Employment Branding 76
Nowadays, potential candidates have more and more opportunities to check employers’ reputations. Potential candidates can use their social networks to glean information about employers. They can also rely on rating websites that are specifically designed to inform people about the attractiveness of various workplaces. For employers, this raises the question of how important it is to maintain a good reputation, and a good online reputation, in particular.
Let’s say you work for a solid but boring company in the middle of America. In your role as a talent advisor, you post jobs on the internet and feel bad about your boring company brand. Your benefits are good, but you’re not Google or Facebook. You don’t offer free eyebrow threading and unlimited PTO.
You worry that your company’s value proposition isn’t sexy.
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.
Our friendly team of talent advisors — Laurie Ruettimann, Jennifer McClure, Tim Sackett, Steve Browne, Neil Morrison, and special guest Rosemary Haefner — got together to discuss candidate experience 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).
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