July 28, 2021
August 4, 2021
Effective employer branding has long been part of a successful recruitment process—and for good reason.
95% of candidates cite a company’s reputation as a key consideration when exploring new career opportunities, and 69% would reject an offer from a company with a bad employer brand, even if they were unemployed. What’s more, companies who don’t focus on employer brand are forced to offer a minimum of 10% pay increase in order to compete with other employers.
And while this concept isn’t new, the impact of employer branding has never been greater than in the post-pandemic labor market. As job seekers juggle health concerns, childcare challenges, and career pivots, they’re looking more closely at how company’s present themselves.
So how can employers stand out? We reached out to JazzHR’s partner network for expert tips on presenting a compelling employer brand. Here’s what they said:
Employers must have an up-to-date “People Deal” (modern version of an EVP) which inspires + defines a holistic employee experience and unique employer features based on how their target talent audience(s) have expressed they want to feel at work as humans. This is a necessary evolution from the common employer practices of simply listing a number of company-oriented features and hoping it drives the right levels of attraction from the right talent profiles.
The People Deal ™ should be championed at the highest level of the organization and owned by all HR functions + its People Managers – not just Talent Acquisition. It is truly the foundation from which all else is built – a strong employer brand, value-driving people strategies, an effective culture, and on-demand accessibility to top talent across a number of diverse audiences, just to name a few.
In the current marketplace, employers are looking for an effective way to cut through the noise to authentically attract and engage with candidates across various channels.
A job description is often the first touch a candidate has with an organization. By enhancing job descriptions with visuals (video and images) and storytelling, teams provide greater insights into both the role and the corporate culture of the organization. This approach results in a more thoughtful review by a more qualified candidate, ultimately creating the important connection that pulls desired applicants into the pipeline.
As a marketing agency, we often help our clients elevate their employer brand. In some cases, it’s their most important marketing initiative. To be successful, we recommend starting with a strong internal brand message platform. Here are three key elements:
These elements can be developed from the top-down, or created with input from your team via interviews, surveys, or small focus groups. These core messages then power your employer branding initiatives, helping to set your company apart and attract and retain the best talent possible.
As the nation’s largest network of frontline care workers, we have a unique front-row seat into what caregivers are most interested in from a potential employer. Based on our research here at myCNAjobs, here are a few examples of things employers can do right now to move the needle.
Employer branding starts with building a company culture that makes your employees want to be your biggest advocates. You can write blogs, put out clever job ads, and manage PR, but if you don’t build a great culture internally, your branding won’t ring true—and candidates will notice. Here are 5 things you need to have to keep your employees happy, healthy, engaged, and singing your praises: