How important is employer branding for my recruiting?
Applicants want to identify with a company. Employer branding embodies your company to the outside world. Targeted employer branding helps you to address exactly those potential employees who fit your company.
Author: Janine Vetter
What are the benefits of Employer Branding?
Employer branding is all too often neglected.
Yet it is more important than ever to be able to identify with a company, to share the same values, to simply know what to expect.
A job advertisement alone is not enough for this!
Strengthening the company’s image, generating reach and arousing the interest of potential applicants – these are all results of a well-cultivated employer brand.
The integration of an employer branding on your own website serves as a basis of information for your potential employees.
However, it is often not so easy to determine the content for your own employer brand.
What content does my employer branding need?
Do you need help with structuring your HR department?
1. Corporate values
Honesty is the key, because corporate values are more than just empty phrases. Think about what your company stands for and what vision you have for your company. For example, if you are a particularly innovative company and value new ideas, this is an important point for potential employees.
2. Company structure
The company structure gives potential applicants an initial overview of the structures in your company. Large company or start-up under development. Where are you operated and how are the individual departments composed? How do you work and how will your future employees work?
Ask yourself what characteristics distinguish your company and what sets you apart from other companies. Use various benefits in the recruiting process. It is important that these also represent added value for the future employee. The employee can do without fresh fruit in the home office.
4. Corporate mission statement
Why is the mission so important? By naming the company’s goals, YOU quickly create clarity and learn whether a potential employee would like to go down this path with you.
After defining what you stand for, where you want to go and what you have to offer your employees, you should also define the expectations for a potential employee. This will save you a lot of time in the recruiting process. For example, if you expect your employees to be willing to travel because you have global business relationships, this should be made clear in advance.
6. Application process
In your application process, point out the way ahead. This way, the applicant knows what to expect and feels involved in the process.
Haury Solutions GmbH
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