Published by Guests, on 22/11/2019
By Luca Pilurzu (Social Seeder)
As from a report posted by Hipo.ro, the volume of recruitment will increase in the following years, seeing as 76% of companies have stated that their costs of hiring are increasing. This makes way for a market driven by candidates- and not the other way around. Understanding and assimilating this concept is paramount for any company looking to reduce costs and improve employee experience.
Pro-tip: Approach new candidates the way you would approach customers. Employer branding has become such a necessity in a competing recruitment market that it is indisputable at this point to not invest in it.
Following a report made my LinkedIn, companies with a stronger employer brand see a 43% decrease in cost hiring than those of their weaker competitors. By investing resources for building a stronger employer brand, companies saw that they no longer were at the mercy of paid advertising campaigns to recruit. As a result, the brand has to be attractive first to recruit the rights candidates.
A shocking 75% of candidates check out your company’s employer brand before even postulating. Given this information, the only logical way to compete in the market for talent is to position yourself as the best option in their field & reflect the true colours of your company at all times. Transparency help avoid many bumps that might get found down the road
This shouldn’t come as an enormous surprise but it’s how things are. Candidates who want to know more information on working for a certain company prefer talking to the employees instead of the employer. Why? Because the employees of your company reflect the TRUE nature of your business and if you have a strong employer brand strategy in place, they will speak highly of you!
Simple but relevant example: You go to a sandwich shop, you buy a sandwich, the sandwich is terrible, someone outside asks you how it was…you know the rest.
Candidates care for the fact that they will be taken care of! If a candidate looks at your employer brand and sees that it’s management is lacking and overall feel is “abandoned” they’ll run away.
However, when a candidate sees that your company is active, that you lead team events, that you give your employees a voice, that you are innovative and immersed, that the overall “brand feel” is up-kept…well it’s an obvious plus!
91% of job seekers find a poorly-managed or designed online presence damaging to employer brand. Your brand needs to take advantage of its digital resources. Tell a story of your company on social media. Don’t paint the wrong picture to your candidates by not going all-in.
Instead, give information, make user-experience a delight, host online events, offer gratification! The point is to get creative and execute strategies that coincide with all aspects of your online presence.
LinkedIn has reported that companies with a strong employer brand see faster speeds when recruiting. Instead of being “talent-hungry“, your employer brand should so well formed that you are “talent-stuffed“. Cheesy, I know, but true nonetheless!
The impact you have on candidates’ perception of you is correlated to your company’s success.
55% of job seekers abandon applications after reading negative reviews online of the company- only 45% of those employers monitor or address those reviews (TalentNow). 50% of candidates say they wouldn’t work for a company with a bad reputation – even if it meant a higher pay.
In an effort to better integrate in today’s world, recruitment was bound to drip and spill into social networks. The endless possibilities that platforms like Social Media provide is simply too big to go unnoticed. In fact, 80% of employers say that social recruiting helps them find passive candidates.
When combined with employee advocacy platforms such as Social Seeder, companies give the opportunity to their employees to search for talent as well! With this, your company can strengthen the bond between employer-employee, increase social reach, and find fantastic talent with the help of your employees’ network!
Take our client, Dataflow, for example. They were successfully able to reach new talent and fill 2 positions in under 3 weeks by using Social Seeder.
In total they got 49 qualified candidates and 2,000+ visits to their openings just by integrating a formal employee advocacy program. Read the full case here
“Happy employee happy company.”
The more inspiring your work atmosphere is, the more results will come out of your employees. These people are the backbone to your company and your most important asset. They are also humans and should be treated with kindness and respect. Taking care of them should be a top priority in your employer branding efforts.
If you give them a reason to work well such as fun work place, engaging activities, random acts of kindness, etc. They will want to work harder because they are proud of their organization! It’s always important to have attention to detail because that’s exactly where your employees are looking at.
Alright alright alright! These were the 7 employer branding facts that you needed to know. Moral of the story: get active, get creative and get going! It’s a tough competition out there but with a solid strategy and the tools necessary to get the job done your company can and will succeed in bettering its employer brand. Hope you enjoyed the read as much as we loved making it! Cheers!
(This article was originally published on socialseeder.com)