he recruitment landscape is a buyer’s market.
The talent has all the power. At any point in time, great talent have a plethora of job options locally and internationally.
This reality is why more employers are exploring employer recruitment branding.
The idea is simple; build a reputation as a choice destination to work and top talent will beg to have a seat at the table. The top 100 lists from our sister companies; Jobberman and Brightermonday feature the best of the companies in Africa that have had recruitment branding down to a science.
Employer recruitment branding is a crockpot of your values, existing quality of your talent, their level of satisfaction, reputation with past candidates and more.
At the bleeding edge of recruitment branding are companies like Heineken who have premium ads out for new talent.
Whether you know it or not, your brand has a recruitment brand? The question is; what is it? The type that repels talent or one that pulls them in?
A bad employer recruitment brand could cost your company as much as 10% more per hire.
In the checklist that will follow, to have any of the ideas apply to your company will require you to take a fresh look at your recruitment brand and burnish it:
Seventy six percent of professionals research a company online before considering a job opportunity. Chances are if you are reading this, your company has some sort of online presence. But what does your online presence say about you?
Is your landing page a sad copy of Yahoo’s homepage from 1999? Is there enough about your business online for talent to weight your company’s values?
You can continue the list from here. It comes down to this; if you are ugly and vague online, talent will step back and away.
Employees are your ambassadors – the voice of your company and its brand. They embody what you stand for and what you want to say.
As you know, top talent often reach out to existing employees at a company to find out the lay of the land before they sign the dotted lines.
What are your current employees feeling and saying about your company and its culture?
You don’t need to ask. Chances are they won’t tell you honestly. But if you slow down to observe, you can feel it in the air.
Nothing more needs to be said here, really. It’s the ultimate voice from heaven. If top talent are not coming – even when you throw wads of cash at them – then your recruitment brand needs a makeover.
The key goal of building a recruitment brand is to show what it’s like to work in your organization and what makes it great.
Are you doing this? Do you have a culture blog?
If not, pull in photos, videos and graphics that tell your brand story. Reach out to industry magazines with your story and watch as the talent court you.
For millennials, it’s often “mission over money.”
If you cannot articulate your mission and what defines your company, and in as short a sentence as possible, great talent will always pass you over.
How do you treat applicants? How quick do you give feedback? Do you offer any at all? Do you seek feedback? Is your recruitment process well-thought out and friendly enough to leave a good impression on candidates?
The experience of candidates – from initial application to actual interview – affects your recruitment brand. Be excellent to candidates, even when you won’t have them on your team.
If you are wondering, as a hiring manager reading; “shouldn’t I be talking to marketing about this?” then you’ve already done 80% of the job.
In the final analysis, recruitment brand is all about perception. Work hand in hand with the masters of perception to get your employer recruitment brand up to speed.
The power to pinpoint talents, explore leadership options, increase employee engagement and increase your organization’s earnings reside in HR Data analytics. Know your human resource and know how to make the best of them. We can help. Call or drop us an email.