You’re looking for the best candidates to join your team. Your recruiting experience shouldn’t leave them feeling overwhelmed or overlooked. The promises you make on your website and on social media need to match the applicant hiring process. If you want to wow potential employees, first impressions matter, and so does managing expectations.
If applicants are slogging away for hours trying to muddle through your applicant tracking system–or the job description seems to have changed between the beginning and end of the process–word will spread quickly. You don’t want your competition to snatch up the star performers, so it’s important to get this right.
Apply consistent branding, start to finish, during your recruiting process
Your corporate brand is one of the most effective ways to attract new customers. So why do so many organizations fail to align the brand with their recruitment process? If you’re targeting overqualified people and not segmenting for prime candidates with relevant experience, you’ll fail to impress.
One of the biggest mistakes that HR managers make is inconsistency and mismatching during open role email campaigns. By segmenting the database to weed out profiles with invalid email addresses, overqualified titles and previous hires–as well as A/B testing with a new set of simple, personalized templates–the team at Mindfield has seen click-through rates triple and open rates increase by over 6%.
According to Randstad’s latest employment branding survey, Canadians are looking for a number of things:
- 64% want an attractive salary and benefits
- 50% need an employer that supports work-life balance
- 49% say long-term job security is crucial
- 44% prioritize a pleasant working environment
If that’s the case–and there are different environments for various roles within the organization–make sure everything from the job description to the interview process matches candidate expectations for that particular role.
For example, if your server candidates expect flexible hours and a fun environment, but you have them meet with conservative ‘head office types’, you’re likely missing the mark. Manage expectations and treat candidates like customers, and you’ll create long-term brand advocates–even if you don’t hire them.
Set your business apart by getting to know the competition
What makes your brand the best in its niche? There are many other restaurant chains in your city looking to hire servers, hosts, and back- and front-of-house staff. Your talent acquisition process and consistent branding can set you apart from your competitors.
Why would a candidate choose Cactus Club over Moxie’s, or Moxie’s over Joey’s? An employer brand needs to resonate with candidates and align with the corporate brand. You can conduct your own assessment here.
Have you ever wondered why top-tier talent is so starstruck by Google, KPMG and Amazon? They know how to entice the best through solid corporate and employee branding. If you’re consistent in how corporate and employee experience aligns, you’ll attract better candidates. Use employee stories and testimonials the same way your marketing team would use customer testimonials to entice others to follow suit.
You might be looking for a little help to align your corporate and employer brands. You’re one step closer to creating the best workplace in town. To learn more, let’s chat.
Mindfield is a Recruitment Outsourcing solutions provider that partners with companies to create powerful hourly workforces. Our solutions combine a recruitment team, simple to use technology and a data-driven hiring strategy that promises to improve the quality of your hourly workforce. This approach focuses on tying business outcomes such as sales performance, tenure, and engagement to the selection, hiring and measurement of quality candidates.