In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This...
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How to Hook Good Applicants with Strong Employment Branding
Building a strong brand presence should be more than just a focus for the marketing team. Creating a positive employment brand is an important component when it comes to recruitment. Companies like Google and Salesforce have reputations for being great places to work, from their creative and collaborative work environments to excellent perks, like Google’s free cafeteria for employees. When a company has a reputation for being an awesome place to work, applicants come flocking.
As we all know, securing the best applicants is challenging in such a competitive market these days. Applicants will reference social media, online reviews and will weigh the benefits that a company offers. Get applicants excited about working for you! A strong employment brand can be the extra factor that makes an applicant come work for your organization.
Below are some of the main benefits of effective employment branding:
- Creates a sense of urgency and excitement about working at your company
- Engages the mind, heart & dreams of candidates
- Complements the company’s product/service
- Provides a clear, compelling reason to work at that firm
- Is consistent with what employees believe about working at that firm
- Evokes feelings of fun, prestige, challenge or rewards
Understand what employment branding is. There’s a whole marketing team devoted to building a company’s brand image to market to customers. However when it comes to hiring, it’s also important to market to applicants – who want information about the culture and work environment. A great product or soaring stock price doesn’t necessarily speak for a company’s internal operations.
Create an easy and friendly applicant experience. The applicant’s experience during the recruiting process sets up their expectations for how things will go as an employee. Let’s say an applicant applies to two comparable jobs at similar companies. At company A, the application process is smooth, the recruiter and hiring manager are friendly, and the communication is seamless. At company B, the application process is disjointed, difficult and communication is lacking. The applicant will choose Company A without hesitation, based on their experience up to that point. An applicant tracking system like TAM can help streamline the recruiting process.
Showcase company benefits. While salary is a huge factor when applicants make a decision, it’s not just about the money. If you can’t beat the salary that a competitor is offering, it doesn’t mean you’ve lost the applicant. Promote the other perks that you offer. Do you allow employees to work from home, do you offer benefits or a 401K, do you have flexible vacation time or free snacks in the office? All of these things can add up and influence an applicant’s decision.