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Services / Employer branding

Employer branding: attract candidates who are like you

Let’s talk about your project

Our mission

Our mission is to help you build an authentic, distinctive and visible employer brand, for candidates and for your teams alike. When your promise is clear and proven, applications are better matched and your new hires stay. We help you understand it, put it into words and show it, from the audit to the videos.

Where things stand

Does this sound familiar?

These difficulties are common in SMEs and mid-sized companies, and they almost always have specific causes. You just have to look for them in the right place.

  • Positions open for far too long

  • Applications that don’t match your needs

  • New hires who leave during the probation period

  • Job ads that look like all the others

  • Little content to show your jobs and your teams

The key steps of an employer branding project: our method

Our method starts from your real hiring needs, not from a wish to make a video: five steps, from diagnosis to measurement. None of them is compulsory: everything is tailor-made.

  • Diagnose your employer appeal

    We can start with an audit of your employer brand: your job ads, your online presence (website, LinkedIn, reviews), your recruitment channels, the candidate journey, your interviews, the onboarding of new hires. We can also listen to your employees, who know better than anyone what makes people stay or leave. You receive clear findings, priorities and an action plan. We also study the competition.

  • Shape your employer branding strategy

    We bring out your employer value proposition: what is really experienced in your company, the proof, the promise, the tone. We define the profiles to attract and, if you wish, an ambassador programme (employee advocacy) among your employees.

  • Create your employer branding content

    Manifesto film, employee testimonials, “a day with…” job videos, short formats for LinkedIn and social media, photos, event aftermovies. Anything is possible, and we are full of innovative ideas.

  • Spread your job offers and get found

    Job ads rewritten to speak to candidates, careers page, search engine optimisation (SEO), LinkedIn and targeted campaigns, presence at schools and job fairs: this is the inbound recruiting approach. For the website, SEO or online advertising, we coordinate partner experts: you keep a single point of contact.

  • Measure and adjust

    Time to hire, applications through the different channels, quality of applications, departures during the probation period: we set up a dashboard and a survey of candidates and new hires, then we adjust the plan and the content.

Who leads your project

Nina, expert in recruitment and employer branding

Nina has worked on both sides of recruitment: in outsourced and high-volume recruitment (RPO), in executive search, then as head of recruitment and employer branding within a company. She knows candidates, managers and the constraints of an SME. She leads every project, from diagnosis to follow-up, with the video team and partner experts.

Nina, recruitment and employer branding expert at Rebond Créatif

What you get

  1. A clear employer message, based on what your teams experience

  2. More attractive job ads and content

  3. A more consistent candidate journey and onboarding

  4. A prioritised action plan and indicators to track results

Better-matched hiring

They opened their doors to us

Jobs at ÉS: CSR managerGroupe ÉS · Job videos · 1 / 2

Frequently asked questions

What is an employer brand?

It is your company’s image as an employer, as candidates and employees see it. It is built by what you say (job ads, videos, social media) and above all by what you actually do (onboarding, interviews, management…).

Does an SME need an employer brand?

An SME competes with larger organisations for the same candidates. What sets it apart is not the budget, it is the clarity and sincerity of its message.

Why an audit before filming videos?

Because a video won’t fix a candidate journey that puts people off. The audit lets you first say what is true, then show it.

How long before we see results?

It depends on how often you hire. That is why we set indicators from the diagnosis: we measure progress, we don’t promise a number.

Do I have to go through every step?

No. An audit on its own, an existing strategy to put into pictures or simply some help with your job ads: we only keep what meets your need.

Who works on my project?

Nina leads the diagnosis, the strategy and the follow-up. Our video team handles production, and specialists (website, SEO, online advertising, employment law) are brought in as needed.

Let’s talk about your hiring.

A first conversation is enough to know where to start: your roles, your difficulties, what already exists.

Get in touch