Employment Branding 74
Last month, I bought three pairs of awesomely impractical shoes. Then I came home and found myself mindlessly surfing the Web and checking out a popular shoe site to see if there was anything else that might catch my interest.
Of course, I didn’t need any more shoes. The latest additions to my collection had just been carefully placed in their new home in my closet — not yet worn.
We've talked before about how devastating ignoring candidates can be to your business — and guess what? The rules haven't changed. If anything, it's all the more vital that you as an employer learn how to communicate with the people who want to work for you, according to a new CareerBuilder study on candidate behavior.
After the recession, employers held a lot of power in the jobs market. Today, that power has shifted. The competition for talented candidates has spiked and job seekers know it. In order to attract and recruit the best workers with the skills your company needs, you need a deeper understanding of candidates’ expectations and their experiences.
On Tuesday, May 26th, between 12 and 12:45 our friendly team of talent advisors — Laurie Ruettimann, Jennifer McClure, Tim Sackett, Steve Browne, Neil Morrison, and special guest Rosemary Haefner — will get together to discuss this topic in our monthly Talent Advisor Twitter video chat.
How do we get HR, execs and marketers to be more transparent with their employer branding initiatives? Well, let’s try leaving the branding up to the employees (with a little bit of HR’s direction and marketing’s creativity).
Regardless of the technology -- disruptive, enabling, look-alike or whatever else you call it -- there are some fundamentals to keep in mind if you want to nail a cohesive and effective employer branding strategy this year. Follow these five steps to better employer branding in 2015.
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