HR Employment Branding Strategy: Why this is the MOST important part of your Recruiting Process Part 1 of 5
- Posted by Vidcruiter
- On September 29, 2011
- 0 Comments
- applicant hiring system, applicant tracking system, automated recruiting, recruiting technology
Why is “Branding” even important in HR? To most HR Specialists this might be a concept they have discussed but I would bet that for most HR leaders this is not the primary Focus. I am here to suggest this should be the primary focus of all HR departments. This is part 1 of 5 blogs on HR and Employment Branding Strategy.
Let’s focus on quality applicants for the purpose of this article because lets be real, those are the people we want working for us.
Most top quality candidates are picky. Why? Because, most of the time, they know they’re good.
If you have been in the work force at all you have seen how most people work, and how standing out or outperforming others in most organizations can be easy for the people that push themselves. I am not trying to insult people here, but it is a fact of life that for some people work is the most important part of their life and they just push themselves more than others since it is their focus.
Now lets put yourself in the shoes of this winning applicant for a few minutes. You decide to look for a job on a job board, maybe you have never used one or maybe you have… You land on a job board and you wonder which job to apply for? Many look identical if not all of them. Nothing really stands out at all. You apply to a bunch of positions and no one responds back to you (because they have 100s of resumes) and you start to question the whole job process. “I know I am good but this doesn’t make any sense, I am not getting offers and when I do I am not really impressed by any organization I am dealing with at all. All these posts look identical to me”
Does nobody realize this is a big mess? Don’t companies even realize all their job postings look the same and that is why they all have 100s of people applying to all of them? We all sort of know this but we don’t have many options. The manager wants 3 new people by next week. What other options do you really have?
But what does this top quality applicant think? “Never mind this job board thing I am going to network to find a job.” And now where does that leave you? Unless you have great contacts, that candidate is gone from the general pool of applicants.
I have come to realize that job boards make it easy to apply for a job which tends to give you candidates that are looking for an easy way to get a job… Most likely not the top quality candidates, since they get frustrated with the process, and since they know they’re good they don’t want to waste their time with something so inefficient.
The thing is most organizations need to use these job boards because HR is not a priority and to start paying an HR team to go to all sorts of networking events is just not something most organizations can envision.
So the question becomes is there an easily affordable HR Solution to this dilemma? How do I get good quality candidates using job boards (because that is all our organization will pay for) since we can’t hire a team of networking HR professionals.
There is a very easy solution to this problem: STAND OUT!!!
Over the next 4 parts of this Blog I will discuss how to do this with a few different MARKETING methods. Marketing? Yeah let’s get the marketing team working in HR for a couple weeks so we can re-vamp our hiring process and make it stand out.
Ever hear of something called a first impression? I am a little sarcastic here but really that is what needs to happen. Make a great first impression, simple yet no-one is doing this!!! And marketing is the little secret that your HR department needs to be aware of to start attracting these top quality applicants to your organization.Question to ask yourself: Is our organization building a relationship with candidates from the beginning? Or Is our recruitment process stale?
I will give you a hint for the next blog post: VIDEO is part of this.
Stay tuned for more on how to turn your HR department into a place where people line up to apply.
See part 2 here