Great Talent Isn’t Ghosting You. They Just Don’t See You.
Updated: Oct 6
Hint: It’s not your job ad. It’s your employer brand.
That dreaded moment hits again.
Your long-tenured, brilliant employee gives notice.
You scramble. You rewrite the same job ad you’ve used for years. You post it everywhere and cross your fingers, hoping someone—anyone—half-decent applies.
And then you wait.
The resumes start rolling in… and it’s the same story:
Unqualified
No experience
Not a culture fit
Red flags everywhere
Sound familiar?
You're not alone. I’ve spoken with business owners and marketers across various industries who are facing the same challenge - trying to fill roles at every level, from seasonal labour to highly specialized positions.
And they can’t find the quality applicants they need.
Your next great hire starts with a strong employer brand.
Let’s figure out what’s missing—and how to fix it. Book a no pressure chat.
Here’s Why That’s Happening (And What You Can Do About It):
You’re invisible to the people you actually want to hire.
Top talent is out there—but they’re looking for more than a paycheck. They’re looking for a company they want to work for. A business that reflects their values, treats people right, and shows up with purpose.
If your business isn’t putting that message out into the world, the best candidates won’t even glance your way.
That means you’re not just missing out on good people—you’re wasting time, money, and momentum.
Hiring the wrong person costs you more than payroll. It drains morale, derails projects, and forces your best people to carry the load for someone who isn’t pulling their weight.
The longer this goes on, the more desperate the hires become—and that’s a vicious cycle that can beat up your culture from the inside out.
You don’t need more perks.
You need more pull.
That’s where employer branding comes in. It’s the strategy smart companies use to attract talent before they even have an opening.
It’s how you become the company that top candidates want to work for.
So…What Is Employer Branding, Really?
In short, it’s your reputation as a place to work.
It’s what potential hires believe about your company—before they ever apply.
Let me give you an example.
A few years ago, I toured Zappos’ headquarters while attending a marketing conference in Las Vegas. Zappos is known for selling shoes—but also for being one of the most admired companies when it comes to culture and employer brand.
On the tour, I remember seeing:
Pods where employees could take a break, decompress, even have a nap.
A ‘wow box’ where employees could grab cards and gifts to send to a customer to make their day.
They even had snow trucked in (in Nevada!) so staff and their families could go tobogganing.
But the perks weren’t the point.
What made it magnetic was the way the company supported its people. For example, during the busiest months (like Christmas), executives were on the phones helping with customer service. Titles didn’t matter. Everyone backed each other up.
That’s what employer branding looks like in action.
You may be thinking, “But I’m not Zappos”.
Good news, friends: you don’t have to be.
What you do need is to start showing people what makes your business worth being part of:
Real stories from your team
A culture that lives its values
A workplace that feels human—not corporate
A reputation that stands out from the noise
How To Start Building (or Strengthening) an Employer Brand That Attracts The Right People.
1. Assess Your Current Reputation
What do people really think about working for you? Ask your team for honest feedback. Check your online reviews. Pay attention to how you’re showing up publicly.
2. Define Your Unique Flavour:
What makes your workplace different? What do your employees love most? That’s a part of your Employer Value Proposition—and it’s your unfair advantage.
3. Tell Your Story
Skip the polished scripts. Share real moments, behind-the-scenes peeks, and employee voices that show who you truly are.
4. Connect and Engage
Use testimonials. Respond to comments. Make people feel like insiders - before they apply.
5. Track what’s Working
Set simple metrics—like better applications, more engagement, or stronger retention—and adjust your strategy as you go.
Ready to Start Attracting Talent That Blows Your Hair Back?
Small, consistent steps lead to big wins.
Start by showing the real you. Build a brand people want to be part of—long before they hit "apply."
You don’t need another hiring gimmick. You need a strategy rooted in who you are, what you stand for, and why people should care.
Keep on being amazing,
Lyanne
Bonus Tip:
Gather your team. Ask what they love about working there. Record a short video or get a simple quote. Share it. That one step alone can change how people see your business.
Marketing is hard enough. You shouldn’t have to figure it all out alone.
That’s why I created Marketing Alone Sucks, a newsletter for Credit Union marketers who want practical ideas, useful insights and a little help making the work easier.
It’s a quick read, with things I’m seeing, ideas worth thinking about, and strategies you can put to work without adding another giant task to your list.
📩 Want Marketing Alone Sucks in your inbox?
And if you need more than a newsletter, I can help there too. Through strategic marketing consulting, advisory support, and into the blue, I help marketers bring more clarity, strategy and confidence to the work they’re doing.
Keep on being amazing,
Lyanne
Founder + Consultant
blue dragonfly Marketing Strategies and into the blue
Comments