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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The web and blogosphere have been flooded with tips on employer branding lately. Does the firm need to avoid the 3 biggest employer branding pitfalls or need tips for managing the employer brand? Should the firm listen to thought leaders like George Anders and use LinkedIn to fix the brand as he suggested for Forbes recently?
In order to effectively compete for top talent, it’s important to create an employment brand that directly reflects the company culture and values. Join this webcast to learn how to align the employment brand with the consumer brand and the tools and technologies needed to make the strategy work.
With all of the choices and selections available, how do you decide where to go, what to post and the resources to allocate to it? If the company isn’t explicitly saying and doing something with the employer brand, the firm is inadvertently sending a message to potential candidates.
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.
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...
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.
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.
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 ...Read more
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