Impact of HR Turnover on the Employer Brand

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Employer branding as a lever to attract talent and reduce turnover rates
In today’s professional landscape, candidates actively exchange information about companies, highlighting the vital importance of maintaining a positive reputation to attract talent . According to a 2018 American study by Glassdoor, 69% of job seekers would turn down offers from companies with a poor reputation. In this context, it becomes imperative to align actions with words to maximize the credibility of the employer brand. It is essential that the external image of a company matches the real experience of employees. An exaggerated employer brand is perceived as a deception by candidates, making recruitment difficult and retaining competent employees a real challenge. Faced with this reality, BPI France, the Public Investment Bank, recently published a comprehensive guide on developing the employer brand , highlighting five key tips to successfully meet this challenge.


The impact of HR moj database turnover on an institutional brand can be potentially harmful. This frequent turnover of staff creates an environment where constant departures become alarming signals, pointing to underlying problems such as gaps in human resources management , cultural challenges, and issues related to job satisfaction.

These repeated departures create a negative perception among existing employees, generating a sense of instability and calling into question the company’s solidity as a reliable employer . In addition, it can deter potential candidates, who, observing a history of high HR turnover, may be reluctant to join an organization perceived as unstable . Ultimately, these cumulative consequences harm the company’s overall reputation as an employer of choice, compromising its ability to attract and retain top talent .

The Hay Group’s Preparing for take-off study reveals that between 2013 and 2018, the global staff turnover rate reached 23%, with an increase in France to 15.1% in 2018 compared to 13.7% in 2013. This increase highlights a major concern: the persistent disorganization of teams. In a context of global competition and constant challenges, each departure followed by a new hire weakens the organizational structure, becoming an obstacle to performance. Thus, controlling HR turnover emerges as a strategic necessity, emphasizing the crucial importance of developing a robust employer brand to ensure organizational stability and performance.

Addressing Turnover in Modern Companies: A Major Challenge That Affects Them All
Although turnover is difficult to completely avoid, strategies can be put in place to minimize its negative effects on the Employer Brand. First, it is crucial to invest in proactive human resources management , promoting a positive work environment. Transparency, open communication, and talent recognition contribute to strengthening employee satisfaction .

At the same time, offering professional development opportunities, attractive benefits, and work-life balance can increase employee loyalty. Implementing mentoring and continuing education programs also demonstrates the company's commitment to employee development, strengthening its appeal as a trusted employer.