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How to be the best employer: Tip 9

PR and Marketing

In order to attract the best staff and ensure that you are seen as one of the best employers in your industry or area you need to ensure that you shout about your successes, what are you good at and why you are the best in your industry.

In much the same way that you may need to ‘sell your business’ to customers you should be considering how you do the same for staff. Particularly if yours is an industry where there is high competition for qualified and experienced staff. Why would someone come and work for you instead of your competitor?

How are you going to convince someone to choose your business? Consider what your ‘elevator pitch’ is to sell your business to a potential candidate.

Unless you are fortunate enough to have good quality, candidates beating down your door you need to consider carefully how your brand and image of your organisation projects to candidates.

A perfect example of this is one of our clients Westgate Security and Electrical. They are in an industry and geographic area where it can be difficult to recruit good quality, experienced electricians and alarm engineers. They were interviewing a candidate who had two other interviews that week and had been offered jobs by both of them. Our client was therefore competing with two other companies, all offering equally good terms in respect of salary and benefits, however the candidate accepted the job with our client as they had the best reputation for looking after their staff and as a family friendly firm. Their reputation as a good employer is what sold them to the candidate.

My passion is to help employers and business owners to be the best employers they can and therefore if you want to be the best employer in your industry drop me an email to arrange a no obligation discussion and quote. Email:

This article was written by Alison Colley, Solicitor and Director at Real Employment Law Advice.

 Don’t forget getting advice from a Solicitor does not have to be complicated or costly!

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The information contained in this blog post is provided for guidance and is a snapshot of the law at the time it is written. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

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