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How Recruitment Impacts your Employer Brand

March 8, 2021 Employer Branding

In essence, an employer brand describes an employer’s reputation as a place to work, and their employee value proposition. As an employer, you can create awareness about your employer brand, but it’s not always about what you say, it’s about what you do, how you do it and how it is perceived.

 

The main issues in recruitment today

 

Not enough candidate applications for certain positions (IT especially, we know).

You might have an amazing employer brand and it might be known by most potential candidates, but you still have isues recruiting. The culprit here is most likely your application process. Some of the hardest positions to fill are senior IT positions. We see it everywhere.

We’ve done extensive research on this, however, just putting yourself in the shoes of a head-hunted senior IT professional can shed light on the reasons why these jobs are hard to fill.

 

 

 

Too many unqualified candidates applying.

For regular jobs, you might have the issue of having too many applicants who are unqualified. That’s understandable. Many active candidates (who are constantly looking for available jobs) try to apply to jobs where they maybe don’t 100% align with the requirements. However, this takes time from recruiters and also burdens them when it comes to giving answers to all the candidates.

From our own research we know that:

Candidates who do not get a reply from an applications are less likely to ever apply to the company again, thus damaging your employer brand.

Can you blame them?

Spending 40 minutes on average filling in a single job application generates enough investment from the candidate’s side that it can negatively impact your employer brand’s perception if they either receive no answer or an automated negative answer with no feedback as to why they were rejected.

 

Employer branding is about what you do & how you do it.

 

Yes, your culture, values and overall objective, are all great elements to use when you create awareness about your employer brand. However, it’s not always enough. Here are some insights that we’ve gathered throughout the years:

This is hard to do and it takes quite some time to make a plan for each department. You would need to create personas, characterize them and identify what would make them apply for a job at your company. A general employer branding message will soon be too little. You need to start planning now.

 

 

 

 

What we can do at Zmash

 

And so we get to Zmash. At Zmash, we put in that flexible & customized work to make sure you have a great recruitment and employer branding plan for the future. We can help with:

 

 

 

 

 

 

 

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