Employer

Branding

Masterclass

Employer branding, and its influence on the

overall hiring process, is something that more

and more companies are becoming aware of.

Some stats for you

to think about.

72%

69%

72% of UK talent acquisition leaders cited that employer

branding has a significant impact on hiring, according to

LinkedIns 2015 UK Recruiting Trends report.

69% of candidates would not take a job with a company

that had a bad reputation, even if they were unemployed,

according to Glassdoor.

Employer branding

sounds like something

you should be

investing in, right?

Youd think so. However, there is a profound gap between

prioritising brand investment

and actually acting on it,

according to LinkedIn.

Ready for your lesson in

employer branding?

Lets begin...

Take a look at your communications. This includes your website content, internal comms, job adverts and candidate communications.

Ensure that they are accurate - no outdated information and certainly no typos!

Does your language reflect your brand? If candidates recognise your brand as fun and quirky, using corporate jargon will seem out of place.

Lesson One: English

Make sure that the content that you produce or the communications you send out adhere to your overall message

(if pride yourself on amazing CSR then a news item on your

latest charity fun run is bang on!)

Consider the visual aspects of your branding; its important that your brand is recognisable.

Keep fonts and colours consistent across your website and social media pages to ensure a seamless visual transition between platforms.

A clean, professional and well-designed website will allow candidates to navigate with ease to learn more about your company and opportunities.

Lesson Two: Art

Technology is a fantastic way to promote your employer brand.

In a Glassdoor survey, 92% of candidates said careers sites were the best place to promote your employer brand, 80% said social media.

Talk about your culture on your careers site by including a Work for Us page.

Lesson Three: IT

Use social media platforms to engage with your audience, post photos to highlight your culture and promote your job

vacancies. Your followers will already be somewhat interested in

your company a great starting point for potential candidates.

Make sure that your brand message translates well across all platforms, countries and people

Even if youre a local company, aim to deliver a universal message that will attract candidates from across the country

Understand how symbols and language resonate in different cultures

Lesson Four: Geography

Get inside the minds of your audience and candidates

What do they feel about your company when they think about you? What do you want them to think? Write down all your ideas and make a plan of how to reach your

goals.

Place your audience/candidates at the heart of everything you do. Think about how easy it is for them to use your careers site. Do you have a long and confusing

application form? Is your site easy to navigate?

Lesson Five: Psychology

Consider the metrics involved in your branding

Metrics are great for measuring your success and what youve achieved

Create an anonymous survey or questionnaire amongst your employees about your brand and culture, and gather the data. Aim to make your employees the

ambassadors for your company.

A set time after implementing your branding strategy, re-calculate those important recruitment metrics, including your time and cost per hire.

Lesson Six: Maths

Interested in

learning how

Webrecruits direct sourcing

solutions can

help your

employer

branding?

Call The Team On

0845 034 9445 or