Employer Branding with IT-DAY – Stay Visible Between Hiring Cycles

Not every year is a hiring year. For many companies, recruitment happens in waves. That does not mean visibility should disappear in the meantime. At IT-DAY, we work with many companies that are not actively recruiting right now, but still want to stay relevant and recognisable among IT-Profiles, or other companies for that matter. Employer branding in these periods is about presence, familiarity and timing – so you are not starting from zero when the next hiring need arises. Below is an overview of how companies use IT-DAY’s employer branding services without participating in our career fairs.

Why employer branding matters when you are not hiring

IT-Profiles rarely start their job search from scratch.They gravitate towards companies they already know, recognise or associate with something positive.

When you stay visible between hiring cycles, you:

• Build familiarity before the need arises

• Reduce time-to-hire later

• Attract warmer and more qualified candidates

• Strengthen your company’s position in a competitive IT talent market

Employer branding is not about pushing job ads – it is about being present when people are paying attention.

Social media exposure with IT-DAY

IT-DAY operates a set of established social media channels focused on IT education, careers and the IT industry in Denmark.

Through targeted content, we help companies stay visible across:

• LinkedIn

• Instagram

• Facebook

• YouTube

• etc.

Across platforms, our channels generate around 2 million views annually, among IT-Profiles and companies alike.

Visibility towards both candidates and companies

While many channels focus on IT-Profiles, LinkedIn plays a slightly different role.

Our LinkedIn audience includes:

• HR professionals

• Talent acquisition specialists

• Team leads and IT managers

• Company representatives active in recruitment and employer branding

This makes LinkedIn particularly relevant if your goal is not only candidate visibility, but also brand presence within the IT and HR ecosystem.

What companies typically share

Companies use our channels in different ways, depending on where they are in their hiring cycle.

Common examples include:

• Short introductions to the company and what you work with

• Insights into your tech stack or development projects

• Culture, team setup and ways of working

• How you approach IT, learning or career development

• Highlights from previous IT-DAY participation

The focus is on clarity and relevance – not polished recruitment campaigns.

Email marketing to IT-Profiles

In addition to social media, companies can be featured in IT-DAY’s email marketing.

Our newsletters reach 15.000+ IT-Profiles across Denmark with consistently high open rates. This makes email a strong channel for:

• Deeper storytelling than social media allows

• Reaching IT-Profiles who are passive but attentive

• Reinforcing brand recognition over time

Email campaigns are often used as a complement to social media visibility, rather than a standalone activity.

Example 1 – Email marketing strategy (Company X)

Context: Company X is not actively hiring right now.Goal: Stay recognisable among IT-Profiles so future recruitment starts warm, not cold.

Suggested schedule (6 months)

Email 1 – Introduction & positioning

Timing: Month 1

Focus: Who Company X is and what they work with

Content examples:

• Short intro to Company X and their core products

• What type of IT problems they solve

• Who they typically hire when recruitment is active

Purpose: Awareness and name recognition

Email 2 – Tech & ways of working

Timing: Month 3

Focus: How Company X works with IT

Content examples:

• Tech stack overview

• Development process or team setup

• How IT-Profiles grow and learn internally

Purpose: Build credibility and relevance

Email 3 – Culture & future opportunities

Timing: Month 5

Focus: Culture and future outlook

Content examples:

• Team culture and values

• Career paths and learning opportunities

• “We’re not hiring right now – but we will be again”

Purpose: Top-of-mind presence before next hiring cycle

Why this works

• Low frequency. No inbox fatigue

• Content-driven, not job-driven

• Builds familiarity over time

• Easy to scale when hiring resumes

A flexible alternative to fair participation

Employer branding through IT-DAY is often used as:

• A bridge between two hiring periods

• A low-effort way to maintain presence

• A test before committing to fair participation again

There is no requirement to participate in IT-DAY fairs to use these services.

When recruitment becomes relevant again

When hiring needs return, companies that have stayed visible typically experience:

• Higher recognition at the fair

• More relevant conversations

• Shorter ramp-up time in recruitment

Employer branding is rarely about immediate results – it is about being remembered when it matters.

If you are curious about how this could work for your company, you are always welcome to reach out.

If not, we look forward to reconnecting when the timing is right.