30-second read (+2:09 watch) | Join the discussion on LinkedIn here
When I say “Employer Branding” what I’m really talking about are:
- Recruiter enablement
- Candidate experience
Let’s break those down:
Recruiter enablement: Giving your recruiters the content they need in order to meet candidates with relevant information at every step of the process. And as a result, have fewer, more productive conversations with more of the right people.
Candidate experience: Meeting your candidates with information that answers their most pressing questions at every step of the process––from awareness to offer.
So, to stay relevant and have a positive impact on the business, the questions Employer Brand leaders need to be asking are:
- What is going to help our recruiters have faster, better, more productive conversations?
- What is going to help our candidates have the most informed experience?
- How do we create that?
Culture content is good. But micro-branding is better. Because it’s relatable.
Think in terms of audience and information.
Get as granular as you can and you will create filters, enable your recruiters, and provide much-needed evolution to the way you and your candidates meet and engage.
Bottom line: Providing relevant information both at the top of the funnel and throughout the hiring process wins.
If you’re enjoying Nate is Learning, I’d love your help spreading the word. Please share this link with a fellow EB lover.