Employer BrandingWorkplace

How to Tackle Employer Branding Crisis Management? 

Companies that demonstrate the most empathy and put the needs of their employees first, during a crisis, to remote working, layoffs, or furloughs are the ones that succeed in attracting the best talent in a post-pandemic future. When it comes time to hire, businesses that don’t put their hiring objectives front and center will be left behind. To satisfy their pre-crisis employment objectives, they might be unable to replace all the workers they let go of in time for the product development deadline. As a result, there will be a huge need for talent and a far larger talent market to tap into. Companies that have adopted digital transformations aren’t suffering as much since the infrastructure’s agility allows them to change priorities and allocate resources as needed. Here, in this blog, learn the various ways in how to tackle employer branding crisis management.

Tackling Employer Branding Crisis Management

Very few businesses can exit situations of crisis while being unaffected. Here are some suggestions to make the most of this dilemma and triumph with talent: 

tackle employer branding crisis management

1. Adopt a “people first” mindset 

In this trying time, lead with empathy and make decisions with common sense. It has never been more important to foster an environment where employees feel secure and empowered to give their all. In times of crisis, it is especially critical to maintain constant communication and give managers the tools they need to drive change.

2. Rethink current processes

The time is now to examine previous methods of operation, consider why you still use them and determine if they make sense. Examine both your current systems and your pre-pandemic procedures to identify where improvements could be made. Should your organization eventually use in-person interviews, for instance? 

3. Increase flexibility 

However, firms must be flexible to scale up (and down) when necessary. During this crisis, many high-growth businesses have been affected. Think about how you may make your HR and recruitment processes more flexible.

4. Create a winning approach as quickly as possible

Plan to put yourself in a stable position when the crisis is over. You must establish those hiring objectives today because how you treat talent and your current team will dictate how you recruit in the future. Examine the recruits that need to be made, your hiring projections, and the milestones to be reached before you start hiring again. 

5. Develop a top-notch virtual encounter

For the foreseeable future, many of us will be working remotely, making it crucial that we provide a world-class virtual experience to replace in-person procedures. Consider how you will remotely promote your business’s team, culture, and brand.

Steps to Manage Employer Branding Crisis

Step 1: Identify the situation

Gathering a complete picture of the brand crisis must come first. How awful is it? Speak with staff members who might be able to provide more information. Recognize the differences between what occurred and the public’s and the media’s interpretations. 

Step 2: Delegate tasks and consult with others 

You must inform any employees who deal with the public as soon as you have a general understanding of what occurred. While composing your formal statement, let them know what has happened, the steps you will take to address the problem, and how to react to any initial inquiries from the press and the general public.

Step 3: Recognize your audience 

Consider the people the crisis will affect and the issues they will be worried about. Suppose your company has experienced a data breach. In that case, your consumers will likely be more anxious about whether their passwords and credit card information has been taken than they will be about temporarily losing access to the service. You should base your reaction on these worries. 

Step 4: Choose your course of action 

Choose the optimal medium of reaction based on how the crisis is expected to affect your stakeholders and what the public’s main concerns are. Social media, a press release, a blog post, or a mix of them can all be used for communication. If numerous people are debating the crisis on social media, you’ll want to have some form of response there.

Step 5: Get your point across 

It’s time to make contact with people. React to articles about the issue written by journalists with whom you have established ties. Post a response on social media if the situation has been covered (which, most likely, it has). 

Step 6: As you go, gauge the effectiveness of your statements and posts

How well-received are your updates? We can observe how people react and how sentiment changes by monitoring the media. Sending a press release using a comprehensive PR distribution platform also lets you track how many recipients opened it and how long they spent reading it. After then, you can contact journalists for any necessary follow-up.

Step 7: Recognize when to stop 

Online chatter does eventually quiet down during any crisis. It takes different amounts of time, depending on the crisis. It’s time to quit reminding everyone what happened and start rebuilding value once PR and social media mentions decline sharply. 

Step 8: Avoidance 

Perhaps you can stop it from happening again. Utilize your experience to better handle emergencies in the future by learning from your errors. The general public might understand the first time, but repeating the same error will hurt brand trust.


Not much can be done to stop people from seeing a story once it’s gone viral online. Instead of retreating until the crisis is gone, try to provide a timely, thorough reaction. This will start the damage control process, clarify the tale (if necessary), and reassure your stakeholders about what will happen next. Improper handling of a PR crisis could harm your brand over time. Below is an outline of what to do should you encounter a brand crisis.


1. How does employer branding affect employees? 

Companies with favorable employer brands can receive up to twice as many applications as those with bad ones. This can significantly impact HR’s effectiveness, mainly when dealing with personnel shortages and skills gaps. 

2. What is a Brand Crisis? 

Brand crises occur when widely reported allegations that a crucial brand proposition is unsupported and/or untrue. At the level of the specific benefit organization, these kinds of crises frequently take place.

3. What is a strategy for employer branding? 

A defined, global strategy for communicating your organization’s principles, methods, and personality to your audience is the essence of an employer brand strategy. It’s a thorough giving of everything your workplace offers to benefit your most valuable resource—your people.

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