RECRUITMENT
ONBOARDING
DEVELOPMENT
RETENTION
SEPARATION
RECRUITMENT
ONBOARDING
DEVELOPMENT
RETENTION
SEPARATION
The Employee Lifecycle:
ATTRACTION
Success starts with hiring the right people.
But first, you have to get them in the door.
The Employee Lifecycle:
ATTRACTION
Success starts with hiring the right people.
First, you have to get them in the door.
The Employee Lifecycle:
ATTRACTION
Success starts with hiring the right people. But first, you have to get them in the door.
The Employee Lifecycle:
ATTRACTION
Success starts with hiring the right people.
But first, you have to get them in the door.
The Employee Lifecycle:
ATTRACTION
Success starts with hiring the right people.
First, you have to get them in the door.
The Employee Lifecycle:
ATTRACTION
Success starts with hiring the right people. But first, you have to get them in the door.
The Employee Lifecycle:
ATTRACTION
Success starts with hiring the right people. But first, you have to get them in the door.
Success starts with hiring the right people.
But first, you have to get them in the door.
The Employee Lifecycle:
ATTRACTION
Success starts with hiring the right people.
But first, you have to get them in the door.
The attraction phase starts long before someone decides they are ready to click submit on their application. At the very beginning stages of their job search, prospective candidates are researching companies, exploring different jobs, and evaluating what they want next in their careers. This means that first impressions matter when attracting talent. So, how do you build engagement with potential employees?
YOUR EMPLOYER BRAND
The market perception of what it is like to work for your company, especially regarding the value the organization offers employees in exchange for their skills + time.
YOUR EMPLOYER BRAND:
The market perception of what it is like to work for your company, especially regarding
the value the organization offers employees in exchange for their skills + time.
The market perception of what it is like to work for your company, especially regarding the value the organization offers employees in exchange for their skills + time.
YOUR EMPLOYER BRAND
The market perception of what it is like to work for your company, especially regarding the value the organization offers employees in exchange for their skills + time.
Your employer brand should send out clear messages about who you are,
what you do, and why you’re different. Most importantly, it should create a
sense of excitement and urgency about working for your company. While
this takes effort, the better you are at employer branding, the more likely you
are to attract the right talent!
To reach this talent, here are the top three places where you should promote your brand:
THE COMPANY'S ONLINE PRESENCE
THE COMPANY'S ONLINE PRESENCE
THE COMPANY'S ONLINE PRESENCE
Your company website and social media profiles are typically the first places a job seeker will go when conducting company research. As a result, an outdated, inconsistent, or overly basic online presence can have a major impact on your ability to attract talent.
Over 50% of job seekers start their search by visiting an employer’s website and 62% of job seekers visit social media sites to evaluate an employer’s brand
Your company website and social media profiles are typically the first places a job seeker will go when conducting company research. As a result, an outdated, inconsistent, or overly basic online presence can have a major impact on your ability to attract talent.
Over 50% of job seekers start their search by visiting an employer’s website and 62% of job seekers visit social media sites to evaluate an employer’s brand
Your company website and social media profiles are typically the first places a job seeker will go when conducting company research. As a result, an outdated, inconsistent, or overly basic online presence can have a major impact on your ability to attract talent.
Over 50% of job seekers start their
search by visiting an employer’s website
and 62% of job seekers visit social
media sites to evaluate an employer’s brand
Over 50% of job seekers start their search by visiting an employer’s website and 62% of job seekers visit social media sites to evaluate an employer’s brand
While they are related, your company website and social media profiles do serve different purposes for job seekers. While the former is where someone would go to learn more tangible facts like the company’s history, mission, and service/product offerings, social media is where they get to know more about your culture, reputation, and employees. Your overall message should feel consistent across all of these channels, but the factors you’ll want to focus on for each could vary.
ON YOUR WEBSITE, ensure employees
can easily find:
company history
your mission + values
current job openings
company culture
perks + benefits
leadership
ON SOCIAL MEDIA, give candidates a
taste of your culture by:
sharing photos
highlighting fun initiatives
publishing frequent updates
ON YOUR WEBSITE, ensure employees can easily find:
company history
your mission + values
current job openings
company culture
perks + benefits
leadership
ON SOCIAL MEDIA, give candidates a taste of your culture by:
sharing photos
highlighting fun initiatives
publishing frequent updates
EMPLOYER REVIEW SITES
EMPLOYER REVIEW SITES
EMPLOYER REVIEW SITES
Employer review sites like Glassdoor and Indeed have made the employment experience more transparent than ever before. With this kind of information readily available to potential employees, they know they can get an inside look at your company before even taking the time to apply for a role. And guess what? Job seekers can be easily swayed by these reviews.
55% of job seekers abandon applications after reading negative reviews online
Employer review sites like Glassdoor and Indeed have made the employment experience more transparent than ever before. With this kind of information readily available to potential employees, they know they can get an inside look at your company before even taking the time to apply for a role. And guess what? Job seekers can be easily swayed by these reviews.
55% of job seekers abandon applications after reading negative reviews online
Employer review sites like Glassdoor and Indeed have made the employment experience more transparent than ever before. With this kind of information readily available to potential employees, they know they can get an inside look at your company before even taking the time to apply for a role. And guess what? Job seekers can be easily swayed by these reviews.
55% of job seekers abandon applications
after reading negative reviews online
55% of job seekers abandon applications after reading negative reviews online
MANAGE YOUR BRAND on employer review sites by:
claiming your company profiles
establishing brand advocates within the company
monitoring and responding to reviews
taking action to make improvements to your hiring
process, company culture, and benefit offerings
MANAGE YOUR BRAND on employer review sites by:
claiming your company profiles
establishing brand advocates within the company
monitoring and responding to reviews
taking action to make improvements to your hiring
process, company culture, and benefit offerings
MANAGE YOUR BRAND on employer review sites by:
claiming your company profiles
establishing brand advocates within the company
monitoring and responding to reviews
taking action to make improvements to your hiring
process, company culture, and benefit offerings
JOB DESCRIPTION
JOB DESCRIPTION
JOB DESCRIPTION
When it comes to employer branding, your job descriptions should never be an afterthought. You’ve committed a great deal of time and resources to get someone ready to apply, so why lose them at the finish line with a generic, boring, or off-brand job description?
IF THE TONE OF YOUR JOB POST DOESN'T MATCH YOUR CULTURE,
IF THE TONE OF YOUR JOB POST DOESN'T MATCH YOUR CULTURE,
APPLICANTS ARE 2-4X LESS LIKELY TO APPLY
APPLICANTS ARE 2-4X LESS LIKELY TO APPLY
In a job market where job seekers can easily scroll through hundreds of job postings a day, your job descriptions should not only to set you apart, but also attract the right type of candidate. And to convince this person to click submit, everything you are selling—from your culture to the actual job—needs to be tied together.
Assemble a STAND-OUT JOB DESCRIPTION by:
choosing the right title
connecting the job back to the company's mission
being flexible on requirements so you don't
deter excellent candidates
framing job responsibilities in terms
of growth and development
Assemble a STAND-OUT JOB DESCRIPTION by:
choosing the right title
connecting the job back to the company's mission
being flexible on requirements so you don't
deter excellent candidates
framing job responsibilities in terms
of growth and development
Assemble a STAND-OUT JOB DESCRIPTION by:
choosing the right title
connecting the job back to the company's mission
being flexible on requirements so you don't deter excellent candidates
framing job responsibilities in terms of growth and development