Employment Branding

Attract the right hires with a compelling employment brand

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.

2019 Strategic Talent Acquisition Conference

Customer-Centric TA: Deliver Exceptional Service to the Candidate, Hiring Manager and the Business

We learned how the most successful TA leaders use their expertise and powers of influence to make strong talent decisions to attract and keep the right people at the 2019 Strategic Talent Acquisition Conference in Denver on June 10-12, 2019.

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Learn More about Employment Branding with our Top Resources

BlogBrand Police

Employer Branding and the Brand Police

September 23, 2013 | Adrienne Whitten | HCI

As someone who has worked at the intersection of recruiting and marketing for many years, I find the evolution of employer branding fascinating.  The companies who are at the leading edge of employer branding (and I believe that SuccessFactors is one of them), have accomplished a master feat of collaboration with the corporate branding team (aka the ‘brand police’). 
 
We all know that companies with strong brands have a real and valid need to protect the essence of the brand like a dog protects a bone. But in today’s world of social media, holding too tight can backfire, and not marrying the corporate and employer brand is a missed opportunity. 

BlogCandidate Start

Activate the Passive Candidate

September 17, 2013 | Daniel Fogel | HCI

The talent acquisition field hears a lot about passive talent now. A quick Google search on “passive candidates” returns more than 1,790,000 hits. There is no shortage of experts and firms offering advice on how to best search for, engage and hire these elusive candidates.  
 
What is the best way to move forward? Jessica Miller-Merrell offered some great advice in a recent post. She broke down the task into three distinct sources: references, employee referrals and the firm’s current database. Using the references of candidates applying for open positions is an often talked about source of qualified candidates that may not be actively seeking new positions...   

BlogPassive Myth

The Myth of Passive Candidates

September 3, 2013 | Daniel Fogel | HCI

In June of 2013, LinkedIn announced that they have more than 225 million members in over 200 countries.  It is hard to find a professional now who does not have a LinkedIn account and roughly 40% of LinkedIn users log on at least once a day.  LinkedIn exists as a social network to connect the workforce, share content, endorse coworkers and find jobs.
 
Many active job seekers use social networks like LinkedIn to find jobs on a personal level, and one can see many talent acquisition professionals using these same networks and tools, to source “passive” candidates on a professional level.   A passive candidate is a qualified individual who may not be actively seeking new employment opportunities but would be interested for the right job.  It stands to reason though, that if one asked any coworker if they would be willing to do the same job for more money, better benefits or improved work/life balance, the answer would be yes.  The reality is almost everyone is open to the idea of a new job; they are just open to or engaged to that idea at various degrees.  

BlogProblem with Multitasking

The Brokenness of Multitasking

September 3, 2013 | William Tincup, SPHR | HCI

Can you: (1) tap your head, (2) pat your stomach, (3) make a circular motion with your right foot, and (4) blow a bubble with bubble gum at the same time?
Stop reading this article for a moment… try it.
Yeah, me either.  Complete and abject failure.  I can do 2 of 4 and occasionally 3 of 4… but never… never as in never never all 4 at the same time.
This past summer (defined as 6/1 to 9/1) I gave myself a sabbatical from social media (defined as blogging, podcasting, Facebook, LinkedIn, Twitter, Instagram and Pinterest).  My biggest lesson from being “away” from social media… the concept of multitasking is both a lie (that we tell ourselves, others and we allow others to tell us) and it isn’t all that effective.

ArticleArticle

How to Attract Millennial Employees

August 27, 2013 | Lindsey Pollak | Lindsey Pollak

According to an often-cited report from theBusiness and Women Professional’s Foundation, Generation Y will make up almost 75% of the world’s workforce by 2025.  With just a little over a decade to go, the smart employer is taking ...

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ArticleArticle

The Next Evolution of Corporate Social Media Management

August 26, 2013 | Steve Boese | Steve Boese

Just might be something like Beatrix - a new 'advanced virtual social media assistant' that can assist organizations, (or individual 'thought leaders' as well I suppose) in their quests to become 'social media ...

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BlogBalancing Risk

Balancing Risk and Agility in HR

August 13, 2013 | J. Keith Dunbar | HCI

If you haven’t read any global Chief Executive Officer (CEO) studies, then I encourage you to do so…quickly.  As you take a gander, you will quickly see that there is a lot of agreement between what these studies are saying even if each study is trying to be unique in the terminology they use.  So the most recent Duke Corporate Education 2013 CEO study came to my attention in last couple of weeks.  In it the researchers sought to understand that within the unpredictable business environment that has become the “new normal,” what are the challenges that CEOs face in dealing with this environment.  

2019 Strategic Talent Acquisition Conference

Customer-Centric TA: Deliver Exceptional Service to the Candidate, Hiring Manager and the Business

We learned how the most successful TA leaders use their expertise and powers of influence to make strong talent decisions to attract and keep the right people at the 2019 Strategic Talent Acquisition Conference in Denver on June 10-12, 2019.

Location & Venue

Sheraton Denver Downtown
1550 Court Place
Denver, CO 80202
888-627-8405

Call 888-627-8405 and reference Human Capital Institute 2019 Strategic Talent Acquisition Conference to take advantage of the $249 room rate. Don’t wait, the offer expires May 20, 2019. Click here to book your room now!

2019 Strategic Talent Acquisition Conference

Today’s talent acquisition needs an end-to-end, customer-centered approach.

We learned how the most successful TA leaders attract and keep the right people at the 2019 Strategic Talent Acquisition Conference in Denver on June 10-12, 2019.

Learn More