As recruiting practices become more digital and more transparent, you need to use marketing techniques and social media to attract the right hires to your organization via a compelling employment brand. Your employee value proposition (EVP) articulates the experiences and rewards the organization provides in exchange for the employee’s knowledge, skills, and abilities. Employment brand also reflects the culture of your organization and your candidate management philosophy. Use social networking to attract, grab the interest of passive candidates with your online reputation, and update your systems to better manage digital recruiting efforts.
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To better understand the outcomes of Design Thinking approaches when applied to the challenges of talent acquisition, we conducted a survey of over 300 HR practitioners and interviewed a panel of design specialists and talent acquisition ...Read more
Businesses spend a great deal of time developing competitive brands that they hope will flourish in the marketplace. They try to put their best foot forward and make their products or services attractive to potential clientele, who they hope will eventually become brand ambassadors. While determining a business’s ideal client is certainly part of the branding process, the rationale behind it can often get lost in the shuffle over time. When this happens, loyalty waxes and wanes.
Discover how to utilize new media and channels to reach passive candidates while developing new roles for recruiters to be talent advisors and social experts.
Sixty-nine percent of US professionals would pass on a job offer if it comes from a company with a bad reputation, according to a 2016 Jobvite study. HR leaders must stay way ahead of the curve, and maintain a company’s reputation in a way that makes them an employer of choice.
Discover the three strategies to attract and retain the best talent, starting with defining your Employee Value Proposition (EVP).
Learn how a personalized, omni-channel approach can accelerate your best-fit candidate attraction and how real-time analytics can empower recruiters to be predictive rather than reactive to save time and reduce CPH.
The field of Marketing, in particular, continues to evolve at a breakneck pace. What can recruiting leaders learn from their marketing counterparts?
If the past year taught us anything, it’s that we live in a divided nation. In fact, nearly 80% of Americans — an all-time high — believe the country is split in two. With this year’s Jobseeker Nation Survey of 2,000 ...Read more
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