Employer branding has emerged as a central pillar of strategic human resource management in the contemporary organizational landscape, where competition for skilled talent has intensified across industries. This study investigates the role of employer branding in shaping talent acquisition outcomes by focusing on its core dimensions, including organizational reputation, employee value proposition (EVP), and digital and social media presence. The research adopts a quantitative methodology, collecting primary data from 150 respondents comprising human resource professionals and job seekers. Statistical tools such as correlation analysis, multiple regression, and analysis of variance (ANOVA) are utilized to examine the relationships among variables and test the proposed hypotheses. The findings indicate that employer branding exerts a statistically significant and positive influence on talent acquisition effectiveness, particularly in enhancing candidate attraction, improving the quality of hire, and reducing time-to-fill vacancies. The study contributes to the growing body of literature by offering empirical validation of employer branding as a strategic mechanism for improving recruitment performance. Furthermore, it provides actionable insights for organizations aiming to strengthen their employer brand to gain a competitive advantage in talent markets.