork in part one of our series on employer branding, the next step is Execution, bringing your strategy to life through consistent, authentic experiences

CREDIT: This is an edited version of an article that originally appeared in Recruitee

Phase 2: Executing Your Employer Brand Strategy

In the first article of this series, we explored planning your employer brand strategy – defining your Employer Value Proposition (EVP), aligning with business goals and clarifying candidate personas. Now it’s time to bring all that preparation to life.

Execution is where your employer brand becomes visible. With your messaging defined and your target audiences understood, this phase is about rolling out consistent, authentic communication across every touchpoint. From careers sites to job descriptions to social media, candidates should see and feel the same story everywhere they interact with your organisation.

So how do you turn planning into practice?

Audit Your Employer Branding Materials

Start with a comprehensive review of what’s already out there. Careers pages, job ads, onboarding documents and even internal comms should be evaluated against your new messaging.

Flag anything outdated, off-brand, or inconsistent in tone or visuals. Above all, ensure these assets  show what it’s like to work with you, how flexible the environment is and what growth opportunities exist.

Audit the Application Process

Your employer brand is only as strong as the candidate experience. Step into an applicant’s shoes: is the process simple, mobile-friendly and quick to complete? Do follow-up emails reflect your tone of voice and EVP?

Refresh and Create Employer Brand Content

Your careers site shouldn’t just list jobs; it should showcase your culture. Rewrite job descriptions in your brand voice, update your About page with values and mission, and add features such as employee stories, team spotlights, or behind-the-scenes videos.

Involve the Whole Team

Your employees are your most credible advocates. Encourage them to share experiences on LinkedIn, contribute to blogs, or refer candidates. Remember: candidates trust employees more than polished corporate messaging. Giving your people a voice adds authenticity to your brand.

Activate on Social Media

Make it easy for employees to amplify your brand online. Provide templates, branded hashtags and shareable content that highlight real moments at work. Keep company channels active too with updates, stories and glimpses into your culture.

Use a Mix of Media and Channels

Candidates consume content differently depending on the platform. Use a mix of formats and distribute them across LinkedIn, Instagram, Glassdoor, or community events. The key is consistency: no matter where they engage, candidates should see the same values and commitments, especially around salary, growth, diversity and inclusion and flexibility.

Phase 2 is about consistency, collaboration, and credibility. By ensuring every candidate touchpoint reflects your EVP and values, you build a brand that feels authentic and compelling.

Once your strategy is in action, you’ll need to measure, listen and refine. In the next article in this series, we’ll explore Phase 3: Refinement and how to track your impact, gather feedback and continuously evolve your employer brand.