20 Ways to Destroy Your Company Reputation

20 Ways to Destroy Your Company Reputation.

In the world of business, a company reputation is paramount. But what exactly does that entail? Simply put, company reputation refers to the overall perception that stakeholders, including potential talent, employees, and clients, have of an organization. It’s shaped by factors such as company culture, quality of products and services, corporate social responsibility, and the experiences shared by employees and clients alike.

A positive company reputation is invaluable, as it can significantly influence an organization’s success. For potential talent, a reputable company is synonymous with growth, stability, and opportunities for professional development. This, in turn, enables businesses to attract and retain the best talent in the market. Meanwhile, current employees are more motivated and committed to organizations with a strong reputation, leading to enhanced productivity and employee satisfaction.

Clients, too, are drawn to companies that are well-regarded in their industry. A positive reputation often translates to trust, reliability, and quality—factors that are crucial in forming lasting client relationships. Furthermore, a solid company reputation can act as a differentiator in a competitive market, giving businesses the edge they need to outshine their competitors.

A positive company reputation creates a virtuous cycle that not only benefits talent, employees, and clients but also contributes to the organization's long-term growth and prosperity. Join us in this insightful blog as we explore the importance of company reputation and the key strategies to build and maintain a stellar image in the eyes of your stakeholders.


As a business, relying solely on the success of your current customer base is not enough. To truly thrive, you must prioritize your role as an employer of choice, ensuring that the experiences and feedback of both current and former employees are just as powerful as the message you promote through your product or service. Your employees and potential employees can become your best sales and marketing channel, but they can also destroy your brand in mere seconds.
Building brand credibility can take years, but losing it can happen in the blink of an eye. That’s why it’s essential to be mindful of the factors that can damage your employer brand. In this article, we will explore 20 ways that can have a negative impact on your employer brand and ultimately hurt your company’s success.

From writing a sloppy job ad with spelling mistakes to creating a chaotic or unprofessional first impression, it’s crucial to remember that one negative impression with a candidate can quickly spread and affect the perception of your entire employer brand. So, let’s dive into the 20 ways that can destroy your employer brand and learn how to avoid them.

1. Write Careless and Vague Job Ads:

Company Reputation

Your job ads are the first point of contact for potential candidates, and a poorly written or vague job ad can turn them away before they even consider your company.

Avoid sloppy mistakes like spelling errors, vague descriptions, and ambiguous selection criteria.

Instead, put some effort into crafting a clear and engaging job ad that highlights the benefits of working for your company and clearly outlines the skills and experience you’re looking for.

2. Use Discriminatory Language:

Using discriminatory language in your job ads or during the recruitment process can turn away a large number of applicants and even lead to legal trouble. Be mindful of the words and phrases you use and avoid discriminating against any gender, age, or race. Instead, focus on creating an inclusive and diverse workplace that welcomes people from all backgrounds.

3. Create a Lengthy Application Process:

A long and clunky application process can be frustrating for candidates and may cause them to drop out of the recruitment process. Every additional step you add in the process is another opportunity to lose potential hires. Keep the application process simple and straightforward, and consider using modern recruitment tools like one-click apply options to make it easier for candidates to apply.

4. Be Vague About How to Apply:

Company Reputation


Being deliberately vague about how to apply for a job can lead to confusion and frustration for candidates.


Avoid phrases like “call for a confidential discussion” or “learn more about this exciting opportunity” without providing clear instructions on how to apply.


Make sure your application process is transparent and easy to follow, and provide clear guidelines on how to apply for the position.

5. Ignore candidate responses:

Failing to respond to candidates after they apply for a job is a surefire way to damage your employer brand. Candidates expect communication from employers, and ignoring them will leave them with a negative impression of your organization.

6. Engage an unsuitable recruiter:

Recruiters who don’t understand your business can do more harm than good. They may not represent your brand well, or may not be able to accurately assess candidates for suitability.

7. Keep candidates waiting:

Making candidates wait for interviews can signal that your organization doesn’t value their time. This can lead to candidates feeling undervalued and unappreciated, and ultimately to them seeking employment elsewhere.

8. Create a chaotic first impression:

A messy office, disinterested receptionist, and lack of professionalism can all signal to candidates that your organization is disorganized and unprofessional. This can make candidates question whether they want to work for your organization.

9. Run unstructured interviews:

Interviews that lack structure and consistency can leave candidates feeling confused and uncertain about the hiring process. This can harm your employer brand by leaving candidates with a negative impression of your organization.

10. Exploit candidates for free advice:

Asking candidates for free consulting advice can harm your employer brand by making candidates feel undervalued and unappreciated. This can lead to negative reviews and social media posts, which can ultimately harm your organization’s reputation.

11. Provide vague job descriptions

A lack of clarity in job descriptions can make it difficult for candidates to determine whether they are a good fit for the role. This can harm your employer brand by making it appear that your organization is disorganized and unclear about what it wants.

12. Tell white lies to candidates:

Being dishonest with candidates about things like salary, culture, and management style can harm your employer brand by making it appear that your organization is untrustworthy and lacks integrity.

13. Conduct interviews outside the office:

Conducting interviews in non-traditional settings can make it appear that your organization is trying to hide something. This can harm your employer brand by making it appear that your organization is not transparent and has something to hide.

14. Create a sweatshop culture:

Conducting interviews in non-traditional settings can make it appear that your organization is trying to hide something. This can harm your employer brand by making it appear that your organization is not transparent and has something to hide.
Company Culture

15. Build a False Public Image:

Creating a false public image of your company is a great way to destroy your employer brand. Instead of reflecting on the daily reality of life in your company, build an image that matches what you want. When you do this, you will not only be disappointing your current employees but also misleading prospective employees. It is essential to focus on building a transparent and honest employer brand that accurately portrays your organization’s values and culture.

16. Become an Invisible Manager:

A manager’s presence and involvement in the team’s daily work are critical in building a strong employer brand. However, becoming an invisible manager who relies on email for all communication is a surefire way to harm your employer brand. Your employees need to feel supported, engaged, and valued, and your absence sends the opposite message. Regular communication, check-ins, and feedback sessions are all essential for building a positive employer brand.

17. Pay Your Staff Late:

Paying your staff late can be detrimental to both your company’s financial stability and your employer brand. Your employees expect to be paid on time, and if you consistently fail to meet this expectation, they will lose trust in you as their employer. It is essential to prioritize timely payments and ensure that all statutory entitlements are met to maintain a positive employer brand.

18. Talk Negatively About Past Employees:

Talking negatively about past employees in team meetings, public forums, or even to clients can severely harm your employer brand. Such behavior displays a lack of respect for your past employees and can make your current employees question your loyalty towards them. It is important to focus on constructive feedback and to handle any issues with past employees discreetly.

19. Avoid Giving Feedback and Conducting Performance Reviews:

Providing feedback and conducting performance reviews is critical for employee growth, development, and engagement. By avoiding these crucial conversations, you are doing a disservice to your employees and harming your employer brand. Regular feedback sessions and performance reviews provide employees with clarity on their progress, goals, and expectations, and help them feel valued and supported.

20. Make False Public Commitments:

Glassdoor - Company Reputation


Making false public commitments based on staff feedback and then failing to follow through with them can be incredibly damaging to your employer brand.

Your employees expect you to act on their feedback and commitments made publicly.

Failing to do so can lead to disappointment, disengagement, and distrust.

It is important to prioritize transparency, honesty, and integrity when communicating with your employees to maintain a positive employer brand.

Frequently Asked Questions about Employer Branding:

1 What factors can impact employer branding?

Several factors can impact employer branding, including the salary and benefits offered to employees and the work environment. Employees seek a fair salary and good benefits, and a positive work environment that fosters productivity. If these factors are not present, employees may look for job opportunities elsewhere.

Discover how a winning employer brand strategy can elevate your organization's success. Learn to attract top talent, boost employee morale, and strengthen your company's reputation. Explore more here!

2 What are the reasons for business failure?

Improper planning and lack of leadership are two reasons why a business may fail. A lack of effective leadership can lead to employee disengagement and high turnover rates. In addition, without proper planning and structure, a company may struggle to attract and retain employees and customers.

3 How can I change my employer brand?

To change your employer brand, start by analyzing your company culture and understanding how candidates perceive your company. It is essential to create a positive and inviting work environment that attracts candidates. Speak directly to your employees and gather feedback to identify areas for improvement.

Discover key strategies to elevate your company's reputation and unlock insights on fostering a positive work environment and building trust with stakeholders for long-term success.

4 What is negative employer branding?

Negative employer branding is when there is a negative perception of a company from both past and present employees. This can have a significant impact on a company's ability to attract and retain new candidates, as well as its overall reputation.

Abigail Sel

I’m Abigail, a marketing expert who has transitioned from luxury brand marketing to corporate and executive branding. As a Chief Marketing Officer with a passion for storytelling and launching innovative digital strategies, I’ve spent the last decade helping companies build brand love and drive business growth.


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Aiyaz, VP of Recruitment and Staffing

Aiyaz Uddin

VP, Recruitment and Staffing

With over 15 years of experience in the industry, Aiyaz brings a wealth of knowledge and expertise to our team by strategically positioning clients to attract, engage, and pipeline the most sought-after talent in information technology utilizing open-source intelligence, talent solutions, and machine learning tools for federal and local government contracting firms, and commercial employers. Aiyaz has a proven track record of success in matching the right talent with the right opportunities, leading to long-term and mutually beneficial relationships.


As a leader in the industry, he is constantly seeking out new and innovative ways to improve our services and deliver the best results for our clients and job seekers.

Aiyaz is a certified tech recruitment professional with an MBA in Finance & Marketing along with M.Sc. Psychology. Additionally, his drive to seek new and innovative approaches to talent acquisition led him to speak on LinkedIn Talent Solutions by LinkedIn and HackerEarth’s Tech Recruiting Conference Hire 101.

Under Aiyaz 's leadership, XA Talent has become a trusted partner for companies looking to grow their teams and job seekers looking for their next great opportunity. Aiyaz and our team are committed to delivering an exceptional experience for everyone we work with.


Get in touch with XA Talent today, and let us help you find your next great opportunity.

Peyton Brooks, VP of Workforce Development

Peyton Brooks

VP, Workforce Development

As a firm believer in continuous development and self-improvement, I attained a Bachelor of Science in Marketing from Howard University and a Juris Doctor Degree from The George Washington University Law School.


My passion for service to the community drove me towards the workforce development industry, where I have been in active pursuit to change the trajectory of lives and shape communities ever since. With nearly a decade of experience doing so, I have helped thousands of individuals obtain access to more short-term, affordable, and convenient upskill and reskill opportunities across the nation.


Given my vast industry expertise, I provide management consulting services to workforce
development organizations helping them with customized solutions, specialized curricula, strategic partnerships, and employer engagement. My consulting leverages deep technical knowledge as well as strategic and tactical approaches to provide the best solutions with data-driven outcomes. 


My proven experience in building workforce development systems have led me to develop and evangelize best practices for workforce development programs that include the following outcome-based attributes:

– Livable wages and sustainable careers in high-demand industry sectors
– Job placement-focused programs with strong employer partnerships
– Data-driven understanding of regional skills gaps; and
– Comprehensive skills training that includes practical application work experience with career coaching.


My ability to thrive in the workforce development industry is attributed to my strong interpersonal skills, which have enhanced my capabilities to understand what people truly mean to communicate when attempting to express their business challenges. This trait has set me apart from the rest, as I can identify and resolve the root cause of challenges resulting in proper alignment of investment to desired business outcomes.


Therefore, as a leader of cooperative outcome-focused efforts, I would like to connect with
professionals who are interested in collaborating to improve communities and change the trajectory of lives through sustainable career attainment.

Abigail Jpones

Abigail Jones

Chief Marketing Officer

As a CMO passionate about innovative, results-driven marketing strategies, I help companies accelerate tech talent acquisition, enhance executive visibility, and build impactful brands. My entrepreneurial experience, including building startups in London, fuels my work as as a Chief Marketing Officer at XA Talent.

At 𝗫𝗔 𝗧𝗮𝗹𝗲𝗻𝘁, my role transcends traditional marketing, designing marketing strategies with talent in mind to strengthen talent pipelines and enhance company reputations. A successful organization begins with its people, and our approach ensures we attract individuals who can best contribute to and thrive within your organizational culture. These strategies are continuously refined in response to technological disruption, ensuring that securing brilliant minds enables your company to grow consistently and achieve its broader goals, furthering your mission to make a meaningful societal impact.

We specialize in tech talent acquisition and executive search while working closely with CEOs and senior leaders to manage their executive branding, which significantly impacts and enhances their employer brand. This collaboration enables them to hire on demand, build influential alliances, and foster advocacy for sustained business growth.

Additionally, I provide 𝗳𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗠𝗢 𝘀𝗲𝗿𝘃𝗶𝗰𝗲𝘀, helping companies develop strategic marketing plans, drive thought leadership to enhance brand visibility. As a speaker, I share insights on entrepreneurship and marketing, aiming to inspire and empower the next generation of leaders. My mission is to merge innovative marketing strategies with recruitment solutions to foster talent development and organizational growth.

When I’m not strategizing, you can find me attending marketing events and exploring new technologies and trends to bring fresh perspectives to the table.

Personally, I have lived in five countries – Malaysia, Australia, Dubai, the UK, and the US.

✈️an avid traveler
📑completed my MBA in London
👩🏽‍🍳love to experiment with new recipes at home
🤸🏽‍♀️absolutely love Pilates to strengthen my mind and body!

If you are interested in learning how to use your voice to build a strong workforce, connect with me and stay updated with my latest insights.

Evan Jones, Founder and CEO

Evan Jones

Founder and CEO

After 20 years of delivering IT management consulting and infrastructure operations & management services to the federal government (XA Systems, LLC https://xasystems.com/) and hiring thousands of employees over the years, Evan and his team have developed a system that scales a company's personnel recruitment with culture-driven candidates who contribute to the success of the business.


As a technology-based business focused on continual process improvement, the methods he and his team have developed have been improved over the years and are centered on employer branding and recruitment marketing that results in a pipeline of engaged candidates ready to be hired on demand. He believes every business can succeed and create an impact if they are willing to take uncomfortable action with the right tools and knowledge. He’s determined to stand in the gap and provide the tools and knowledge businesses need.


To date, he has played a role in the growth and development of more than 30 companies. He has worked behind the scenes of SMBs and massive 8 to 10-figure companies helping them overhaul their processes, reinvent their recruitment marketing strategies, and drive growth, both in net profit and an overall employer reach into job seeker communities.


With a passion for business transformation, Evan has developed his own technology, an enterprise SaaS solution, ServeOptics, that delivers service support performance metrics to IT leaders who need actionable insights to make informed business decisions. The more visibility of operations that exists with real-time performance metrics and automated reporting, the more efficient and effective companies can be in their service support operations, which enables a business to gain a significant competitive advantage in their industry.


Evan is interested in connecting with forward-thinking business professionals who want to collaborate on business opportunities or discuss how his recruitment system can enable a business to attract top-tier candidates, employ on-demand, and retain its best employees.