The study assesses employer branding as a source of competitive advantage using compensation, employer employee relationship, working environment/culture and training and development as variables. The population for the study was made up of 800 employees from 9 microfinance companies from the city of Accra from which a sample of 269 was selected using convenience sampling. A mixed method design was adopted for the study. Purposive sampling was used to select Human Resource Managers to collect qualitative data whilst convenience sampling method was used to collect quantitative data. The researcher used questionnaire and interview schedule as research instruments for the study. The questionnaires were administered to credit officers, marketing officers and all those who have the responsibility of marketing and sale of products of a microfinance Company whilst One HR Manager from each of the companies was interviewed on strategic issues. Quantitative data was analysed using descriptive and inferential statistics whilst qualitative data was analysed using content analysis and Nvivo software. The psychometric properties (validity and reliability) of the questionnaire were assessed using Factor Analysis and Cronbach's Coefficient Alpha respectively. The questionnaire was piloted and the pilot testing process confirmed that respondents understood the questionnaire and hence, no modifications or adjustments were required in construction, wording and measurement. The study found that job analysis, recruitment and selection practices are sources of competitive advantage. The study identified training as the only component of employer branding that is used to develop the employer brand. Employer branding impacted on competitive advantage. Based on the results of the study, recommendations were presented to enhance the competitiveness of the companies through employer branding.

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