- Posted by Vidcruiter
- On April 26, 2013
- 0 Comments
- applicant hiring system, applicant recruiting system, future of recruiting, hiring technology
Why employee branding is key in better hires
The war for talent will only get more fierce tomorrow so the best time to face the challenge is now. How can you act on the global struggle for better human capitalization? The first thing you need to sell is your organization not just individual jobs. Job applicants today know more about what they want and this is not confined to the functions and designations they want to serve in, but also to the very organization that they want to work for. Employment branding communicates to the job applicants and tells them more about its business, its social and economic significance, what it wish to become and achieve in the future, and what it has to offer to the people that work for it (above and beyond compensation and benefits). Letting job seekers know more about you as an organization builds up a stronger campaign to convince them to finally apply for a job and join your company.
Communicate the difference
Within a certain industry there can be very minimal differentiation of products, services, even salary offers. But what if you can meet job expectations better by telling people who you are and why your customers love you? This can easily align with talent prospects’ feelings towards your brand and associate it with their personal definition of a “perfect” organization. When you achieve this brand applicants will become a very specific pool of talent, determined by who you are in the industry. This makes them the best people to hire and can propel your business to the next level.
Be true to your brand
Differentiation is not all there is. The integrity of your unique brand identity (or proposition for that matter) is as important as the most expensive ad campaign you can afford. In the end, to use employer branding for your recruitment it must stand close, be comprehensive,and have realistic scrutiny of your activities, processes, and internal policies. This makes up that image to job seekers and the circulating stories of what you say you are, what people think you are, and what people really know about you. If you fall from being true to your branding claims then this can bury you alive and make the whole branding intervention a waste.
Nurture your brand
While it is true that employer branding comes from customer perception, it is also true that branding can be strengthened and nurtured, taken care of, and maximized. How can you actually do this? This is done by being aware of people’s perception about your brand. You can then capitalize on the things that are real and true to you internally. This makes alignment easier steering you from unclear, confusing, and sometimes contradicting claims of who you are. If you are not sold out to your own brand, then you also have a very weak brand proposition to your customers and job seekers. And this can put you in a fatal ground as far as the war for talent is concerned.