The emergence of the phygital workplace—where physical and digital environments converge has profoundly reshaped how organizations attract, engage, and retain talent. In this hybrid work context, conventional approaches to employer branding demand a strategic reorientation to meet evolving employee expectations, technological integration, and flexibility. This paper explores the marketing of employer brands in the phygital era through the lens of Human Resource (HR) strategy, focusing on identifying and prioritizing practices that influence brand perception among current and potential employees. To achieve this, the study employs the Best-Worst Method (BWM), a robust multi-criteria decision-making technique that enables more consistent and efficient evaluation by comparing the most and least significant criteria against others. Based on expert input, key HR strategies-such as Flexible/hybrid Work Arrangements, Digital Employee Engagement Tools, Inclusive Culture and Diversity Initiatives, Learning and Development Opportunities, and Internal Brand Advocacy were assessed and ranked. The findings highlight that Inclusive Culture and Diversity Initiatives are most impactful in shaping a compelling employer brand, followed by Flexible/hybrid Work Arrangements and Digital Employee Engagement Tools. Although the chances of L&D (Learning and Development) and IBA (Internal Brand Advocacy) are useful, they play comparatively secondary part in the domain of phygital branding of employer. By measuring the relative significance of HR strategies and showcasing it in quantifiable manner using BWM, this study presents practical insights catered for HR practitioners as well as brand strategist who aim to increase retention and attraction of talent in this new-age digital world.