Employer Branding

page memo to recommend strategies to be implemented for branding by CapraTek. In today’s markets, a brand that stands for something and stands out from the crowd goes a long way to
sell products as well as attract high quality employees. The HR team can contribute to the brand by
helping the marketers tell the story of the unknown service ethic of the company or how they inspire
their diverse employees. The brand of the company is a part of the employee experience from attraction
to departure. While the brand attracts, it also reinforces connection and commitment between employee and
organization. It is also representative of the organization’s culture. When employees tell others about
their company, the culture and brand are wrapped into one story. Every time an employee shares
information about the organization, it is a story about challenges, successes, and failures. These stories
give listeners a feel for the company’s character—is this a company that is resilient, persistent,
competent, caring? How the story is told matters. The individual reflection can yield pride or
resentment. Once in the organization, the candidate will either embrace the culture or not. One of the
elements that influence this is the employee’s personal alignment to the mission of the organization. If
what attracted the applicant to the company transitions to a sense of belonging and common purpose,
that employee will be proud to work for their organization. When employees are proud of their
company’s work, there is a foundation or engagement that is supported by culture. Scenario Alley, an HR pro at CapraTek, laughed upon realizing that Molly didn’t know about CapraTek’s many
charitable works. “CapraTek has many divisions! I know you work in public affairs, and maybe what the
company does in IT research may not seem to be the kind of contribution to society you were hoping to
make. However, one of CapraTek’s divisions is committed to the development of orphan medications.
Do you know what those are?” “No,” Molly replied slowly. “Not really. Honestly, Alley, I don’t think there is much information on the
pharmaceutical part of the company in the public domain.” “Well, there are diseases called ‘orphan diseases.’ They’re called that because they either affect 200,000
or fewer people worldwide, or the disease is common but ignored because it is far more prevalent in the
developing world. It isn’t profitable to create medications to treat or cure these diseases because so few
people have them, or because the people who have common diseases like malaria and tuberculosis are
poor. I’m not sure if you know this, but it can cost upwards of two billion dollars to develop a single
drug, and some of those don’t make it through FDA trials. CapraTek, though, researches treatments for
orphan diseases, and we forgo profits. This is something the company does to improve society through
better health. We work along with two other companies, sharing the burden of finding cures and
treatments, and I think it’s pretty wonderful.” “Alley, I had no idea,” Molly said. “Robert, what about you?” “Nope, not a clue,” replied Robert. “Molly, if people in CapraTek’s public affairs office don’t know about
this, then I guess nobody does. Maybe your job is a little more important than you thought! As a public

affairs and HR pro, what do you recommend we do to get this aspect of who we are and what we do
into the media?” Your Challenge As a member of the CapraTek HR team, you have been tasked to write a 3–4 page internal memo about
employer branding and how it can benefit organizations like CapraTek. You will submit the internal
memo to the company leadership team in order to recommend the changes that you would like to make
to the CapraTek career website. Instructions
• Read the Maurer article and review the Google careers website.
o Maurer, R. (2019). Despite worker complaints, google is still world’s most reputable
employer. HRNews, Retrieved from
http://library.capella.edu/login?qurl=https%3A%2F%2Fsearch.proquest.com%2Fdocvie
w%2F2300196709%3Facc
o Look for information about corporate culture, benefits and compensation, social
responsibility, and career development.
o How would you assess their brand as a candidate?
• Select two more corporations and review their career websites for comparison. Select other
tech companies of similar size—such as Facebook and large tech companies—and look for the
same characteristics as the Google site.
• Write a 3–4 page internal memo about employer branding and how it can benefit the
organization. Include the following in your memo:
o To, From, Internal Memo: Employer Branding, Date.
o Follow a format similar to a normal paper, including an introduction, conclusion, and the
following elements:
o Describe an overview of the employer branding concept and its benefits to an
individual employee and the organization.
o What is “brand?”
o What is the impact of branding on potential employees?
o How can recruiters use the employer’s brand to attract people?
o How does employer branding influence strategic retention?
o Analyze the three most influential features to include on a company career
website: benefits, compensation, culture, social responsibility, or career
development. Give examples of how each feature can be done well based on
your website reviews.

o Describe what kind of branding and recruitment would attract you as a career
candidate.
o Explain best practices for responding to negative reviews on social media about
an organization’s employer brand. Submission Requirements The deliverable for this assessment applies professional skills in Human Resources Management (HRM)
to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your
learning, we focus on the development of effective professional communication skills for the workplace.
Other requirements include the following:
• Length of paper: Your memorandum should be 3–4 double-spaced pages, including the
resources page.
• Organization: Make sure that your assessment writing is well-organized, using headings and
subheadings to organize content for the reader.
• Font and font size: Times New Roman, 12-point.
• Number of resources: A minimum of five resources, not including course readings.
• Evidence: Support your assertions with data and in-text citations. Use current APA format for in-
text citations and create a reference list at the end of your documents.
• APA formatting: Resources and in-text citations are formatted according to current APA style
and formatting.
• Written communication:
o Convey purpose, in an appropriate tone and style, incorporating supporting evidence
and adhering to organizational, professional, and scholarly writing standards.
o Write for a specific audience, using the vernacular of the profession.
o Use spell-check and other tools to ensure correct spelling and grammar. Scoring Guide Criteria
• Competency 1: Apply models of employee motivation, growth, and engagement in the
workplace to create the employee experience.
o Explain best practices for responding to negative reviews on social media about an
organization’s employer brand.
• Competency 2: Analyze the ways in which culture, employee, and leader behavior impact
strategic retention.
o Analyze the most influential features to include on a company career website to
promote strategic employee retention.
• Competency 3: Assess the influence of technology on engagement and retention outcomes.

o Describe overview of employer branding concept and its benefits to an individual
employee and to the organization.
• Competency 4: Design practices that impact the employee life cycle and generate positive
employee and organizational outcomes.
o Describe what kind of branding and recruitment would attract you as a career
candidate.
• Competency 5: Communicate clearly, accurately, and professionally in the Human Resource
Management field.
o Convey purpose, in an appropriate tone and style, incorporating supporting evidence
and adhering to organizational, professional, and scholarly writing standards.