Global

Employer brand and recruitment marketing: Attracting talent fairly, credibly and lawfully

A ready-made course you customise for your organisation, with a live session deck and two surveys. You only add the 14 details that are specific to your organisation.

See the live deckSee the full outline
Try the coursePreview the survey
Length
40 min
Lessons
6 lessons
Frequency
At hire for talent acquisition and employer-brand roles
Last reviewed
21 Oct 2026
Grey areas: culture claims, pay and candidate data
What would you do?

Marketing wants to write "everyone leaves on time" for a team that is often late

Try it: this is one of 15 interactive activities in the course.

What's included

Three pieces that work together

Copy once, get everything. Learners prepare on their own, you answer questions live, and the surveys tell you what stuck.

Self-paced course

Short lessons with real workplace scenarios, not walls of text.

  • 6 lessons, about 40 minutes
  • Scenario, process, sorting activity, tabs and quizzes
  • 10-question final check, 80% to pass

Live session deck

An AhaSlides presentation to run after the course, in person or online.

  • 10 slides
  • Quiz, word cloud, poll, ranking slides
  • A closing slide for your contacts

Two surveys

Find out what landed, and whether people use it on the job.

  • Post-course feedback, about 2 minutes
  • 30-day check-in
  • Anonymous by default
  • Results feed your next refresher

Learning objectives

At the end of this course, learners can

Each objective and the lesson that covers it.

IDObjectiveSourceWhere it's covered
TO 294.0Achieve ≥ 80% on the final assessment-Whole course
SO 294.1Define an employer value proposition from evidence about what the organisation really offers and to whomBest practiceWhole course
SO 294.2Map where candidates form perceptions across the candidate journey and choose measures that reflect itBest practiceWhole course
SO 294.3Spot wording in adverts and slogans that could exclude or discourage groups (age-coded, gender-coded, or tied to a protected characteristic) + your infoUK Equality Act 2010 [unverified]; US Title VII [unverified]Whole course
SO 294.4Keep recruitment content authentic: no claim that overstates real employee experience, and clear rules for employee advocatesBest practice; advertising rulesWhole course
SO 294.5Handle pay information in adverts and candidate data in recruitment marketing in line with the organisation's rules + your infoEU Pay Transparency Directive 2023/970 [unverified]; GDPR [unverified]Whole course

Your part: what a template can't do for you

  • Your workplace details: fill in the 14 highlighted fields so the course describes your own policies, contacts and locations.
  • Records: record completion in your own LMS or record system.

Course outline

6 lessons, about 40 minutes

Minutes per lesson are an estimate, shared out by page count.

ContentInteractiveVideoYou customise
1

Your employer brand is already being formed

3 pages

8 min
Before you beginNoteList
The careers page that did not matchTextImage
Where do perceptions form?ChecklistKey factQuiz
2

The employer value proposition in brief

3 pages

8 min
What is an EVPTabsYour info
Evidence firstAccordion
CheckFlashcardsMatching quiz
3

From message to advert: the process

3 pages

7 min
Six stepsProcessYour infoYour infoYour info
Spot the wordingSorting activity
CheckChecklistMulti-select quiz
4

Grey areas: culture claims, pay and candidate data

3 pages

7 min
Selling a culture that is only partly trueScenario
The talent-pool retargeting planScenarioYour info
Pay in the advertSorting activityMatching quizNoteYour info
5

Speak up and apply

2 pages

5 min
Employee advocatesProcessYour infoKey fact
When wording or data feels wrongScenarioYour infoQuiz
6

Final assessment

Assessment

5 min
Final check10 questions80% to passCompletion page

Live deck and surveys

10 slides to run live, two surveys to close the loop

Pink slides are interactive. Both surveys are anonymous; pink questions are written for this course.

ContentTitle, agenda, "all organisations in this session are invented
Word cloudOne word a candidate would use about us
PollWhere do candidates first hear about us?
ContentThe EVP in three lines and the candidate journey
QuizWhich wording is least likely to exclude? ("Strong communicator" ✔ · "Digital native" · "Young, dynamic team" · "Recent graduate preferred")
QuizReusing old applicants' data for targeted ads. You first… (Check lawful basis and notice with the privacy team ✔ · Go ahead · Buy a list · Use a personal account)
RankingOrder these four claims from most to least credible
Content · customiseCustomise: our EVP, inclusive language guide, pay transparency note and privacy contact" {{EVP_SUMMARY}}, {{INCLUSIVE_LANGUAGE_GUIDE}}, {{PAY_TRANSPARENCY_NOTE}}, {{PRIVACY_CONTACT}}
Scale / Q&AHow confident are you checking an advert for exclusion?" 1-5, then open questions
Content · customiseClosing {{HELP_CONTACT}}, {{SURVEY_2_URL}}, {{COURSE_URL}}
Post-course feedback: 11 questions, about 2 min
  1. Overall rating 5 stars
  2. Relevant, realistic, right length, helpful activities agree/disagree grid
  3. What was most useful? multi-select
  4. Confidence before this course, and now 1-5 scale
  5. How confident are you checking an advert for discriminatory wording? 1-5 scale
  6. How confident are you handling candidate data in marketing? 1-5 scale
  7. Which metrics do you track for employer brand today? multiple choice
  8. I feel able to say that a job advert needs rewording. 1-5 scale
  9. One thing we should change or add open text
  10. Would you recommend this course? NPS
30-day check-in
  1. Have you used what you learned since the course? multiple choice
  2. How confident are you today? Compare with day 1 1-5 scale
  3. Do you know where to find the inclusive wording guide and the privacy contact? yes / no / not sure
  4. A moment where the training helped, or where you weren't sure open text
  5. Which topics should the next refresher focus on? ranking

Results show whether people use the training on the job, not just whether they finished it.

Make it yours

14 fields to fill in, and you're ready

Everything else is done. These are the details only your organisation knows; each one is highlighted inside the course.

  • Help contact{{HELP_CONTACT}}
  • Escalation route{{ESCALATION_ROUTE}}
  • Policy link{{POLICY_LINK}}
  • The organisation's own EVP, in its own words{{EVP_SUMMARY}}
  • Link to the wording guide{{INCLUSIVE_LANGUAGE_GUIDE}}
  • Pay-in-advert rules for your countries, from legal{{PAY_TRANSPARENCY_NOTE}}
Show all 14 fields
  • Who checks lawful basis and notices for candidate data{{PRIVACY_CONTACT}}
  • Guidance for employee advocates{{SOCIAL_GUIDELINES_LINK}}
  • Next course link{{NEXT_COURSE_LINK}}
  • LMS or record system{{LMS_OR_RECORD_SYSTEM}}
  • Survey 1 URL{{SURVEY_1_URL}}
  • Survey 2 URL{{SURVEY_2_URL}}
  • Course URL{{COURSE_URL}}
  • Live session URL{{LIVE_SESSION_URL}}

FAQ

Common questions

Can I run employer brand and recruitment marketing: Attracting talent fairly, credibly and lawfully training online?

Yes. The course is self-paced and online, and the live deck lets you add a live session in the room or online.

How often is this training needed?

At hire for talent acquisition and employer-brand roles, before a hiring campaign, and when pay transparency rules change.

Who needs this training?

HR business partners, talent acquisition specialists and employer-brand managers; variant for recruitment marketers and hiring managers who write job adverts and career content; run by L&D with employer-brand, talent acquisition, legal and data protection teams.

What records should I keep?

Record completion in your own LMS or record system, so you can show who finished the course and when.

Can I edit the content?

Yes, everything. Change the wording, swap scenarios for ones from your workplace, add your logo, or remove parts that don't apply.

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Last reviewed: 21 October 2026Templates are a starting point, not legal advice.

Ready to run it?

Open the live deck to see how the session runs alongside the course and both surveys.

See the live deck