The success of each firm hinges on its folks. However attracting the most effective expertise isn’t all the time a simple feat. Corporations usually make investments important quantities of cash into the underside of the recruitment course of — job boards and recruiters. However at Flexa, we’ve discovered that an important employer model can scale back hiring prices while attracting the high-quality candidates your organization must develop.
At its easiest, employer branding is a mixture of:
Your employee value proposition (EVP), which can in all probability centre round your working setting and versatile working insurance policies
Your organization tradition
Your staff’ voices.
After which, importantly, figuring out precisely how and the place to shout about all this tough work!
Right here’s the way it’s completed.
1. Determine your Worker Worth Proposition
A powerful employer model is constructed on authenticity, transparency, and a constructive status. Begin by figuring out what you wish to be identified for, what you characterize, and what you may provide staff that different corporations can’t (that is your EVP). That is the proper time to establish any areas for enchancment that don’t mirror positively in your model. It’s by no means too late to shake up firm tradition to draw and retain a contented crew.
When setting out your EVP, be certain to be genuine. There’s no level in making guarantees you may’t hold, as this solely results in disgruntled new hires afterward.
When you’ve recognized your EVP and what makes you distinctive, you may start shouting about it.
2. Leverage social media
Social media is an indispensable instrument for employer branding. Create a powerful presence on related platforms (at Flexa we love LinkedIn) and constantly share content material that displays your organization’s tradition, values, and worker achievements. Interact with potential candidates by way of related hashtags and take part in business discussions (internet hosting your webinars will be a good way to attract folks in). By using these platforms successfully, you may attain a broader expertise pool and scale back reliance on costly recruitment businesses or job boards by having expertise excited to be a part of your organization when you find yourself prepared to rent.
3. Encourage worker advocacy
There are not any higher advocates to your firm than those that already be just right for you. They’re your greatest ambassadors and probably the most genuine advertising instrument. Encourage staff to share their constructive experiences and wins on social media; and amplify their tales by way of firm channels and web site testimonials. At Flexa, our crew usually posts about how they’re taking advantage of versatile work.
By leveraging employee voices, you may faucet into the networks of trusted staff while giving potential candidates a useful window into your world, to allow them to make an informed determination about whether or not you’re the suitable match for them.
Bear in mind although, this must be genuine: individuals are good; they’ll inform when somebody has been informed to publish one thing good about an organization. The true tales from actual staff can have a way more important impression!
4. Shake up your success metrics
Many corporations will measure their employer model’s success utilizing functions and hires alone. However your employer model is much extra intensive than that, so you might want to evolve the advertising metrics you utilize to measure it.
Employer model is a strategic advertising effort. Subsequently, when beginning out, contemplate measuring the success of your efforts utilizing metrics like attain (impressions/profile views on firm and worker pages), engagement (firm saves/likes/subscribes/ speculative curiosity), and viewers relevance (range/geography/ abilities of candidates coming by way of the pipeline).
Decrease down the funnel, you might want to measure functions and hires, in addition to issues like alignment and variety. For those who concentrate on getting most related attain to start out with, you’ll drive down your final value to rent.
5. Foster constructive candidate experiences
Treating candidates with respect and offering them with a constructive expertise through the hiring course of can considerably impression your employer model. Preserve clear communication all through the method, present well timed suggestions, and provide a easy and environment friendly software course of. Even when a candidate just isn’t chosen, leaving them with a constructive impression can result in suggestions or future functions. This strategy helps construct a powerful employer model and reduces the necessity for intensive and expensive recruitment efforts sooner or later.
6. Don’t simply concentrate on employer model once you’re hiring
An employer model doesn’t simply want your consideration once you’ve obtained roles to fill. If you wish to construct a powerful expertise pipeline, you might want to have a real focus in your employer model all 12 months spherical.
Fairly than forcing functions reactively when you could have vacancies, concentrate on proactively nurturing relationships with potential candidates and fascinating with passive candidates on-line, on platforms like Flexa, and at networking occasions and conferences all 12 months spherical. Preserve common communication with these people utilizing the free channels at your disposal. Being constant in these efforts pays dividends in the case of bringing nice expertise by way of the pipeline and decreasing your value to rent.
Employer branding needs to be a vital a part of your expertise attraction and advertising technique. For those who’re not doing it, take just a few steps to get began. It’s simple as soon as you understand how.
By Beth Carter, Head of Development at Flexa.
The success of each firm hinges on its folks. However attracting the most effective expertise isn’t all the time a simple feat. Corporations usually make investments important quantities of cash into the underside of the recruitment course of — job boards and recruiters. However at Flexa, we’ve discovered that an important employer model can scale back hiring prices while attracting the high-quality candidates your organization must develop.
At its easiest, employer branding is a mixture of:
Your employee value proposition (EVP), which can in all probability centre round your working setting and versatile working insurance policies
Your organization tradition
Your staff’ voices.
After which, importantly, figuring out precisely how and the place to shout about all this tough work!
Right here’s the way it’s completed.
1. Determine your Worker Worth Proposition
A powerful employer model is constructed on authenticity, transparency, and a constructive status. Begin by figuring out what you wish to be identified for, what you characterize, and what you may provide staff that different corporations can’t (that is your EVP). That is the proper time to establish any areas for enchancment that don’t mirror positively in your model. It’s by no means too late to shake up firm tradition to draw and retain a contented crew.
When setting out your EVP, be certain to be genuine. There’s no level in making guarantees you may’t hold, as this solely results in disgruntled new hires afterward.
When you’ve recognized your EVP and what makes you distinctive, you may start shouting about it.
2. Leverage social media
Social media is an indispensable instrument for employer branding. Create a powerful presence on related platforms (at Flexa we love LinkedIn) and constantly share content material that displays your organization’s tradition, values, and worker achievements. Interact with potential candidates by way of related hashtags and take part in business discussions (internet hosting your webinars will be a good way to attract folks in). By using these platforms successfully, you may attain a broader expertise pool and scale back reliance on costly recruitment businesses or job boards by having expertise excited to be a part of your organization when you find yourself prepared to rent.
3. Encourage worker advocacy
There are not any higher advocates to your firm than those that already be just right for you. They’re your greatest ambassadors and probably the most genuine advertising instrument. Encourage staff to share their constructive experiences and wins on social media; and amplify their tales by way of firm channels and web site testimonials. At Flexa, our crew usually posts about how they’re taking advantage of versatile work.
By leveraging employee voices, you may faucet into the networks of trusted staff while giving potential candidates a useful window into your world, to allow them to make an informed determination about whether or not you’re the suitable match for them.
Bear in mind although, this must be genuine: individuals are good; they’ll inform when somebody has been informed to publish one thing good about an organization. The true tales from actual staff can have a way more important impression!
4. Shake up your success metrics
Many corporations will measure their employer model’s success utilizing functions and hires alone. However your employer model is much extra intensive than that, so you might want to evolve the advertising metrics you utilize to measure it.
Employer model is a strategic advertising effort. Subsequently, when beginning out, contemplate measuring the success of your efforts utilizing metrics like attain (impressions/profile views on firm and worker pages), engagement (firm saves/likes/subscribes/ speculative curiosity), and viewers relevance (range/geography/ abilities of candidates coming by way of the pipeline).
Decrease down the funnel, you might want to measure functions and hires, in addition to issues like alignment and variety. For those who concentrate on getting most related attain to start out with, you’ll drive down your final value to rent.
5. Foster constructive candidate experiences
Treating candidates with respect and offering them with a constructive expertise through the hiring course of can considerably impression your employer model. Preserve clear communication all through the method, present well timed suggestions, and provide a easy and environment friendly software course of. Even when a candidate just isn’t chosen, leaving them with a constructive impression can result in suggestions or future functions. This strategy helps construct a powerful employer model and reduces the necessity for intensive and expensive recruitment efforts sooner or later.
6. Don’t simply concentrate on employer model once you’re hiring
An employer model doesn’t simply want your consideration once you’ve obtained roles to fill. If you wish to construct a powerful expertise pipeline, you might want to have a real focus in your employer model all 12 months spherical.
Fairly than forcing functions reactively when you could have vacancies, concentrate on proactively nurturing relationships with potential candidates and fascinating with passive candidates on-line, on platforms like Flexa, and at networking occasions and conferences all 12 months spherical. Preserve common communication with these people utilizing the free channels at your disposal. Being constant in these efforts pays dividends in the case of bringing nice expertise by way of the pipeline and decreasing your value to rent.
Employer branding needs to be a vital a part of your expertise attraction and advertising technique. For those who’re not doing it, take just a few steps to get began. It’s simple as soon as you understand how.
By Beth Carter, Head of Development at Flexa.