The paper discusses how the employer branding will influence the effectiveness of talent management of the mass media industry, which is highly competitive, high turnover of employees, and high rate of technological change. The aim of the study is to study the impact of employer branding dimensions on attraction of talents, development, retention of talents and employee performance. The quantitative-descriptive-causal research design was selected, and a structured questionnaire was used to gather primary data among 220 employees who work in the television, print, digital, and radio media houses. Data analysis was done on the basis of descriptive statistics, reliability analysis, correlation analysis, and multiple regression analysis. The results show that the employer branding is significantly positively related to the talent management effectiveness which describes a considerable part of variance in the talent-related outcomes. Organizational reputation was the strongest dimension of the employer branding with the employer value proposition, compensation and benefits, work environment, and career growth opportunities coming in that order. The research indicates that, effective employer branding can be used to improve employee performance and attraction and deal with the long-standing retention issues in the mass media business. The empirical implications indicate that media companies ought to take the idea of employer branding as a strategic HR practice and not a form of symbolic exercise. The study uniqueness of this paper is the sector-specific empirical data through a non-SEM analytical method in the mass media framework.