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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.
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? .
Here are some ways to get your employerbrand in front of veteran and military hires: 1. This can be a great place to introduce your employerbrand to this demographic. This will showcase your veteran friendly culture to candidates and encourage them to consider your organization for their next employment opportunity.
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 .
A happy, healthy employerbrand excites and engages jobseekers. But a bad brand? Your employerbrand isn’t just your logo. It’s your reputation as a company and as a place to work; it should communicate your employer value proposition (EVP). . Candidates Take EmployerBrands Seriously.
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.
Having a strong employerbrand is critical to not only recruiting top talent – but attracting and retaining talent which is even more important. So how can you build and maintain a strong employerbrand? Create a presence on Glassdoor and become an engaged employer. Hire people who fit with your culture.
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?
As you grow, how do you attract top talent in unfamiliar locations while staying true to your company’s employerbrand? Ask questions like: What aspects of our employerbrand stand out here? How do people typically search for jobs or learn about employers in this area?
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.
Regardless of whether you’re looking to hire a single person, build a new team or plan your organization’s talent pipeline, jobboards are the place you’d most likely start. . Despite talk of their irrelevance, there are more jobboards today than ever before. Understanding JobBoards. And for good reason.
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.
Is there a difference between product marketing and consumer brand? Is there a difference between recruitment marketing and employerbrand? For the sake of this post, let’s focus squarely on the employerbrand and recruitment marketing. What is an employerbrand? Employerbrand is holistic.
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.
Whether your business is aware of it or not, it has an employerbrand. Attracting and retaining the best talent is going to be a challenge, requiring businesses to understand and communicate their employerbrand more effectively. What is an employerbrand? .
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.
This week, let’s talk about best practices for bulking up your employerbrand muscle. . Candidates Consider Brand Health and Fitness . Jobseekers take employerbrands seriously, and the numbers prove it. . About 70% of candidates report that employerbranding is essential when considering a job offer.
Research shows that jobboards on average gather 43% of all applications companies receive for new job openings. But while jobboards may have the highest number of applications, their conversion-to-hire rates fall drastically behind other sources of hire like employee referrals and company career sites.
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.
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.
No one watches your culture video If you film it, they will come, right? Recruiting teams have gotten wise to how powerful employerbrand can be when trying to attract applications. The post Why No Job Seekers Watch Your Culture Video appeared first on Take the Interview.
Did you know that 68% of employers are dissatisfied with the jobboards they are currently using? Metrics to consider when determining the value of your current jobboard are time-to-hire, quality of hire, cost-per-hire, cost-per-application, and app-to-hire ratios. Is my current jobboard solving my problems?
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