How to turn employees into brand ambassadors to tell ideal-fit job seekers why your company is a great place to work
The art of responding to company reviews (good and bad) on your Glassdoor profile to build trust with job candidates and employees alike
Why asking interview candidates for feedback on their experience can improve your hiring process
How to weave company core values, mission and culture into all your messaging
Have you heard that 69% of Americans would nix a job offer—even if they were out of work—with a company with a negative reputation?
These days, with so much competition for superstar talent, a great employer brand counts big time. But upgrading yours doesn’t need to break your HR or recruiting budget. In fact, leaning on employees to share your company story, treating job candidates like valued customers and adding the “employer perspective” to company reviews on social channels and Glassdoor pretty much costs zilch—just time, effort and a little C-Level blessing.
Never mind the swag! Think employer brand, potential, career development and transparency when going after grads. Learn why "work ethic" and "potential" often trump simple job application requisites like "college major" and "GPA," why you should tap current employees as brand ambassadors, and why responding to every applicant pays off whether you hire them or not.
Most organizations treat employment branding as a component of a larger talent acquisition strategy. By contrast, the employment brand team at RBC works to attract key talent from around the world, and also foster internal employee engagement. ...
If you had just 60 seconds to sell a job candidate on why your company is a great place to work, why your employees love their work and why your mission is making the world a better place, would you have the story nailed?