Managing your employer brand during the recruitment process

Managing your employer brand during the recruitment process

  • September 03, 2020
Managing your employer brand during the recruitment process

78% of candidates believe the overall candidate experience is a key indicator of how a company values its staff, so it’s crucial that you get it right. Failure to do so will not only harm your chances of bringing your preferred candidate on board, but your employer brand as a whole.

At each stage of the hiring process, you’ll need to remember that you’re not the only one seeking the perfect fit – those in your pool of potential candidates are scrutinising you too. So, how can you uphold your reputation and, at the same time, attract the sector’s best talent?

Showcase your company culture

Company culture is hugely important to a majority of people, with 57 per cent of UK employees stating that it is a bigger contributor towards job satisfaction than a generous salary. It’s also your chance to stand out from the crowd and allow more of your team’s personalities to shine through.

Don’t underestimate the impact that looking after your current workforce can have on employer branding too, as these are the people that will spread the word about your company – whether positive or negative.

Have you acted on feedback from your employees? Do you have an open-door policy? Is there plenty of room for career progression? These might not usually be factors you’d consider before hiring, but you’d be surprised at how much of an impact a single bad review can have.

Consider your communication channels

The way in which you talk to (and about) your candidates says a great deal about how you treat your employees, whether it’s the job advertisement, email correspondence or even greeting an interviewee at the door.

Keeping your social media platforms up to date probably isn’t at the forefront of your mind when you’re recruiting. However, it’s one of the first few places that a candidate might look to find out more about your company. Engage with your audience, share snippets of what the team is up to and treat it like a dressing a virtual shop window. Are your company’s social media accounts presenting you in the best light?

Ensure you know your employee benefits inside out

An employee benefits package shouldn’t be a thrown-together list of all the different perks you assume would attract top talent; they need to be fully thought through and up-and-running by the time your new hire joins the team.

Do you offer free parking, flexible working or access to private healthcare? If so, make this clear in your job description and point to it if necessary during the interview. If you’re listening carefully, you should start to build a clearer picture of a candidate’s views and values. In turn, this will help you to identify which aspects of your company will most appeal to them.

Flaunt your opportunities for progression

A candidate needs to be able to visualise their future with your business, ensuring that their values align with yours and that there will be plenty of room for them to climb the career ladder. From the get-go, be honest and transparent about the salary on offer too, as this will be a key factor in determining whether applying for the position would be viable.

Investing in the future of your workforce works wonders for both your staff and the company as a whole. Regular training sessions will sharpen their skillsets, improve their performance and prove that you’re committed to aiding their personal development. As a result, you’ll be working alongside a happier, more dedicated team, as well as attracting plenty of talented new hires.

We’re the recruitment partner of choice for many of the Island’s premier employers. They trust us to help them find the right candidate to fill their roles. Click here for more information on how we can help you or your business.