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Employer Brand News: The difference between recruitment marketing and employer branding

Difference Between Recruitment Marketing and Employer Branding

It’s amazing when we, and our thinking, can evolve quickly. But a lot of times, things get lost in translation – we take what we know about one concept and apply it broadly. Think about AI (Artificial Intelligence); it’s often confused with IA (Intelligent Automation), as well as Machine Learning.

 

Employer Brand Advice: Your employer brand: How to be more attractive to tech professionals

Your employer brand: How to be more attractive to tech professionals

Highly talented tech professionals are spoilt for choice, so attracting them is all about standing out from the crowd. Gary Crowe from jobs board DICE explains how to create a strong employer brand and ensure you secure the best talent. To succeed in the competitive world of technology, it’s vital that you have access to the best talent.

 

Recruitment Marketing News: It’s Happening – Google Launches its Jobs Search Engine

It’s Happening – Google Launches its Jobs Search Engine

After nearly a year of speculation, a search engine optimizer in Australia capturing screenshots in the wild, and an official announcement from the CEO, Google for Jobs officially launches today. Now, when you visit Google and type in ‘marketing jobs,’

 

Employer Branding Advice: The Classic Rocker Guide to Building Employer Brand

Employer branding is no longer a nice-to-do, it’s become a must-do in order to attract the game-changing talent we all need in this fiercely competitive market. Talent branding like a rock star requires fearless courage, great stage presence, and a powerful voice – and the yield makes it well worth your while.

In fact, research shows organizations that prioritize employer brand are:

  • 250% more likely to rate their overall talent acquisition efforts as highly effective
  • 185% more likely to have at least a high-level talent acquisition strategy in place
  • 130% more likely to see increases in employee engagement

More than ever, job seekers are sophisticated consumers of content and do their research. Investing in your employer brand strategy helps build a consistent yet distinct message, unity amongst your existing employees, and brand advocacy to help attract your future talent needs.

So how do you make your employer brand sing?

“All I can do is be me, whoever that is… – Bob Dylan

In other words, authenticity matters.

Branding yourself as some bland vanilla organization with the intention of not making waves leaves little to be desired or remembered by job seekers.

On the other of the spectrum of poor branding practices is creating a false impression of your organization and “faking it until you make it.” This depletes brand trust and creates a revolving door for new hires.

Taking the time to go through a brand strategy process pays dividends in the long run. You need to determine who you are, how you wish to communicate your aspirational culture in a manner that is honest, yet inspires your target talent population to hop on for the ride.

Got to build our love on one foundation. – Bob Marley

In other words, don’t build your brand in a vacuum.

Your brand needs to be built on one foundation or “there will never be, no love at all.” The fusion of one’s commercial/consumer brand with its talent brand is critical for building brand equity on both sides. Look for ways the brands intermingle and highlight this marriage in how you articulate your mission.

A great talent brand is founded upon the organizational mission as well as the “why” around joining the journey. This is where meaningful storytelling comes to life. Ensuring the talent brand is not built in a vacuum further enriches the commercial brand and supports longevity for both.

If you plant ice, you’re gonna harvest wind. – Grateful Dead

In other words, the employee and candidate experience matter.

Your brand has a spirit to it. It’s your employee and candidate experience each and every day. Living the brand promise requires an organization to look at each and every touchpoint and evaluate if it lives up to the talent brand that you created.

As famously stated by Jeff Bezos of Amazon, “Your brand is what other people say about you when you’re not in the room.”

Simply put, you reap what you sow. Embody a people first culture and your brand flourishes through employee advocacy. Fail to focus on this critical element and you run the risk of your brand efforts being wasted, not to mention the reputational impact.

According to the CEB, 33% of candidates share their poor experience with friends, and 12% will share it via social media.

You say you want a revolution. Well, you know, we all want to change the world. – The Beatles

In other words, a purpose-driven brand matters more than ever.

Purpose at work matters more than ever. What is your “why”? Embedding purpose into your employee value proposition (EVP) is vital to satisfying this human driver.

From Deloitte’s 2017 Survey, we can see the relationship between organizations with opportunities for social good, and millennials having a more positive opinion of business behavior and improved loyalty.

Keep your eyes on the road, your hands upon the wheel. – The Doors

To sum it up, talent branding like a rock star requires leadership. Are you the captain of your own reputation, or is your organization allowing external factors alone to shape perception?

The talent attraction landscape is changing everyday and there is a war out there. Post and pray as a strategy will no longer suffice.

Welcome to the jungle…

Article originally published in Glassdoor

Employer Branding Advice: What Would Bob Dylan Do? The Classic Rocker Guide to Building Employer Brand

What Would Bob Dylan Do? The Classic Rocker Guide to Building Employer Brand

Employer branding is no longer a nice-to-do, it’s become a must-do in order to attract the game-changing talent we all need in this fiercely competitive market. Talent branding like a rock star requires fearless courage, great stage presence, and a powerful voice – and the yield makes it well worth your while.

 

Recruitment News: Diary Of A Former Apple Intern

Diary Of An Ex-Apple Intern

With that in mind, it’s probably no surprise that competition for internships is intense , particularly at hot companies like Apple, Google, Tesla, and others . So how do you get an internship at these coveted companies? I spoke to Maxime Britto, who is now a software engineer and the founder of Purple Giraffe , a French online school for mobile developers.

 

Recruitment Marketing: From Trendy to Necessary

Recruitment Marketing: From Trendy to Necessary

Recruitment marketing has grown in the last few years from being just a buzzy fad or aspirational “nice to have” into a core HR discipline. Study after study shows that best-in-class talent acquisition functions begin the recruiting process long before a candidate applies for a job or future new hires even think they need a new job.

 

Career Advice: The CEO of a billion-dollar brand says he doesn’t hire people with a red-flag quality that’s ‘the enemy of everything’

The CEO of a billion-dollar brand says he doesn’t hire people with a red-flag quality that’s ‘the enemy of everything’

If you’re heading into a job interview planning to self-deprecate and talk about all your past screw-ups, you’re probably not going to get hired. On the flip side, if you’re heading there thinking that you really deserve the interviewer’s job, you’re probably not going to get hired, either.

 

Culture News: A five-step formula for fostering a culture of innovation

A five-step formula for fostering a culture of innovation

The Holy Grail these days is a “culture of innovation”. Everybody wants one. Nobody quite knows what it is or how to arrange it for their firm. Soren Kaplan, a consultant based in San Francisco and affiliated professor at University of Southern California’s Marshall School of Business, agrees with the desire for a culture of innovation.

 

Career Advice: Three Ways To Add Personality To Your Resume

Three Ways To Add Personality To Your Resume (And Three Ways Not To) | Fast Company

It takes a hiring manager just a few seconds to look at your resume and decide whether or not they like you enough to want to meet you. That’s precious little time to stand out and convey not just your professional skills but who you are.

 

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