This research aims to explore the relative advantages of using employer branding in recruitment process. The research question is raised whether there is some association between the facilitated recruitment scores and in the perceived employer branding score. The dynamics of Employer-branding as effective long-term recruitment strategy was explored. This research was laid out through combination of qualitative case study and with quantitative survey design. The data collection methods were entail interviews, collection of existing departmental record: archival analysis etc. The substantive support was sought from few questionnaires like employer-branding checklist and recruitment resources checklists. In order to explore the impact of Employer-branding on recruitment and selection, two organizations practicing employer branding and the other following the traditional, customized image building was sought. The cross comparison of the data from both organizations reveal the differences that perception of employer branding carries in different dimensions. For the sake of the differential analyses in both organizations, the independent sample t-test reveal the differences in the consumption of resources for recruitment and selection. The correlation analyses reveal that there is significant positive relationship between employer branding and the facilitated recruiting process. The findings are carried both theoretical and practical implications which are discussed in the light of evidential findings.

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