Are you making good use of your Employer Branding?

In these times of so much change, it is no fooling to say that any employee with sufficient HR experience believes that recruitment paradigms have been transformed in recent years...

Do you attract or scare away talent with your employer branding?

We are talking about a change of context, since new talents have matured in these times of hyperconnectivity. A new employee profile has been created that is more informed than ever about their potential employers and is especially demanding when deciding where to work.

To attract the best talent, organizations must take great care of their employer brand or employer branding, that is, the image that reflects what your company is and what it is like.

So we asked ourselves: How do we know if our employer branding is effective in attracting the best talent? ... Answering the following questions:

How much do we value our employer branding?

First of all, it is advisable to measure the effort that our company dedicates to the message that is transmitted to candidates through different channels: social networks, job advertisements, recruitment efforts, interviews and recruitment.

Applicants who perceive strong and coherent employer branding will be attracted to work for the company.

On the contrary, an unclear message can confuse the candidate and, ultimately, put trust in our organization at stake.

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Is it authentic?

The next point has to do with corporate honesty. Therefore, even if our organization is not the ideal work environment, under no circumstances should we exaggerate or drastically alter reality, because sooner or later the candidate will know the true situation.

Thus, the potential employee will be attracted by a truthful and honest image. Highlighting our best corporate qualities is the best strategy when it comes to promoting an authentic employer brand.

How strong is the corporate culture?

Corporate culture is another increasingly important quality in attracting talent. On this basis, we must establish the values that we want for our organization and that the talent we want to hire must share.

Therefore, having a defined corporate culture that can be transmitted to the potential employee will serve to attract the candidate who best identifies with our values.

On the contrary, a company without culture lacks personality and does little to distinguish itself from its competition. A soft or negative culture alienates candidates, especially younger generations.

Is there feedback from the current workforce?

Employer branding strategies are very likely to fail in those companies that do not measure the satisfaction, preferences and opinions of current employees. Knowing the opinion of staff about the company they work for is essential to build authentic employer branding. In addition, transparency and employee empowerment are qualities that are increasingly desired by today's workers.

These practices are especially attractive to those who want to work in an environment where both they and their colleagues are appreciated and considered.

For their part, leaders who ignore feedback, in addition to not betting on the commitment and needs of their employees, are unlikely to be able to create a convincing and attractive employer brand that attracts talent.

How do we promote our employer brand?

As we have mentioned, employer branding must be shared through numerous channels: social networks, recommendations from third parties, recruiters, advertising... Everyone must convey a complete and coherent message. In addition to words, it's vital to add photos and videos of the company, as well as to share more than just product and service announcements. It's about providing applicants with a solid view of what it's like to work in the company.

In this way, attractive employer branding is one that is also expressed with fun and interesting messages, accompanied by photos and videos that make the company easy to find. All this will help attract talent to it.

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In short, betting on the long-term success of our company depends to a large extent on betting on solid employer branding. To guarantee this, answering previous questions with sincerity is a big first step towards attracting talent.