Companies have a brand among their audience, but they also have a brand among those employed in the industry. This is often known as an employer brand and is among the many things many businesses fail to realize that are important. Below are some ways you can improve your employer branding to better attract job seekers.
Internal Branding and Company Culture Matter
Your company culture is most likely to dictate your brand as an employer, so it all begins there. If you have a negative company culture marred by many issues, this will reflect on your employer brand and even in other aspects. Building a strong but positive company culture that maintains employee satisfaction is critical. Not only will it make your current employees feel happier, but it will also make your company a lot more admirable for job seekers looking for a good company to join.
Know and Understand What Your Employees Say
A great way to understand a business’ standing reputation is to learn it directly from the employees. At face value, a company may seem like it’s doing its best to be good to its people, but it cannot truly be confirmed without the direct feedback of both current and previous employees themselves. Gather feedback, especially when employees choose to leave your company. Finding out points to improve on and what you’re doing right will help you replicate success and prevent failures in the future.
Improve Your Employee Benefits
It’s no secret that Google’s headquarters in California boasts of free food, an on-site gym, and even massage therapists. The company is well-known within the tech industry for high employee satisfaction rates, and many individuals dream of working there. There is no doubt that employee satisfaction plays a large part in your internal company branding. Therefore, offering competitive compensation and benefits and valuable training can boost retention rates and strengthen loyalty.
Have a Cohesive Employment Marketing Strategy
The hiring process does not start at the interview. It starts from the moment an individual sees your job posting, perhaps even before that. A company might not be able to control every aspect of its reputation, but it can maintain cohesiveness from the hiring process to onboarding,
Know What Competitors Do
Every business needs to be aware of what their rivals are doing to stay competitive. Find out what their strengths and weaknesses are as a company, especially from a job seeker’s perspective. Especially when their job ads receive more attention, you need to find out what they’re doing right, not to replicate it, but to understand what works and what doesn’t.
Review Your Key Performance Indicators (KPI)
When it comes to your hiring process and company branding, it’s helpful to first establish proper metrics that you can use to see points for improvement and the effectiveness of your process. By finding out the necessary standards and metrics, you’re creating an objective way to analyze your efforts. Recruiting factors like the source of hire, application rate, retention, and satisfaction are among the most common metrics, but you’re free to adjust as fit.
Define What You Look for in a Candidate
Another point you must consider is your candidate requirements. While it’s ideal to hire highly skilled individuals, understand that the higher the skill level, the higher the salary. Skimping on compensation and benefits for a skilled employee will not help the company’s reputation. Instead, be outright and direct what it is you’re looking for. It will not only attract those with the skills necessary, but it also sends off the idea that your company values who they accept into their fold.
Social Media Recruiting Works
The simple truth is that everyone’s on social media, even the job seeker. This means you can use social media recruitment software to make matters easier for your company. However, to better leverage this, your company itself must have a considerable social media presence.
It’s also usually used as a metric by job seekers on whether a company is friendly and “real.” Establishments posting personable content, like office happenings and team events, are often attributed to being good companies to join, so consider posting your office escapades on your social media as well.
Reputation among industry-related individuals is just as important as your reputation among your clients. Neglecting those who may work for you will result in having a limited pool of talents to work with. That can severely limit your company’s capacity. That’s why it’s just as crucial to be careful of your employer branding.
