The article itself sighs at yet another list of employer branding stats that you and I might find incredibly pedestrian, but having these kinds of things handy might help move that roadblock at work. Example: 91% of candidates seek out at least one online or offline resource to evaluate an employer’s brand before applying for a job.

Before I roll out some cool new stuff (I'll be able to announce it in a few weeks, I hope), I've been thinking about metrics a lot. So this article on how to think about and measure your brand equity really stuck with me. (Pro tip: use the term "brand equity" more at work to elevate your own personal brand.)

Sure, you might be measuring your brand awareness, but are you measuring brand equity? I've been thinking that the killer metric might be how much value does a candidate place in your brand. Are you able to offer a salary discount because everyone wants to work for you, or do you have to pay a premium to get talent in the door to overcome that brand sentiment?

How valuable is your brand from the consumer's point of view? Brand equity influences ROI and can give you a market edge — let's find out how.