mobile
company-culture

SEPARATION

mobile

The Employee Lifecycle:

ATTRACTION

Success starts with hiring the right people.

But first, you have to get them in the door.

2019-hiring-outlook
attraction

The Employee Lifecycle:

ATTRACTION

Success starts with hiring the right people.

First, you have to get them in the door.

attraction-employee-lifecycle
attraction

The Employee Lifecycle:

ATTRACTION

Success starts with hiring the right people. But first, you have to get them in the door.

The Employee Lifecycle:

ATTRACTION

Success starts with hiring the right people.

But first, you have to get them in the door.

2019-hiring-outlook
attraction

The Employee Lifecycle:

ATTRACTION

Success starts with hiring the right people.

First, you have to get them in the door.

attraction

The Employee Lifecycle:

ATTRACTION

Success starts with hiring the right people. But first, you have to get them in the door.

The Employee Lifecycle:

ATTRACTION

Success starts with hiring the right people. But first, you have to get them in the door.

Success starts with hiring the right people.

But first, you have to get them in the door.

attraction-employee-lifecycle
attraction-employee-lifecycle
attraction
2019-hiring-outlook

The Employee Lifecycle:

ATTRACTION

Success starts with hiring the right people.

But first, you have to get them in the door.

The attraction phase starts long before someone decides they are ready to click submit on their application. At the very beginning stages of their job search, prospective candidates are researching companies, exploring different jobs, and evaluating what they want next in their careers. This means that first impressions matter when attracting talent. So, how do you build engagement with potential employees?

YOUR EMPLOYER BRAND

The market perception of what it is like to work for your company, especially regarding the value the organization offers employees in exchange for their skills + time.

YOUR EMPLOYER BRAND:

The market perception of what it is like to work for your company, especially regarding

the value the organization offers employees in exchange for their skills + time.

The market perception of what it is like to work for your company, especially regarding the value the organization offers employees in exchange for their skills + time.

YOUR EMPLOYER BRAND

The market perception of what it is like to work for your company, especially regarding the value the organization offers employees in exchange for their skills + time.

Your employer brand should send out clear messages about who you are,

what you do, and why you’re different. Most importantly, it should create a

sense of excitement and urgency about working for your company. While

this takes effort, the better you are at employer branding, the more likely you

are to attract the right talent!

APPLICANTS ARE 50% MORE QUALIFIED

WHEN THE COMPANY HAS A GOOD EMPLOYER BRAND

LinkedIn

To reach this talent, here are the top three places where you should promote your brand:

THE COMPANY'S ONLINE PRESENCE

THE COMPANY'S ONLINE PRESENCE

THE COMPANY'S ONLINE PRESENCE

Your company website and social media profiles are typically the first places a job seeker will go when conducting company research. As a result, an outdated, inconsistent, or overly basic online presence can have a major impact on your ability to attract talent.

employer-website

Over 50% of job seekers start their search by visiting an employer’s website and 62% of job seekers visit social media sites to evaluate an employer’s brand

SHRM

Your company website and social media profiles are typically the first places a job seeker will go when conducting company research. As a result, an outdated, inconsistent, or overly basic online presence can have a major impact on your ability to attract talent.

employer-website

Over 50% of job seekers start their search by visiting an employer’s website and 62% of job seekers visit social media sites to evaluate an employer’s brand

SHRM

Your company website and social media profiles are typically the first places a job seeker will go when conducting company research. As a result, an outdated, inconsistent, or overly basic online presence can have a major impact on your ability to attract talent.

employer-website

Over 50% of job seekers start their

search by visiting an employer’s website

and 62% of job seekers visit social

media sites to evaluate an employer’s brand

Over 50% of job seekers start their search by visiting an employer’s website and 62% of job seekers visit social media sites to evaluate an employer’s brand

SHRM

While they are related, your company website and social media profiles do serve different purposes for job seekers. While the former is where someone would go to learn more tangible facts like the company’s history, mission, and service/product offerings, social media is where they get to know more about your culture, reputation, and employees. Your overall message should feel consistent across all of these channels, but the factors you’ll want to focus on for each could vary.

ON YOUR WEBSITE, ensure employees

can easily find:

company-history

company history

mission-values

your mission + values

job-openings

current job openings

company-culture

company culture

benefits

perks + benefits

leadership

leadership

ON SOCIAL MEDIA, give candidates a

taste of your culture by:

sharing-photos

sharing photos

fun

highlighting fun initiatives

publishing

publishing frequent updates

ON YOUR WEBSITE, ensure employees can easily find:

company-history

company history

mission-values

your mission + values

job-openings

current job openings

company-culture

company culture

benefits

perks + benefits

leadership

leadership

ON SOCIAL MEDIA, give candidates a taste of your culture by:

sharing-photos

sharing photos

fun

highlighting fun initiatives

publishing

publishing frequent updates

EMPLOYER REVIEW SITES

EMPLOYER REVIEW SITES

EMPLOYER REVIEW SITES

Employer review sites like Glassdoor and Indeed have made the employment experience more transparent than ever before. With this kind of information readily available to potential employees, they know they can get an inside look at your company before even taking the time to apply for a role. And guess what? Job seekers can be easily swayed by these reviews.

negative reviews

55% of job seekers abandon applications after reading negative reviews online

TalentNow

Employer review sites like Glassdoor and Indeed have made the employment experience more transparent than ever before. With this kind of information readily available to potential employees, they know they can get an inside look at your company before even taking the time to apply for a role. And guess what? Job seekers can be easily swayed by these reviews.

negative-reviews

55% of job seekers abandon applications after reading negative reviews online

TalentNow

Employer review sites like Glassdoor and Indeed have made the employment experience more transparent than ever before. With this kind of information readily available to potential employees, they know they can get an inside look at your company before even taking the time to apply for a role. And guess what? Job seekers can be easily swayed by these reviews.

abandon-applications

55% of job seekers abandon applications

after reading negative reviews online

55% of job seekers abandon applications after reading negative reviews online

TalentNow

MANAGE YOUR BRAND on employer review sites by:

comapny-profiles

claiming your company profiles

brand-advocates

establishing brand advocates within the company

monitoring-reviews

monitoring and responding to reviews

improve

taking action to make improvements to your hiring

process, company culture, and benefit offerings

MANAGE YOUR BRAND on employer review sites by:

company-profile

claiming your company profiles

brand-advocates

establishing brand advocates within the company

monitoring-reviews

monitoring and responding to reviews

make-improvements

taking action to make improvements to your hiring

process, company culture, and benefit offerings

MANAGE YOUR BRAND on employer review sites by:

company-profiles

claiming your company profiles

brand-advocates

establishing brand advocates within the company

monitoring-reviews

monitoring and responding to reviews

improve

taking action to make improvements to your hiring

process, company culture, and benefit offerings

JOB DESCRIPTION

JOB DESCRIPTION

JOB DESCRIPTION

When it comes to employer branding, your job descriptions should never be an afterthought. You’ve committed a great deal of time and resources to get someone ready to apply, so why lose them at the finish line with a generic, boring, or off-brand job description?

IF THE TONE OF YOUR JOB POST DOESN'T MATCH YOUR CULTURE,

IF THE TONE OF YOUR JOB POST DOESN'T MATCH YOUR CULTURE,

APPLICANTS ARE 2-4X LESS LIKELY TO APPLY

APPLICANTS ARE 2-4X LESS LIKELY TO APPLY

LinkedIn

In a job market where job seekers can easily scroll through hundreds of job postings a day, your job descriptions should not only to set you apart, but also attract the right type of candidate. And to convince this person to click submit, everything you are selling—from your culture to the actual job—needs to be tied together.

Assemble a STAND-OUT JOB DESCRIPTION by:

right-title

choosing the right title

mission

connecting the job back to the company's mission

flexible

being flexible on requirements so you don't

deter excellent candidates

growth

framing job responsibilities in terms

of growth and development

Assemble a STAND-OUT JOB DESCRIPTION by:

job-title

choosing the right title

mission

connecting the job back to the company's mission

flexible

being flexible on requirements so you don't

deter excellent candidates

growth

framing job responsibilities in terms

of growth and development

Assemble a STAND-OUT JOB DESCRIPTION by:

job-title

choosing the right title

mission

connecting the job back to the company's mission

flexible

being flexible on requirements so you don't deter excellent candidates

growth

framing job responsibilities in terms of growth and development