What is one way you can elevate your recruitment brand online to inspire more candidates to apply?
To help you elevate your recruitment brand online, we asked business professionals and leaders this question for their insights. From defining your message clearly to communicating your values, there are several ways to elevate your online recruiting brand.
Here are nine ways to elevate your recruitment brand online:
- Understand How You Are Perceived
- Communicate Your Values
- Populate Your Instagram Account
- Learn Your Recruiting Strengths and Weaknesses
- Humanize Your Brand
- Create a Customized Hub
- Elevate Your Job Post Copywriting
- Lead with Culture First
- Define Your Message Clearly
Understand How You Are Perceived
Have a look at employee reviews on Glassdoor to see what those working for you think about your company. About 70% of job candidates look at Glassdoor reviews before they decide whether to apply to a company or accept a job offer from them. Knowing how your business culture and leadership are being perceived by those already working for you can help you see if your recruitment brand is strong with potential new hires. If there are issues, those Glassdoor reviews can help you identify and address them.
Ryan Nouis, TruPath
Communicate Your Values
We are seeing that job seekers increasingly desire to work for companies that align more with their values. They also want to be sure they’ll fit in with a company’s culture. So, the best thing you can do is be upfront about what your business stands for, how it operates, and what kind of people fit in best in your work environment. Your transparency in this regard will help job seekers decide if your company is right for them, and will also lead the right candidates to you.
Zachary McCarty, Qwick
Populate Your Instagram Account
Nine times out of ten, when I interview a candidate they mention our Instagram account as one of the things that inspired them to apply to our company. Populating a company’s Instagram account with a “behind the scenes” look at employees, the day-to-day, and updates helps address one of the biggest unknowns: company culture. Candidates wonder what life will be like should they accept an opportunity to join a company. An Instagram account helps fill in that blank, for better or worse.
Brett Farmiloe, Markitors
Learn Your Recruiting Strengths and Weaknesses
The best way to get a sense of the strengths and weaknesses of your recruitment brand is by talking to those who already work for you. These are the people who may be going on Glassdoor to leave unflattering reviews that deter talented candidates from applying to your company. If you demonstrate a willingness to take real steps to address any issues that may exist, those evaluating your company may write about it on Glassdoor. Those reviews can have a real impact on recruitment, so take them seriously.
Jon Schneider, Recruiterie
Humanize Your Brand
Building a strong employer brand starts with showing who you are and finding people that identify with your company culture. The key is to make the applicants excited to work for you and create a positive company image in their minds. One of the ideas is to show personal stories and different initiatives that your organization engages in.
There is a great example of an employer branding initiative from McGarrah Jessee. This advertising agency held a surprise welcome party for its 100th employee and posted it on YouTube. Such video storytelling helps to humanize your brand and make you more approachable as an employer. People remember you and smile, meaning that your employer’s brand is in good shape.
Dorota Lysienia, LiveCareer
Create a Customized Hub
Creating a custom “Jobs” tab on your company’s Facebook Page will enable job seekers to find all of your listings quickly. And a “Reviews” tab will provide a space where employee advocates can shout from your Facebook rooftop how much they love working for your brand. These custom tabs on your Business Page will serve as gateways to a centralized social media recruitment bank that showcases your company culture, builds your employment brand, and attracts more candidates.
Summer Romasco, Ad Hoc Labs
Elevate Your Job Post Copywriting
Often job listings can become very stale, bland, one-dimensional, and boring. Job posts should be used instead not only to list the day-to-day duties and expectations of the position, but also give the applicant a sample of what the culture is like. This is an opportunity to show the applicant what you’re all about, why are you so passionate about your collective mission and how it makes the world a better place? Describe what the culture is like and why they may be missing out if they don’t apply? Go ahead brag about any unique benefits you offer too.
Effectively, you want to humanize the workplace as much as possible and demonstrate that there is a sense of community where people are not merely cogs in the machine, but a tight-knit group of individuals that genuinely enjoy working with each other.
Peter Bryla, ResumeLab
Lead with Culture First
One of the first things I do when rewriting external-facing job descriptions for clients is to start with a company description. What does your organization do? What is your WHY? What is your culture like? These are the details potential candidates care about and are so often overlooked to focus on skills and requirements. By leading with you, you give potential candidates a sense of what they might belong to, and that is far more powerful than a list of requirements.
Neely Tubati-Alexander, Culture Connective
Define Your Message Clearly
To ensure that candidates can easily identify with the work that you do, it’s important to clearly define your message. Your message is the heart of what you do and why you do it – it could be a vision that you have for the world, a long-term objective that your company is working toward, or even how you want your customers to feel when they do business with you. It’s important to make sure that your message is aligned on each and every touch-point, including your website, video content, and posts on social media. This creates a cohesive picture of your organization, which helps candidates understand what it might be like to work there as an employee. In turn, this firmly elevates your brand and inspires far more candidates to apply.
Gregory Yong, Convincely