Be the company people want to join.
Kore defines why the right people should work for you, then turns it into recruitment campaigns, content and a candidate experience that attract them before you need to chase them.
The problems we are usually called in for.
If two or more of these sound familiar, Employer Branding is the right place to start.
- Job ads describe duties, not reasons to join.
- Strong candidates have never heard of you, or heard the wrong thing.
- Your best people would recommend you, but nobody has asked them to.
- Candidates wait days for replies and form their opinion of you in that silence.
The candidate journey, touchpoint by touchpoint.
Candidates decide what kind of employer you are long before the interview. These are the moments we design.
Where they first hear your name.
Social channels, referrals, job boards and what your current team says about working for you.
More qualified applicants per role.
Scope of work.
Who it is for
- Companies competing for the same talent as better-known names
- Brokerages and sales businesses recruiting continuously
- Businesses entering the UAE and building a team from nothing
- Companies whose reputation as an employer lags behind their reality
Strategy
- Employer value proposition
- Employer brand positioning and messaging
- Audience and channel plan
- Competitor employer brand review
Campaigns
- Recruitment marketing campaigns
- Recruitment content: video, photo, copy
- Job advert and careers page writing
- Social recruitment channels
Experience
- Candidate journey mapping
- Response and communication standards
- Interview experience
- Offer and pre-start engagement
What you receive.
- A written employer value proposition with proof points
- Messaging guidelines for job adverts, careers pages and social channels
- A recruitment campaign plan with content, channels and budget
- Produced recruitment content: video, photography and copy
- A candidate experience standard with response times and templates
- Reporting on reach, applications and quality of applicants
How the engagement runs.
Assess.
We interview employees, review how candidates see you and audit every recruitment touchpoint.
Design.
We define the employer value proposition and the messaging and campaign that carry it.
Implement.
We produce the content, run the campaigns and fix the candidate journey.
Support.
We measure response and quality of applicants, and refine each campaign.
What changes.
- More qualified applicants per role.
- Candidates who arrive already wanting to join.
- A consistent message across every channel.
- A candidate experience that protects your reputation.
Three ways to engage Kore. on Employer Branding.
Paid assessment
One to three weeks
Interviews, document review and a written diagnosis: what to fix, in what order, and what it will take. It stands on its own.
Request an assessmentProject
Defined scope and dates
A restructure, a hiring campaign, an SOP library, a training academy or an automation build, delivered with your team.
Discuss a projectFractional retainer
Set days each month
Kore. runs HR, recruitment or operations alongside your people and reports to you every month.
Discuss a retainer
Questions.
Is employer branding only for large companies?
No. Smaller companies often benefit most, because a clear reason to join helps them compete with bigger names for the same people.
Do you produce the content?
Yes. In one engagement Kore produced 44 recruitment and branding videos and 26 photoshoots for a UAE real estate business.
How does this connect to recruitment?
Directly. Employer branding raises the quality and volume of applicants, which shortens every recruitment process that follows.
How do we measure it?
Through applicants per role, quality of shortlists, offer acceptance and how candidates describe you, tracked before and after.
