Post pandemic competition between businesses for talented candidates is at an all-time high.
Reuters reports that 93% of small business owners have fewer or no suitable positions for their vacant positions, so what does this tell you?
Employers need to stand out among their competitors in a candidate-driven job market as attractive and compelling places to work.
Employer Identity
Employer branding is becoming more important in recruiting people needed to help a firm succeed.
HR and recruiting managers are better at understanding the influence of a company’s brand on attracting and keeping top talent due to social media.
There are numerous powerful employer brands to consider, for example. However, Salesforce, Zappos, and Hubspot have discovered that companies must concentrate on employee experience and publicize their success to recruit top applicants.
Did you know that 92% of workers would quit their present job for a position at a reputable company?
This number should keep you up at night because it suggests that most of your employees would accept an interview if a recruiter from a top firm sent them a LinkedIn message.
Employ Social Media
So, what is the solution for your company? Start building your powerful employer brand and advertising it on social media sites like LinkedIn, Glassdoor, and Facebook.
You don’t have to reinvent the wheel, or start from scratch, since successful firms do so, and you can learn how to make your company stand out as an employer of choice to attract the individuals you desire.
On content, Recruiting and Marketing should collaborate.
To add to this, 86 percent of HR professionals believe that recruiting is becoming more comparable to marketing.
The king of content is attractive and engaging on a personal level.
Candidates are increasingly turning to social media to locate jobs and learn more about the organizations they wish to work for. Businesses should use this chance to tell interesting tales about how they offer value to their workers and have more genuine dialogues with prospects.
When creating or updating your employer brand, it’s critical to keep the following in mind:
Make the employee experience fun.
Creating an engaging employee experience is the first step in developing a successful employer brand. It all begins right here. If your workers are engaged, they’ll be more inclined to share their positive experiences on social media and their networks, allowing you to grow your recruiting pool.
Inclusionary culture
Investing in people to provide an engaging employment experience is essential.
To ensure that workers feel comfortable presenting their complete selves to work, HR and corporate executives should try to foster a culture of inclusion, belonging, and empathy. It also entails developing links throughout the company and promoting a transparent and communicative atmosphere.
In other words, what are you doing to get people to join your company?
A good mix of learning and development opportunities, compensation and benefits packages and events or activities that encourage employee socialization and development goes a long way toward engaging and motivating workers.
Consider each stage of the recruiting process.
Every step of the employment process is included in employer branding.
Did you know that six out of ten job seekers have abandoned an application because it was too lengthy or complicated?
Long or clumsy application procedures might turn off candidates who would otherwise be enthusiastic about working for your company.
The recruiting process is a candidate’s first taste of what they may expect as an employee. As a result, if it’s obsolete or takes too long to react to a candidate, they may believe they’re not a priority or that the firm doesn’t value innovation. On the company’s website, information for prospective applicants should be well provided, and the application procedure should be straightforward.
By swiftly contacting prospects to inform them of the next stages, you demonstrate that you value their time in applying. Building trust with the talent you want to recruit starts with intentionally providing a pleasant applicant experience.
Internally and online, communicate your work.
Working with your marketing staff to promote your initiatives within the workplace and online may help you recruit top personnel by increasing favorable attention to your employer’s brand. Marketing teams are professionals in communication and message. They may assist HR teams in more successfully sharing triumphs or the outcomes of cultural initiatives, enabling more workers to discuss the fantastic things your company is doing.
Brand awareness campaigns may promote your firm as an employer of choice on social media, allowing eligible people to locate you with little effort.
Working more efficiently
To recruit great talent, businesses must work smarter. Utilize marketing efforts to close the gap.
Marketing may assist in the refinement of messages for certain job demographics. Machine learning experts, for example, may have a different emphasis than financial prospects, so knowing how to target both with your material is critical. This holds across generations and geographical places.
You’ll have a lot simpler time disseminating your message across multiple applicant personas to locate the ones that are the greatest match for your organization if you use marketing tools to communicate internally and outside.
Conclusion
When it comes to attracting top talent, first impressions are key.
Highly competent applicants are aware that they are in high demand and are no longer influenced by large monetary incentives. They want to collaborate with a firm that will help them accomplish their best job by providing a holistically engaging experience.
It’s a win-win scenario when you promote a real and engaging employer brand on social media since it attracts top talent who helps you continue to build that brand.
Create material that appeals to and engages candidates through marketing.
Author Information
Hibob’s VP of Customer Success is Adi Janowitz. Adi has extensive expertise in creating and directing Customer Success teams in SaaS businesses. She re-built the EMEA CS department of WalkMe in her most recent appointment. She has previously developed the Idomoo worldwide CS organization from the bottom up. Adi focuses on increasing retention by constructing a scalable KPI-driven CS organization and KPI coherency throughout the enterprise.
