Do potential employees understand and relate to your brand?
If you aren’t making sure your company’s reputation precedes it as a great place for employees to work, develop their careers and skills, and contribute to a greater corporate mission, you could be losing talent to firms with a better public presence.
The advent of social media and digital marketing means that potential hires often attempt to get a wide and deep understanding of what it’s really like to work for a business before considering an interview or job offer. If they consistently don’t like what they see – or they can’t find anything at all – it may be difficult to fill the jobs you need that will allow your company to grow and expand to its fullest potential.
With everything from reviews on websites like Glassdoor, to comments on Facebook and Twitter and videos on YouTube and Instagram, job-seekers can see everything from the comments of a disgruntled ex-employee (or current employee) to documentary-style videos of your company’s last community service project.
If you’re a business owner, HR executive, or anyone else charged with recruiting for your organization, it’s your job to ensure that potential employees get the right idea about your firm when they search it out on Google. Follow these guidelines to learn how to help define your brand online – and which pitfalls to avoid when it comes to attracting top talent.
What sets your company apart from the crowd?
Whether it’s an amazing corporate training program, a close-knit company culture, great benefits, or the opportunity to work with influential people or emerging technologies, almost every company has something that makes it a unique and desirable place to work.
If you’re not quite sure what your organization’s competitive edge is, you may want to survey employees to find out what they think the best part of working for your company is; you may be pleasantly surprised by what you find!
Once you analyze the results of any surveys or questions you’ve asked your workers, you’ll most likely have a much better understanding of your company’s culture and you can focus that into one or more major selling points. And now that you know why your employees think it’s great to work for your company, you need to transform that info into action.
Use your employees to represent your brand
To really improve the public perception of your company, you’ll want to use the selling points you’ve found through your employee research and begin to apply them to your marketing and recruiting materials, making them more informative and, most importantly, more authentic. But advertising and recruiting materials can only go so far; for potential recruits to really get an accurate picture of the culture at your organization, employees will need to extol the virtues of your brand themselves.
This could mean asking members of your team to write blogs about their experiences with your company, having them make Instagram posts of themselves at work, or even encouraging them to reach out to qualified people in their network who might be interested in a position. The idea isn’t to micromanage this process. It simply involves asking your employees share their authentic experiences at your firm, which will naturally attract talent interested in a similar work environment.
Perception is reality
When it comes to making sure the public perception of your company isn’t undermining your ability to attract the best people, knowledge about how your employees feel about their workplace is essential. If you don’t already know them, discover the best parts about your environment and use these features to boost your company’s profile and recruit the best employees.
For more tips on how to recruit top talent, contact Capital Markets Placement at 212.342.7430 or fill out our online form today for a free consultation.