ISSN 2413-3396 International Journal of Applied Sciences and Mmanagement Vol. 2, No. 1, 183-191, 2016 183 Int. J. Appl. Sci. Manag. Employer Brand Building for Effective Talent Management Manupriya Bali Apeejay School of Management, Dwarka, New Delhi, India Manupriya.bali@hotmail.com Shweta Dixit People Matters, Gurgaon, Haryana, India Shweta.dixit@peoplematters.in Abstract As business environment becomes more competitive and complex, organizations need to give even greater emphasis to meet their talent management needs. Attracting and retaining the right fit is of prime importance. Organizations are developing and projecting a brand image that that echoes its values and philosophy and supports their talent management needs by attracting the right talent. The process of branding the organization or employer branding draws its roots from marketing and branding literature and has gained its relevance in developing the image of the organization as an employer of choice. The paper discusses the scope of employer branding in attracting an experienced pool of employees and also as an enabler of organization’s internal brand building effort. The process of developing the brand is extensive and requires commitment and support from all in the organization. If managed well, it goes on to create brand ambassadors for the organization and thus, establish the organization as an employer of choice. The paper reviews the existing literature to identity the impact of employer branding on talent management, the process of branding organizations that may be adopted and how some of the global organizations are utilizing the power of an effective brand. Keywords: Employer Branding, Organizational attractiveness, Internal Branding, Talent Management 1. Introduction In today’s highly competitive and globalized business environment, it has become imperative for organizations to remain competitive by bringing on board the highly skilled and talented workforce. The resource crunch is intensifying in the face of increasing job mobility, demographic changes, aging workforce, and an inexorable demand for skills, knowledge, experience and education. There is also an increasing tendency to switch jobs more often. The resource crunch is even more intensive in knowledge based, technical and service-oriented sectors [1]. The workforce, today, is also particular about the jobs and organizations that they choose to work for [2]. Thus, adding to the fierce competition for skilled workforce in the labor market. Organizations are using innovative ways to try and market themselves to these potential recruits. The challenge, herein, lies in developing a brand and an image about the organization to target these high potential recruits. Post the recruitment efforts, organizations also need to continuously engage, productively utilize and retain its high caliber workforce to support its talent management strategies thus, developing and retaining its competitive advantage. This requires organizations to develop and portray a brand