20-second read (+0:44 watch)
If you’re recruiting competitive talent, it’s likely that sending outbound messages to passive candidates is your number one sourcing motion.
And if this is you, then you’re probably thinking: How do we start doing Employer Branding and what does it look like?
Here’s the 80/20 breakdown of where to focus your attention:
80% of your time should be spent on recruiter enablement –– creating content + messaging for outbound that is so good it cuts through the noise and starts conversations with the right people.
You want to increase response rates + shorten screening call times. (New hires with less recruiter effort.)
20% of your time should be spent on brand marketing through content channels.
Micro-events, webinars, a podcast, organic social, employee-owned content, an engineering blog, etc. (Growing an audience.)
Over time, if you do the 80% right––be content-led, distribute relevant information, full transparency––and commit to the 20% long-term, these percentages will shift.
But it starts by making the thing you do most often really, really good.
P.S. James Hornick and I are covering this topic tomorrow (3/31) at 12 pm PST.
The Employer Content Show: Why Outbound is Here to Stay (And How to Do it Better)
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