According to a survey by Novo Group in 2015, 50% candidates will turn down jobs if the company brand is not strong enough. Opposite, employer Having a good brand in the market will attract twice as many candidates as a competitor company. It's time for HR professionals to catch up with the trend, find a way to recruit more effectively to have the opportunity to find and attract the best talent.
Branding recruitment is essential for businesses, especially large enterprises. However, not all businesses are aware of this to build a recruitment brand. Even for small and medium-sized companies, this should be done gradually to attract talent.
Let's see the following factors to build the company's recruitment brand:
1. Involvement of employees in the company
Employees in a company are an important part of building an employer brand. They are like "brand ambassadors" who help candidates feel more excited about the company thanks to the way they express their emotions at work by uploading extracurricular, fun, and positive activities. social media or word of mouth. They will also be effective assistants to prevent negative values from the outside. By making employees part of brand management, companies have the opportunity to create positive experiences for both their employees and candidates.
2. Attractive recruitment content
Many recruiters don't pay attention to this, they post jobs that are either too sketchy or too informative, both of which turn candidates away when there are many options out there. surname.
=> Let's make the recruitment information more attractive and lively. Treat your job posting as a marketing post. Try to write content that appeals to the reader. You might consider writing an infographic or video job posting if you have the time.
Remember, don't miss out on a talented candidate just because the content isn't engaging.
3. Company's own recruitment page
A place for candidates to find information about benefits, company culture and other activities. Optimize the recruitment section of the company as much as possible. According to research by Kelton, 55% candidates use mobile devices to access recruitment websites. The content information is not optimized can cause candidates to miss the interesting content about your company. The presentation and content inside also represent, partly represent the brand of that company
4. Online Employer Reviews
Viewing direct reviews is a way for candidates to objectively learn about NTDs. It will be great if your company has positive reviews from employees in the company on Fanpage on Facebook or reviews on Linkedin. Take care and control these reviews well.
5. Social media communication
Social media is an important part of brand management as it is an environment that creates opportunities for individuals to get involved. When employees in the company also have the opportunity to be "brand ambassadors" by their own interactions, positive comments about the company itself will bring good effects not only to candidates but also to communicate to many people. other audiences like your investors and customers. Moreover, if the company's representative pages are rarely updated, the social media accounts of employees in the company can also become a place to spread information activities, celebrations.
6. Employee referrals
A strong brand but not a good employer brand, the introduction of candidates from employees is not possible. Proud employees are often willing to recommend suitable candidates they know with the company's application needs, but disgruntled employees are not, they even speak badly of the company. Therefore, branding is not only done on the outside, but also needs to be done well on the inside.
Recruitment branding is recruitment trends Highlights in recent years help businesses attract talent and recruit top candidates. If your company has not focused on these things, start doing it right away.
