Recruiters are at the front of delivering employer brand directly to potential employees. In this discussion we cover:
- What employer brand is and isn’t.
- What components are important to include in an employer value proposition
- How to start an internal campaigns.
- How to best set up storytelling your on many different levels
- How your new hires become ‘brand ambassadors’
- Strategies for branding your company when small and growing/scaling
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
Our Panelists…
| Name & LinkedIn Profile | Group | Title | Company |
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We asked our attendees, “What is one thing that you do that get’s the most out of LinkedIn for you?”
Here are their answers:
Chat Messages from the Session…
09:53:01 >> From Sean Rehder to All panelists : not sure why you cant
10:03:34 >> From Sean Rehder : Feel free to add any comments or questions here in the Chat area.
Make sure as an attendee, if you message something in the Chat area that you select “All Panelists and Attendees.”
The default is just to Panelists but I want everyone to see the messages coming through.
10:14:27 >> From Catherine Hansen to All panelists : @Robin, would the company’s core values (posted on website) serve as an employer/talent brand? Or are those different……
10:14:56 >> From Catherine Hansen : @Robin, would the company’s core values (posted on website) serve as an employer/talent brand? Or are those different……
10:18:46 >> From Roseanne Donohue : we ask new hires to write glassdoor reviews
10:19:27 >> From Roseanne Donohue : we also ask employees to celebrate milestone anniversaries and had internal mobility
10:19:50 >> From Roseanne Donohue : *who celebrate to write reviews
10:21:01 >> From Catherine Hansen : @Panel, how did you know who these current/former employees were on Glassdoor (leaving the reviews)?
10:21:44 >> From Roseanne Donohue : one metric
10:22:14 >> From Koli Donohue to All panelists : one metric of many, for our company
10:22:24 >> From dawn losinger to All panelists : do you survey all candidates?
10:23:27 >> From Ryane Jackson : Do the hiring managers/supervisors ever get looped in on the 30-day check-in? Or is it more of a confidential conversation between the new hire and the recruiter?
10:24:03 >> From Koli Donohue to All panelists : I have always preferred to keep it confidential to ensure transparency
10:24:09 >> From Will Wingard : Has anyone found an engagement site (Glassdoor, Indeed, Comparably, etc.) that has strong world-wide adoption?
10:25:51 >> From Roseanne Donohue : we do 30 day with HR/TA admin and new hire
10:26:09 >> From Roseanne Donohue : Glassdoor is the most used of those 3
10:29:15 >> From Daniella McDonald to All panelists : @Ryane at my last company the new hire survey was sent out at 30 days and 90 days by the learning and development team. And any results, feedback, comments were provided to HR and hiring managers as appropriate.
10:29:54 >> From Daniella McDonald : @Ryane at my last company the new hire survey was sent out at 30 days and 90 days by the learning and development team. And any results, feedback, comments were provided to HR and hiring managers as appropriate.
10:30:17 >> From Roseanne Donohue : we do it quarterly
10:30:27 >> From Ryane Jackson : I really like that idea, since we have some high-turnover roles.
10:30:44 >> From Roseanne Donohue : we do 5, 10, 15, 20 year anniversaries
10:31:06 >> From Daniella McDonald : I used to post on our careers Twitter account every Monday all of the 1, 5, 10, 15, etc year anniversaries. To celebrate them as well as to show candidates how long people stayed at our company.
10:31:27 >> From Robin Guidry to All panelists : @dawn – I recommend you survey each candidate who makes it to or past the hiring manager screen. Many companies do it only for candidates who have reached first round interview stage
10:31:47 >> From Nancee Martin to All panelists : We don’t highlight new hires, promotions or anniversaries or any employee milestones on social media. Don’t want to make it easy for recruiters to poach our people.
10:32:19 >> From Peter Garneau : We invite ours to our Sample sales!
10:34:14 >> From Jonelle Wilson to All panelists : I love that you used the term that I have for years – “culture value add” versus “fit”
10:34:32 >> From Robin Guidry to All panelists : @catherine – they would serve as a piece of it, absolutely, but not as all of it
10:34:33 >> From Koli Donohue to All panelists : me too
10:35:52 >> From Robin Guidry to All panelists : @catherine – you don’t know who is leaving a comment on Glassdoor. But leaving your contact info provides them the opportunity to reach out to you directly, and promotes the image that you’re a company that really listens and is open to feedback
10:37:12 >> From Jonelle Wilson to All panelists : Maybe I missed it but has anyone done any work around Employee Value Proposition (EVP)?
10:37:43 >> From Robin Guidry to All panelists : @jonelle – thanks! i think hiring for fit raises the risk of group think and lack of diversity, but hiring for cultural value add will keep you competitive in the market
10:39:55 >> From Robin Guidry to All panelists : @jonelle – we touched on that in the beginning. Feel free to reach out to me on LinkedIn (or any of the panelists I’m sure) on LinkedIn and I’m happy to chat more about it
10:39:57 >> From Matt Neftleberg : Agree. Most people are hesitant to make truthful comments during exit interviews.
10:46:03 >> From Peter Garneau : We should if we have priograms i would think
10:47:46 >> From Peter Garneau : Also how has your company handled covid; i.e., your company’s covid response.
10:47:58 >> From Robin Guidry to All panelists : @peter – yes, absolutely!
10:49:02 >> From Katherine Amato to All panelists : Thank you panelist, great info!
10:49:14 >> From Koli Donohue to All panelists : sorry for all the internet issues…
10:49:40 >> From Catherine Hansen : Thank you panelists!
10:49:43 >> From Tracey Dimof to All panelists : Great conversation! Thanks so much everyone
10:50:02 >> From Daniella McDonald : Thank you to everyone.
10:50:14 >> From Catherine Hansen : “The Buy In” is great title
Some of the attendees…
| Name & LinkedIn Profile | Group | Title | Company |
