Give and Get Employer Branding: Repel the Many and Compel the Few with Impact, Purpose and Belonging

This book is a masterclass in modern talent acquisition for companies tired of the same old resume spam. Truth is, most employer branding feels like a generic brochure, but Adams and Marshall advocate for a gutsy, 'repel the many' strategy. They argue that by being brutally honest about the struggles of a role, you actually attract more committed 'Jedis' who thrive on challenges. It’s a fast-paced, highly readable guide that challenges the traditional, sugar-coated EVP. I particularly appreciated the focus on authenticity over perfection. This isn't just theory; it’s a practical toolkit for creating a culture that people actually want to belong to, not just a job they take for the paycheck.

Finally got around to reading this, and the emphasis on showing an authentic, warts-and-all culture is exactly what's missing in HR today. The authors provide a compelling argument for ditching the corporate fluff in favor of 'hard truths' that attract purpose-driven talent. I loved the section on ‘re-recruiting’ your own workforce by turning them into brand ambassadors. It’s a refreshing take on how to reduce turnover by setting expectations before the first interview even starts. Gotta say, the advice to never use stock photos is something every marketing department needs to hear immediately. This is a must-read for anyone who wants to stop hiring for skills and start hiring for mission-fit.

Wow, the idea of intentionally repelling candidates sounds terrifying to a CEO but makes perfect sense for long-term retention. This book completely reframes the goal of recruitment from 'getting as many applicants as possible' to 'getting the right ones.' I was really struck by the Blizzard Entertainment 'Find Your People' slogan as a prime example of this philosophy. The book is visually engaging and the tone is conversational, which helps the more complex EVP concepts land effectively. It’s a brave approach to branding that prioritizes honesty over a polished image. If you want to build a team of dedicated superstars, you need to start following this roadmap.

Ever wonder why your recruitment ads attract a pile of resumes that don't actually fit the role? The authors suggest it’s because your EVP is too focused on the 'get' and not enough on the 'give.' In my experience, the storytelling approach—viewing the candidate's path as a Hero’s Journey—makes the recruitment process feel much more human. The metaphors using The Avengers and Star Wars are fun and help illustrate how different personas fit into a wider organizational purpose. While some might find the tone a bit too casual, the frameworks provided are solid. It's a great starting point for anyone looking to build a more resilient workforce.

As someone who has worked in HR for a decade, the 'Give and Get' framework feels like a breath of fresh air compared to traditional sugar-coated branding. The truth is, people want to be challenged, and this book teaches you how to weaponize those challenges to find the right people. I found the metrics section particularly useful because it gives you a monthly scorecard to prove ROI to skeptical executives. The writing style is punchy and energetic, making it a very quick read. While it leans heavily on metaphors, the underlying logic of the Employee Value Proposition is undeniably strong. It’s a practical guide that moves beyond the typical 'perks and benefits' conversation.

The chapter on the Hero’s Journey changed the way I look at candidate experience entirely. Look, we all know that the traditional application process is broken, but the ‘See, Think, Do, Delight’ model offers a clear path out of the mess. I was especially impressed by the Virgin Media example where they used Usain Bolt to ‘delight’ candidates. It shows that branding isn't just about the logo, but about every single touchpoint a person has with your company. The book is incredibly easy to understand and provides actionable frameworks that you can implement tomorrow. It’s a bold, honest look at what it takes to attract top-tier talent in a competitive market.

Picked this up on a recommendation and found the advice on ditching stock photos for authentic employee stories very practical. The authors do a great job of explaining how to conduct internal research to find the 'personas' that already exist in your company. I liked the idea of interviewing teams to capture their specific microcultures and then turning those into recruitment stories. My only gripe is that it occasionally feels like a sales pitch for the authors' agency services. To be fair, though, the results they describe in terms of reduced turnover and better candidate quality are hard to argue with. It's a useful resource for any hiring manager.

Frankly, I found the core message to be a bit repetitive even if the central concept of the ‘Give and Get’ is solid. The book definitely has some valuable insights, particularly about showing authentic culture rather than using glossy stock photos. However, it felt like it could have been a long-form article or a podcast episode rather than a full-length book. I struggled with the layout at times, as it felt like it was trying too hard to be 'edgy' with the recruitment-as-marketing talk. That said, the Virgin Media and Blizzard case studies provided some much-needed context. It’s a decent read for beginners in the field but lacks some theoretical depth.

After hearing so much about Adams and Marshall, I expected a bit more depth in the theoretical frameworks. While it is a great read with plenty of practical tips, it lacks a strong connection to existing organizational behavior theories. The 'Give and Get' concept is fantastic for simplifying EVP, but I wanted to see more data on long-term outcomes beyond the case studies. That being said, it is a perfect introduction for those just starting their career in employer branding. It’s very understandable and the layout makes it easy to find specific sections. Not a groundbreaking academic text, but a solid, useful handbook for the modern recruiter.

Not what I expected given the hype around 'redefining the industry' in some of these professional circles. Personally, I found the approach a bit old school, almost like traditional marketing repackaged for recruiters without enough new substance. The Star Wars and Jedi metaphors felt a little dated and overused throughout the chapters. While the advice on being transparent about job difficulties is sound, it isn't exactly the revolutionary shift the authors claim it to be. If you are brand new to the concept of employer branding, you might find some value here. However, for seasoned pros, there just isn't enough meat on the bones to justify the price tag.