This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
Whether you’re getting started in a new Recruitment Marketing or employerbranding role this year, or continuing to build out the strategy at your current employer, here’s how you can be sure you’ve got your priorities straight. Look for touchpoints that may be negatively impacting conversion and employerbrand perception.
Today I’m going to show some awesome employerbrand marketing strategies. These are the same strategies our top clients use to get (and stay) in the minds of job seekers. It’s a great way to create and market your employerbrand to the masses. This is who candidates and job seekers want to hear from.
They amplify your employerbrand, drive traffic to your careers site and job postings and foster genuine engagement with your talent audience. Earned Media : Publicity gained through non-paid efforts, such as media coverage, industry awards and employee referrals, can significantly enhance your employerbrand reputation.
But despite changing attitudes, 94% of workers want to feel a sense of belonging at work, and most organizations want a healthy company culture where employees are treated fairly and can do their best. Focus on highlighting your values, mission, and workplace culture in your recruitment marketing to strike the right balance.
Build Your EmployerBrand Your employerbrand is what sets your company apart from the competition and represents your company’s reputation in the market. It’s the way you communicate your values, culture, and mission to potential candidates. Use language that reflects your company culture and mission.
For many talent acquisition teams, the focus is on career sites, employerbranding, job advertising and social media. Your company spends millions of dollars attracting candidatesthrough jobboards, paid ads, events and sourcing efforts. When you think about Recruitment Marketing, what comes to mind first?
This is why candidates today check multiple sources to research your company before deciding whether or not to apply for your job or accept your offer. 2: Your Employer Profile on JobBoards & Talent Communities. Pin key employerbranding posts to the top of your feed, where applicable.
Because of this, it’s so important to infuse your candidate experience with your employerbrand. The candidate experience should validate the tone set by all your other employerbranding work and materials. Remember, your employerbrand is the value proposition that you offer employees and candidates.
It’s clear that staying ahead in the fast-changing social media landscape will push all of us in talent acquisition, Recruitment Marketing and employerbranding to embrace these advancements and get more sophisticated with our social recruiting strategies so that we can use these platforms most effectively. You’d be wrong!
Together with Jessie Summerfield, Recruitment Marketing Specialist at Advocate Aurora Health , we presented how to track, measure and report on what’s working in Recruitment Marketing and employerbranding through data. Talent network, job alerts, events: sign-ups (opt-in). Jobboard company profiles: views and impressions.
With Appcast, you can use data and technology to place job ads in the right places at the right times in front of the right candidates to maximize the ROI of your Recruitment Marketing budget. Some of the jobboards and channels included in Appcast’s network. An example of integrating Clinch into a job ad on Google for Jobs.
When researching your organization, candidates aren’t just looking for information on the role, they’re also interested in company culture and values. In fact, this year’s Jobvite Job Seeker Nation Report found that 86% of job seekers say company culture is important in their decision to apply for a job. .
At RallyFwd on May 5, 2021, we heard from an outstanding group of practitioners who persevered through adversity to come out the other side with better employerbranding, candidate experiences, technology, DEI, workforce communication, Recruitment Marketing content and so much more. . Recruiters: will it save recruiters time? .
More and more organizations are hiring Recruitment Marketing professionals and launching employerbrand programs. With so many employers now leveraging their employee value propositions , developing social content and using #LifeAt culture hashtags, we need to come up with increasingly creative ways to set our companies apart.
Our latest Rally community survey revealed that 34% of recruitment marketers work for someone who knows nothing about Recruitment Marketing and employerbranding; 56% are working for someone who is learning about RM/EB at the same time they are; and only 10% are learning about RM/EB from their manager. . So come prepared! Engagement.
Our latest Rally community survey revealed that 34% of recruitment marketers work for someone who knows nothing about Recruitment Marketing and employerbranding; 56% are working for someone who is learning about RM/EB at the same time they are; and only 10% are learning about RM/EB from their manager. . Company culture .
Build a Strong EmployerBrand Your employerbrand is your reputation as a workplace. A strong brand attracts candidates who share your values and are excited about working for you. Organic Posts: Regularly share engaging content related to your industry and company culture.
With social media, paid ads and jobboards becoming a larger part of the Recruitment Marketing mix, many job seekers are bypassing companies’ careers sites entirely during their search. According to the 2019 Clutch Recruiting Survey, 41% of job seekers use jobboard websites to discover open positions.
What if your next great hire isnt searching jobboards but scrolling their social media feed instead? With 86% of jobseekers turning to social media platforms and more alternatives to jobboards than ever, its especially important to meet candidates where they are. In 2025, thats where the talent hunt begins.
A great candidate experience for a strong employerbrand and a strong start for new hires. 70% of companies say referred employees are good fits with the company culture. For people with a rare skill set, the candidate experience rarely begins with a job application. They cost an average of $1,000 less to hire.
In Recruitment Marketing and employerbranding, we all know the power of people stories to attract talent to our company culture and values. We’re hiring and they’re looking for jobs, right? They’re looking for updates from colleagues and from people and brands they follow.
It’s becoming harder and more expensive to recruit candidates through traditional jobboards when practically everyone that a company wants to hire is already employed and therefore not looking for job ads. So a click measures candidate behavior during the candidate journey by showing interest with us as an employer.
From connecting the dots between great healthcare and great careers, to igniting LinkedIn with the childhood dreams of their employees, these content marketing campaigns didn’t just fill positions — they built communities and showcased company cultures in ways that text on a jobboard never could. The takeaway?
Recruitment sourcing strategies are the methods recruiters use to identify, engage, and attract potential candidates for job opportunities. These strategies can range from the traditional, such as posting on jobboards or headhunting, to the contemporary, like leveraging social media or employee referrals.
Having a social recruiting strategy (both for your company’s social pages and your own personal channels) is an opportunity to showcase your employerbrand, highlight employees and bring attention to your company culture and values. It’s not about promoting jobs but getting the attention of passive talent to your company.
Moreover, companies that offer fair pay see positive effects on job satisfaction and employee retention. So, by providing equal pay, businesses can build a strong employerbrand and create an inclusive culture. Improved Company Culture A diverse workforce contributes to a better company culture.
Each offers a unique opportunity to showcase your companys culture and values en route to attracting, converting, and retaining top talent. To maximize the impact of your employerbranding content, it’s essential to distribute it strategically across these channels. No more stock photos!
Recruitment sourcing strategies are the methods recruiters use to identify, engage, and attract potential candidates for job opportunities. These strategies can range from the traditional, such as posting on jobboards or headhunting, to the contemporary, like leveraging social media or employee referrals.
Think recruiting is just about posting on jobboards? Social recruiting has changed the hiring landscape, giving companies fresh ways to showcase their culture and connect with candidates. Traditional recruiting relies on established methods such as jobboards, career fairs, and third-party staffing agencies.
With social media becoming a bigger and bigger part of Recruitment Marketing strategy, talent acquisition teams are devoting more time and resources into building a social recruiting presence to attract talent by showcasing their company culture and career opportunities. What do I mean by this? Well, let’s take TikTok as an example.
Kelly is responsible for recruitment, retention and employerbranding at Northside Hospital , where she manages a team of 40. Jessica helps tell the Advocate Aurora Health employerbrand story through social media, employee stories, employer ambassador activation, career site strategy and more.
Improved quality: You’ve already connected with these potential hires, giving you a better understanding of their skills and cultural fit. Stronger employerbrand: A proactive approach to recruitment shows candidates you value talent and invest in building relationships. This can attract top candidates.
Since the assessment was designed with the company culture in mind, it included a multiple-choice test followed by a secondary evaluation and interview for qualified candidates. KlientBoost needed job-ready hires who fit its culture and had minimal training. This allowed him to fill recurring roles with proven talent quickly.
There are several ways to attract candidates: Job Fairs and Industry Events : Attending events where top talent gathers is an excellent way to meet potential candidates face-to-face. Online JobBoards and Social Media : Actively promote your company’s open positions on platforms like LinkedIn, Indeed, and Glassdoor.
At the macro level, a strong (read: well-coordinated and -executed) hiring strategy offers two benefits for SMBs: Well-designed hiring strategies help increase brand visibility, showcase one’s company culture, and create an attractive employerbrand that draws in top-tier, active job seekers. The good news?
The job industry is not the same as it was 30 years ago. Progresses in AI and automation have created a new work culture that demands highly skilled professionals who drive innovation and work efficiently. This has led to an increase in the number of companies reaching out to external sources of recruitment for hiring talent.
In fact, 55% of job seekers report avoiding certain companies after reading negative online reviews. Companies who care about their employerbrand understand that a mistake during the hiring process can cause potential issues as word travels across the web. Grow Your Talent Pool With Better Experiences.
Conciseness is crucial because lengthy job posts might discourage potential candidates from reading your entire job ad. A well-written job description increases your chances of attracting the right candidates through online jobboards. So, remember, a well-maintained job description isn’t just for external use.
This positively impacts your employerbrand and helps applicants stay engaged during recruitment. Additionally, recruiters can use an ATS to automatically rank applications based on the provided job description. Bonus Material: ClearCompany has helped countless companies achieve their recruiting, retention, and engagement goals.
In this blog post, we will explore why job postings alone are not effective anymore and discuss better ways to hire great candidates. The Problem with JobBoards: Jobboards used to be a popular way for job seekers and employers to connect.
Modeled after the sales funnel concept, this structured approach helps you visualize how the recruiting process begins with a wide array of potential candidates and gradually narrows at each stage as you assess qualifications, cultural fit, and engagement levels. This stage is crucial for building a strong employerbrand.
Strengthens EmployerBranding Candidate engagement isnt just about filling a specific role for your clients. Its about building their employerbrand. A strong employerbrand, boosted by great engagement, also attracts passive candidatesthe ones who arent actively looking but might be tempted by the right opportunity.
Well-written job descriptions are important for promoting your company’s employerbranding. Modern job descriptions function as concise promotions of your job vacancies, telling your organizational story and enticing prospective hires on how they can become a part of that eventful journey.
Showcase a Positive Company Culture Emphasize your organization’s culture and values in your recruitment process to attract candidates who align with your company’s mission and vision. Showcasing a positive company culture appeals to candidates who share similar values and makes it easier to continuously source candidates.
We organize all of the trending information in your field so you don't have to. Join 123,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content