In a world where brands spend millions to get a small chunk of time on the world’s largest media stage, we are used to the same archaic formula: puppies, celebrities, puppies and celebrities or the occasional out-of-the-box bouncing QR code. That has been the successful formula for Big Game advertising since its inception. Change the ingredients to that formula, and good luck cracking the USA TODAY Top 25. No matter the brand and no matter the product, that formula is the ticket to the most eyeballs.

Employee engagement is having a moment. While it’s common to find the term used interchangeably with job satisfaction, they’re not synonymous—they’re more like two halves of the same coin. Understanding the distinction will set better expectations, and focus your employee engagement strategy.

Recruitment marketing and employment branding are terms often used interchangeably, but they are different disciplines and should be treated that way. When orchestrating a talent communications strategy, these two instruments blend to create unforgettable harmonies. But they rarely play the same part. Each is capable of carrying the tune, and in this article we’ll explore their differences, their similarities and what you should expect from an employment brand agency working alongside you.

While employment branding plays a critical role in attracting new talent to your workforce, it can also have an incredible impact on employee engagement. Branding not only aligns employees with your vision, mission, and values, but it also contributes to a culture your employees can be proud to promote and share with others.

Improving employee retention prevents your organization from becoming a revolving door of talent. But to keep your best people, you need an employee retention strategy that boosts engagement and makes employees eager to remain a part of your organization and culture.

MindHandle CEO, Eric Harris, spoke with Adam Fridman on his Future of People Initiatives podcast about retaining employees in today’s market. During the discussion, Eric talks about the need to “date” your employees, much one like would date their spouse to keep the relationship healthy.

There are many factors to consider as you set out to build or strengthen your company’s employment brand, including the type of branding content you desire and the tone of your internal messaging. You'll also need to resolve one critical component of internal communications: How quickly your company’s brand should communicate.

Imagine this: In one of your conference rooms, there’s a long, horizontal line drawn on a whiteboard. On the left side is the word “fast.” On the right, “slow.” Now imagine representatives from HR, Marketing, Operations and Internal Comms are all sitting in that room.

pull n. – a force drawing someone or something in a particular direction or course of action.