Build your Employer Brand to attract Talent
To encourage candidates to apply for jobs or vacancies, organizations need to make better use of their employer brand. Now although you might have never considered your employer brand, all organizations have it. It consists of the thoughts evoked by past, current, and future employees working for you.
Take Google and their known employee satisfaction, dedication, and development, for instance. As an employer you want job seekers to feel this way about your company and lining up to work at your organization, but there is a very small chance you are as large or famous as Google is. However, it is not impossible to have this impact with a good employer brand.
It all starts with the current employee satisfaction. If you want employees to talk positively about your business, you need to ensure that they positively experience working for you. It goes without saying that this is not just a good salary and additional benefits, it means going the extra mile for your employees. Read about what you can do to understand why your employee is unsatisfied in our article: “why is my employee considering to leave me?”.
Candidates do not look for a job and salary at any company. Company culture is in fact the third most important factor for job searchers and how they fit within this culture defines their decision. In return you want the same thing, no matter what your company culture is, that applicants have knowledge towards what kind of company they are applying for. Therefore, make sure that you ensure candidates look for a job and salary at your company by portraying what working at your company means. Do this by asking employees (without obligation) to explain their experience on your website, social media accounts, or even job boards through any kind of medium.
When you have defined and communicated your company culture, values, beliefs, and future, you have effectively helped grow your employer brand to attract more talent. This will give experienced professionals incentive to think about your company first when they’re looking for new opportunities, young-adults to dream about eventually working for you, and employees wanting to grow old in and with your organization.