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Lately we’ve been hearing a lot about what makes up a company’s employerbrand. You can’t measure employerbrand on traffic to job listings or even to your company profile. Employerbrand management needs to be thoughtful and authentic. What makes an EmployerBrand?
In my role as a Content Marketing Manager at Glassdoor, I was tasked with creating an asset to help recruiters and marketers alike develop a compelling employerbrand. In fact, it’s hard to find any literature that simplifies EmployerBranding. So this is where the idea was born for EmployerBranding For Dummies®.
In their feedback to her nomination, members of the independent panel of judges noted: “Whitney’s passion is evident in the creative ideas that she’s able to execute, the way that she’s able to overcome blockers, and how she’s supporting others at the organization in implementing employerbrand and recruitment marketing strategies.”
Job seekers, on a playing field where the stakes are higher, want that truth, too, before submitting their resume to an employer and job they may call home for years. The post Don’t Fear the Bad Review appeared first on Glassdoor for Employers.
The second Glassdoor EmployerBranding Summit gathered 200 attendees in San Francisco 2015 and over 7,000 live stream attendees from countries around the world on September 25, 2015. ” Jennifer Johnston , Head of Global EmployerBranding at Salesforce. How does a company hire 5,000 people in one year?
What’s the difference between a great candidate experience and a deep, cohesive employerbrand? It’s not a new message, and it’s not a new trend: the shift to social started picking up speed as reflected in the 2013 report. The two work hand in hand. The 2014 edition showed that 78.6%
If you look to LinkedIn you’ll see that the number of profiles identified as retail associates shrunk from almost 200,000 in 2013 to just under 116,000 in 2017, and you may be able to guess why. That’s more people than the coal industry employs in the entire US. But there is no job security anymore.”. percent of retails sales to 11.9
As CareerBuilder’s new e-book, “The Age of Talent is Here: Recruitment for a New Era, ” details, today’s candidates are searching for three key factors when researching prospective employers – and by providing these three things, you’ll be well ahead of the competition. 3 Must-Haves for the Ultimate Candidate Experience.
As a recruiter, asking your CEO, CHRO, CFO or COO for additional budget to recruit a critical position at your company or to promote your employerbrand to attract and influence potential candidates may feel only slightly less painful than a root canal. Now, put on your marketing hat. Step 3: Make the C-Level pitch.
These were the jobs that saw the biggest swing in a particular gender getting hired from 2013 to 2018. For example, if women were 20% of the new grads hired into a specific job in 2013 and were 30% in 2018, that would be a 50% upswing.). Boost your employerbrand to appeal to different audiences.
New Research Proves Job Ads are the Doorway to Your EmployerBrand. The findings from LinkedIn’s latest research study , suggests that if you care about your employerbrand – what people think working at your company is like – you should REALLY care about your job postings. Particularly those on LinkedIn.
Smartphone usage increased by 78% from 2013-2015 and this has been primarily driven by millennials who we already know are very tech-savvy. We recently published a blog post on how important it is for today’s recruiters to become more adept on mobile in order to source, contact and hire the right candidates.
You need to prove to candidates that your company is THE company to work for and that your employerbrand, your benefits and your growth opportunities are better than those of your competitors. In 2014, mobile app usage grew by 76%, and in 2013, it grew by 103%. It’s not enough to offer good jobs anymore.
The average salary of tech pros in 2014 was $89,450 (up almost 2% from 2013). Pacific region tech pros saw the highest bump in salaries, while those in Silicon Valley remained the highest paid in the US earning an average of $112,610 (up 4% from 2013). This opens up quite a few employerbranding opportunities.
Per a LinkedIn study , people listing retail associate on their LinkedIn profile has gone down over 40% from 2013-2017. Software Developer is the fastest growing job in retail, going from 8 th to 3 rd between 2013-2017. Retail Jobs Declining. Career Development Tops in Employee Rewards.
All of our other differentiators are a product of our employees, so having a compelling employment narrative is critical to attracting high-end talent that might otherwise be drawn to bigger brand-name firms. Back in 2013, the prospect of hiring our first full-time employee was stressful.
So in 2013, the company revamped its brand. When developing your marketing and employerbrand collateral, consider how these reflect on your workplace culture. Think scantily clad women kissing nerds or getting body paint applied to them. No wonder the company had a tough time recruiting women.
Want to increase referrals, broaden your candidate pipeline, and up your employerbranding game? A happy alum is a walking advertisement for the company Alumni programs can be a big boost for employerbranding. But alumni programs can also be a great way to bring boomerangs back to the company.
Stick to straightforward language and lean on visuals or video to provide the brand identity you’re looking for. A great example of this is Twitter’s very tongue-in-cheek employerbranding video from 2013. Video can be a great way to show the culture of your company without sounding lame or inauthentic.
Employerbranding is one of the most important aspects of candidate attraction in 2015. So Dice decided to compare data from 2013 and 2014 —the most recent full-year periods for which they have data — relating to which skills employers asked for with increasing frequency within Dice’s job postings.
Copying-and-pasting one generic InMail to dozens of candidates is ineffective, rude and will hurt your employerbrand in the long run. In 2014, mobile app usage grew by 76%, and in 2013, it grew by 103%. Pret A Manger Displays Novel EmployerBrand in Hilarious Twitter Exchange. The Metro.co.uk
Employerbrand videos. A report by Brandemix found 80 percent of respondents believe effectively building an employerbrand helps them be successful in a variety of ways — including attracting skilled job seekers. But my company doesn’t have a brand,” you might say.
How to Delay Delivery of an Email in Outlook 2013. And if we’re not conducting interviews, we’re contributing to our employerbranding efforts on social media. Check out the following tutorials for more information: How to Schedule Emails with Boomerang for Gmail. How to Schedule Gmail Message with a Google Sheet.
The average salary of tech pros in 2014 was $89,450 (up almost 2% from 2013). Pacific region tech pros saw the highest bump in salaries, while those in Silicon Valley remained the highest paid in the US earning an average of $112,610 (up 4% from 2013). This opens up quite a few employerbranding opportunities.
It was brilliantly executed and the outstanding performance resulted in Queensland Tourism undertaking a similar campaign in 2013. This recruitment marketing campaign was a extremely creative idea which not only appealed to candidates’ interests but also their dreams! Source: Fast Company.
There’s also nothing more credible than a company getting some prestigious awards for their workplace, which is the case with Bonobos who are featured in the ‘Best Places to Work’ Awards from 2011-2013 (although the recent omissions could be a worry!).
Click here for our complete “ Recruiter’s Handbook Guide to Instagram ” – everything you need to know about the recruitment-related merits of the app and why using it could be the best thing you ever do for your recruitment and employerbranding efforts. LinkedIn No Longer Supporting Microsoft Outlook Social Connector.
According to the CareerBuilder Veterans Day Job Forecast , more employers are stepping up their efforts to recruit military veterans and their spouses these days. A reported 38 percent of employers plan to actively recruit veterans over the next year, up from 33 percent of employers who said the same in 2014 and 27 percent in 2013.
The first time we did it [in 2013],” he says, “the company must have had between five and 10 people.” That, of course, was an easy thing to plan for. The only person who wasn’t in Athens at the time was Workable’s Vice President of Partnerships, Rob Long , in London.
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