of Fortune 100 currently use our Index
Data points are used in our average Index Score
Employees & candidates analyzed in the last year
Isn’t Glassdoor enough?
Depends. Some employer brand managers go deeper with EBI.
It’s your job to know the strengths and weaknesses of your company’s employer brand. If you can’t show the ROI of your work, what’s the point?
Our research goes deeper than Glassdoor and involves a human element to tackle EB nuances that algorithms miss – and we end it with tailored advice so you can improve it.
Who is behind EBI?
Hi, I’m Jörgen,
Back in 2003, I was managing hiring campaigns for IBM, Accenture, SAP, and Deloitte. The shift to working on employer branding began in 2009 after noticing its re-occurring impact on talent attraction, reputation, and retention.
Now I’ve built a team to solely focus on serving this growing concern. Besides serving this space, I run a weekly podcast (+150 episodes deep) interviewing employer brand leaders, rebels, and innovators on their favorite strategies and tactics.
How Our Index Works3 steps: kick off meeting, audit, delivery meeting
90min kick off meeting
A kick-off meeting to discuss what EB insights you need, internal and external data sources, and explore how to best present findings to your company.
+/- 4 weeks of audit
This is an independent audit, no need for you to invest any effort during this phase. We’ll do all the heavy lifting and send you weekly progress emails.
90min delivery meeting
We will clarify the agenda before the meeting to handle any sensitive issues. Once that’s sorted, our team will present the findings and consult you on what to do next.
Is my company a fit?
Does your company have over 10,000 people?
Sadly, this service is only available at an enterprise level. The reason we cannot do this for smaller companies is because of the volume of data we need to process to come to a conclusion that is as close to reality as possible.
Why did GE choose EBI?
The first I have seen of its kind! Digestible bits of information + a global look and feel overview of how we appear externally.
It doesn’t just show me what GE looks like… it provides feedback in a way that I can take immediate action to adjust and/or respond.
A great asset for a quick look + action items for major impact on our employment brand.
Why did Unilever choose EBI?
Link Humans’ Employer Brand Index provided us with great insights about how our brand is perceived externally and across multiple geographies. It is comprehensive, covering various brand attributes that are important to us as a company.
It also offered multiple data points that allow us to generate deeper insights into how we should prioritise action plans.
Really good to have engaged with them on this and discover new ways of looking at our external brand perception.
Popular EBI Addons
Benchmark your EBI score against industry and talent competitors of your choice.
Find out what's been said about your employer brand in specific languages.
Breakdown by function
Breakdown what's been said about specific job functions and locations.
The 16 Employer Brand Attributes
How in-depth is this?
A report that explains what candidates, employees, and alumni are saying about your company online. The EBI starts with a benchmark metric to represent your overall EB strength. Then we get into 16 attributes (see below) and score them individually. We also present how your employer reputation fares on the different platforms.
What’s the price of this?
Once you get in touch and depending on the size of your organization and the complexity of the data, we come up with a price that fairly reflects the work we will put in.
What sites do you cover?
We have a list of 40+ employer review sites, social media platforms, blogs, and online forums. But we only use the sources that have relevant data on your company’s employer brand - platforms that have a significant amount of commentary about your reputation as an employer. The average amount of platforms per EBI tends to be around 10-15.
Why did you choose those 16 attributes?
Based on copious amounts of research and data collection we believe that everything we find that encompasses your employer brand can be attributed to at least one of the 16 attributes. Having these attributes allows you to understand the exact areas you’re doing well on or the areas that need improvement. And also allows us to easily measure each attribute for you over time.
What time period do you cover?
It depends on the size of your business and the number of employees you have, but it tends to a collection period of 3 months, 6 months and 12 months.
How do you ensure that what you find is from candidates, employees, and alumni?
We read everything that people are saying about your company and filter out anything that is not related to your reputation as an employer. We only collect data that we believe comes from a single individual in each instance, so we ignore anything being said by your company or by other companies. We only collect what your employees say, what your alumni say and what candidates have to say about you in an employment context.
Do you use any form of automation to create the Employer Brand Index?
Most of the Employer Brand Index is collected and analyzed manually by the Link Humans team in order for us to be able to get a real understanding of your company’s external employer brand and therefore generate real actionable insights.
Is this an evaluation of my company’s recruitment marketing efforts?
No, the Employer Brand Index specifically filters out what your company says about itself online and how effective it was, and just concentrates on what people are saying about your reputation as an employer. As a separate service, we can evaluate the effectiveness of your employer branding and recruitment marketing activities.
How often should we use this?
Depends on your need for data and size of the organization. Most of our clients have continuous tracking in place, some do EBI reports every 6 or 12 months.
We're developing a new EVP, will this help?
Yes. Many of our clients started with EBI as a piece of research for the EVP development. Then, of course, you will want to measure again to see the impact of the new EVP being launched.