HR Check In: The Easiest Way to Boost Your Employer Brand

HR Check In: The Easiest Way to Boost Your Employer Brand

Emily Check

Employer brand has definitely been one of the most popular topics of discussion in the HR industry this year. Check out the first two articles below to learn about easy ways to boost your employer brand, and five mistakes to avoid when working on your employer brand strategy. But that’s not the only prevalent topic this year in talent acquisition and HR—read on to learn why long hiring delays are pushing time-to-fill rates to record highs, and what you can do to avoid losing out on talent.

The Holy Grail of Employer Branding: Employee Generated Content (Recruiting Blogs)

What’s employee generated content? It’s simple—content that your employees create about your company and industry. Research shows that an employee-generated video is twice as effective as a marketing video, and at a fraction of the cost. The best news about this employer branding technique is that many of your employees are probably already doing it without being aware (think social media, blog posts, LinkedIn descriptions, conversations with friends). Your employees speak the same language as the talent needed to fill open positions on, and they know the day-to-day details that particular positions entail, which HR might not always be in the loop with.

Five Scary Employer Brand Mistakes To Avoid (HR Zone)

The HR industry spends a lot of time discussing how to create and improve your employer brand, but we don’t often hear about what not to do. This article explains five key mistakes that organizations make when trying to amplify their employer brand.

  1. Thinking employer brand means recruitment
  2. Not mapping the employee journey
  3. Not being in it for the long haul
  4. Failing to recognize it as a business function
  5. Failing to listen

Long Hiring Delays Are Costing Companies Candidates While Pushing Time To Fill To Record Highs (ERE Media)

It’s taking longer than ever to fill a job. And even worse, it’s estimated that missing a single “purple squirrel” could cost an organization over a $1 million. Not surprisingly, the biggest losers tend to be the biggest companies. Similarly, more open requisitions means more opportunity for loss. The increasing difficulty in filling jobs has been acknowledged by the HR industry as a costly and concerning issue, however many companies aren’t taking action yet. If your organization is on the fence about the state of the market, this article offers solid statistics on how and why it has shifted to a candidate-driven market.

Mobile Recruiting Is The New Way To Reach Job Seekers (NPR)

This NPR article provides an interesting perspective on the idea of mobile technology and recruiting. Kirk Coleman, a millennial looking for employment in Plano, TX, shares his first-hand experience in the job search process. He explains how much more likely he is to complete a job application on his mobile device for many reasons—most predominately the convenience of using the device that he always has in his pocket. In the last few years a large percentage of organizations have begun to adopt mobile recruiting strategies, however, many still lag behind.

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