Case Study: Employer Brand Transformation in Post-Secondary Education
Client: Ontario-based post-secondary institution.
Opportunity
The client approached Envol with several interconnected challenges impacting their ability to attract and retain talent. Their HR team was not consistently viewed as a strategic partner by hiring managers, internal mobility programs were underdeveloped, and talent pipelines lacked structure. These issues contributed to low applicant volume, inconsistent candidate quality, and increased reliance on external recruitment support.
Together, these challenges pointed to a deeper need: a clear, cohesive employer brand that aligned HR, hiring managers, and institutional goals — and positioned the organization more competitively in the talent market.
Solution
Envol partnered with the client to design and implement a comprehensive employer brand strategy, beginning with a structured employer brand audit. This included engagement with leaders and key stakeholders, analysis of existing data and recruitment materials, and a review of current hiring practices to identify gaps, risks, and opportunities.
Findings were consolidated into a detailed employer brand audit report with clear insights and actionable recommendations. From there, Envol supported activation through:
- Clear employer brand messaging guidelines and templates.
- A refreshed careers site that highlighted the institution’s unique employee value proposition.
- Ongoing workshops and working sessions to guide implementation and support internal alignment.
This approach ensured the employer brand was not only defined, but embedded into day-to-day hiring practices.
Impact
The employer brand strategy delivered a meaningful shift in how HR was perceived and engaged across the organization. HR moved from being seen as a transactional service provider to a trusted strategic partner, actively supporting hiring managers and strengthening talent outcomes.
Key outcomes included:
- Improved collaboration between HR and hiring managers.
- Reduced reliance on external recruitment agencies.
- Stronger internal mobility and pipeline development.
- Higher quality and more diverse applicant pools.
- A more consistent and positive candidate experience.
By clarifying their employer brand and aligning hiring practices around it, the institution strengthened its reputation in the talent market, improved hiring efficiency, and built a more sustainable approach to workforce growth.
About Envol Strategies
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