Available on demand | January 22, 2026 | 1 Hour | 1 CPE

In the world of marketing, having a “brand” is most commonly associated with “customer brand,” that is, what garners public trust, establishes your organization’s reputation, and elevates the value of your programs and services. This is less applicable for government agencies, since they almost always are providing services that customers (i.e., residents) only get through them.

Having an “employer brand,” on the other hand, is about the internal value of your agency and what it communicates to current and prospective employees. In competing with the private sector  for new employees, an agency’s employer brand can influence a candidate’s decision to enter public service. A recent study by LinkedIn found that 75% of job seekers considered an organization’s reputation – brand – even before applying for a position there.

Featured Speakers:

Dr. Beryln Cooper-Howard, Director of Recruitment Policy & Outreach Programs, U.S. Office of Personnel Management (OMB)

Dr. Beryln Cooper-Howard
Director of Recruitment Policy & Outreach
Programs,
U.S. Office of Personnel Mgmt.
Lauren Avila, Early Career Talent Program Manager, U.S. Office of Personnel Management (OMB)

Lauren Avila
Early Career Talent Program Manager,
U.S. Office of Personnel Management
Laura Luther, Talent Acquisition Strategist, Lane County, Oregon

Laura Luther
Talent Acquisition Strategist,
Lane County, Oregon
Daniel Kadvany, Product Marketing Manager Employer Brand, LinkedIn

Daniel Kadvany
Product Marketing Manager
Employer Brand,
LinkedIn
Jane Norris, Moderator & Contributing Editor, FedInsider

Jane Norris
Contributing Editor,
FedInsider