People are the heart of any organization and showing off your teams becomes the proof in the employer brand pudding. Candidates want to hear more about employee experiences and what goes on behind the scenes – the failures as well as the successes.
The stats speak for themselves:
91% of candidates seek out at least one online or offline resource to evaluate an employer’s brand before applying for a job
9 out of 10 candidates would apply for a job when it’s from an employer brand that’s actively maintained
76% of candidates want details on what makes your company an attractive place to work.
75% of active job seekers are likely to apply for a job if the employer actively manages its employer brand
The list goes on. Bottom line – showing off your team helps convert candidates. Enter: The Org.
The Org’s definition and view of Employer Branding:
Employer Branding: How you position your company in an authentic way to become an employer of choice for top job candidates.
Set the expectation that every employee drives the culture and represents the company in sourcing and recruiting. Top talent follows top talent.
Our Three Principles of Employer Branding:
You have an employer brand whether you’re managing it or not. It is how your company is perceived by candidates for all roles. The only question you need to ask yourself is: are you defining it - or letting it define you?
Employer branding is a process, not an outcome. Every day you have open job posts, you are getting views and interactions from potential candidates. You should strive to deliver a high-quality experience for those people 24/7.
Your employer brand starts with current employees. Everyone at your company is a front-line operator of your employer brand. Candidates will spend time learning about your people, and through them, your values and culture.