Employer brand is becoming a critical element for every organization. However, it is not an easy task to accomplish. It is quite an intensive work that involves equal amount of contribution from both employer and employee. Gone are the days that an organization was only responsible for improving its employer brand. Today, an employee also needs to be a key member in building their employer brand. This essentially makes you a marketer.
Today, there are many strategies that are prevalent which can be implemented to develop employer brand. However, when it comes to recruiters they are more concerned about the one that will make the current job openings more appealing to job seekers. To ensure that this is done successfully, you ought to know the strengths and weaknesses of the company and use that to the maximum advantage to start implementing the brand strategies; and make it a part of the daily routine.
Here are few strategies around employer brand that will help recruiters:
Target your audience
Recruiters need to work closely with their hiring manager. They need to find out what are they exactly looking in the potential candidate. Most times it is difficult to find the exact match, hence it becomes imperative to have a strategic positioning of the organization to attract the right talent
Expand your Social Presence
The best and most effective way (in today’s set up) is to promote your new job requirements on social media. It does not matter whether you are a startup or an established enterprise; it is always beneficial to share your hiring requirements over social media platforms to reach out to a larger audience
Enhance your content
If you are a recruiter, you need lot of content to compete with companies who have larger employee base than yours and have a better brand identity. This content will help you to convey the right message to the world, and the potential candidate.
Change hats
While you are relishing on the volume of content that is made available to you, more than a recruiter, you may have to do adorn hat of a search marketer, while you are promoting your job requirements. You may want to find out how your job listing is performing across various platforms and if there is a match
Transform passive candidates to active
There will be a set of passive candidates that you will come across as a recruiter. Here is where you need to nurture these passive candidates and try to convert them into active ones. This can be done through constant messaging, interaction and building a strong relationship with them.
Deliver candidate experience
The entire process of application is a very critical element in hiring. It is important to keep it short and not cumbersome, otherwise top applicants may just back out. Consolidate the application process and eliminate questions are repetitive.
Motivate new hires
The onboarding experience also needs to be a very easy going for the new hires. The first 90 days are very critical and ensure that the employee gets the experience that will set the tone for his role in the organization
Create a cycle of success
As a recruiter, you have an inbuilt ability to be a marketer. Yes, it is not easy to develop your employer brand but you need to perform your tasks diligently, by using marketing strategies.
Employer branding is all about what an employee perceives about the company. What is perceived is often derived from the experiences the employee has.
Want to learn more about the best marketing strategies recruiters should be using? Click on the link below to watch a quick video and to download the whitepaper 8 Marketing Strategies for Recruiters.
