Even though career sites are not the most influential recruitment channel, they still have a key role to play in candidate attraction and employers should be careful not to neglect them and should still be working to maximize the effectiveness and appeal of their careers sites. And below, I have set out some tips to help employers to do this.
Social media is a great means to do employer branding. There are not only content platforms such as YouTube, Pinterest, Blogs and others, but also engagement platforms such as Twitter, LinkedIn, Facebook and Google+.
Company branding and employer branding aren’t the same, but they intersect to fuel each other. Many of the same characteristics that motivate consumers also motivate job seekers. Successful companies foster a culture where employees not only like where they work but also believe in the products and solutions they support. Understanding what distinguishes your employer brand and how it may affect attracting and retaining employees is an essential component to being an employer of choice.
While and engaged workforce is a goal of every organization, one question is continuously asked: how do I know if I have engaged employees? Extensive research of 300,000 employees over ten years has shown that there are three key characteristics of engagement:
For starters, each of the nine buckets in the above matrix represents a different group with different information needs in the hiring process. If you follow the archaic advice to treat the Employment Brand as a unified message, you’ll be delivering the wrong message to the wrong people.
“But wait,” you may say, “Doesn't a well-researched and authentic employment brand contribute not only to more efficient recruitment but ultimately to improved employee retention and even company profitability?
I know, I know…you have most likely heard about mobile recruiting. It’s been the hot topic of the last 12 months. And yes, it would be nice to allocate some budget to mobile-optimize your website and candidate experience, but alas…hundreds other more pressing priorities also need that money.
Ula Plosarek's insight:
LinkedIn surveyed ~800 professionals and over 13,000 talent acquisition leaders to get their take on the importance of mobile recruiting.
Zdaniem 38% ankietowanych za działania employer brandingowe powinien odpowiadać dział HR, wspierany tylko przez dział PR, ale prawie tyle samo badanych (32%) wskazuje, że rolę wiodącą powinien mieć jednak dział PR. Być może brak jasnego określenia, który departament powinien reprezentować taki specjalista wynika z tego, że aż 83% zapytanych przyznało, że nie zatrudnia i nie planuje na razie zatrudniania pracownika dedykowanego wyłącznie działaniom z zakresu employer branding, w jakimkolwiek dziale.
Well this quest for the agile organization has changed the nature of what we call a job. Jobs are turning into roles, roles are becoming more highly specialized, and the new currency of value is expertise, not simply experience.
Evidence of this shift is everywhere. People without specialized skills are finding it harder to find work. Even in the throws of 9% unemployment, 51% corporate recruiters cite a “shortage of talent” as their biggest challenge. We are not suffering from a lack of jobs, but a lack of skills. Seth Godin calls it “the end of the average worker.”
All four departments: Human Resources , Public Relations, Communications, and Marketing work hard (often separately) to craft campaigns, devise strategies, and develop plans to educate, engage, and influence an audience of consumers. While the consumer or end-user may vary, all four work to craft, influence, and execute positive messages internally and externally about a company or corporation.
There are three distinct facets of an employment brand. Each of them are an aspect of the employment brand and not the whole thing:
- Stories and positioning for people unfamiliar with the brand - The way that experienced people within the industry see the company as a place to work - The way that people inside the company see their employer
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
How to integrate my topics' content to my website?
Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.