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
|Name & LinkedIn Profile||Group||Title||Company|
|Carmen Wiedenhoffer||TA Leaders||Director Talent Acquisition||1904labs|
|David Jaramillo||TA Leaders||Recruiting|Talent|Sourcing Director. Let's Attract||Divergence Academy|
|Koli Donohue||Recruiting Chicago||Manager||Stillwater Architecture, LLC|
|Robin Guidry||Recruiting Boston||Manager, Talent Acquisition||Acquia|
Looking for automated reference checking?
Be sure to check out our group sponsor.
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:
- Anxious to hear what others are doing.
- associate testionials
- Be authentic
- Better website
- Build a strong career page
- build out company pages on Indeed, Glassdoor, etc.
- Career Site- keep it up to date
- Community Engagement
- Continue to update their company visibility pages like GD and Indeed
- Create a supportive, team-focused work environment.
- Defining what your brand is
- Deliver an outstanding candidate experience
- Determine where we should be branding to become employer of choice.
- Develop niche talent communities and involve hiring managers.
- Drive the efforts company wide. It isn't enough to just lean on Marketing to promote the brand.
- Employee stories
- Engage with the talent they seek in their environment
- enhance their Glassdoor profile
- Executive leadership should be able to articulate why it’s a great place to work, and how it will benefit a person to work there
- Figure out what your employer brand actually IS first, as well as your EVP
- First off "create a powerful and meaningful mission statement"
- follow up with all applicants
- get employee testimonials and use in social media campaign
- Get feedback
- Give your employees swag with good design! Simple, but goes a long way!
- Glassdoor (although not the best)
- Good online reputation (Indeed, Glassdoor, etc)
- Grass roots marketing
- Humanize it
- Impressive Career and Social media presence
- Increase our frequency on marketing our brand. (LinkedIn) Sponsor local meetup groups
- Keep Glassdoor updated
- Know your audience
- learn your audience and what social channels should be used to target that audience. make your reaches worth it.
- Let the candidates hear from their employees
- Monitor Glassdoor
- positive Glassdoor feedback
- Post on Social Media Platforms
- Recruitment vs. Marketing
- regular linkedin posts
- Respond to all Glassdoor reviews
- Respond to Glassdoor comments
- Review & update their career site and application process
- Set realistic EB goals and regularly assess progress/status
- Share blog posts of company employees that are held in high esteem.
- Show videos in your position descriptions
- social marketing
- Social Media Campaign
- Social Media company branding
- That it is as important as the branding that is done for customers or consumers as the people you attract will make or break the
- Update and revitalize their careers website
- Use of tools such as Glassdoor, Muse + robust social media presence
- Utilize Social Media
- Work with Corp Comm on a strategy
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|
|Stephanie Reese||Recruiting Atlanta||Senior Sales Recruiter||Apptio|
|Nyesha Song||Recruiting Atlanta||Talent Acquisition Coordinator||Solidifi|
|Dan Baker||Recruiting Atlanta||Senior Corporate Recruiter||Healthstat|
|Jessica Marotta||Recruiting Boston||Principal, Talent Acquisition||Forrester|
|Ryane Jackson||Recruiting Boston||Corporate and Campus Recruiter||South Bay Community Services|
|Freddie Martins||Recruiting Boston||Lead High Tech Recruiter||Signify|
|Patrick Ward||Recruiting Boston||Talent Acquisition Partner||Halloran Consulting Group|
|Aruna Mandulapalli||Recruiting Boston||Senior Recruiter (Contract)||Broad Institute|
|Andy Pittaluga||Recruiting Boston||Technical Recruiter||Bose Corporation|
|Zach Stahl||Recruiting Boston||TABP||Acquia|
|Kraig Baker||Recruiting Chicago||TA Manager||Echo Global Logistics|
|Jonelle Wilson||Recruiting Dallas||Sr. Business Consultant, HR/Talent||Childrens Health|
|Chanda Hampton||Recruiting DCBmore||Senior Talent Acquisition Business Partner||LinQuest|
|Joe Sorrow||Recruiting Denver||Talent Acquisition Partner||FullContact|
|Susan Collins||Recruiting Houston||Director, Talent Acquisition - Stores & Employer Branding||Talbots|
|Vira Garcia||Recruiting Houston||Director of Recruiting||vcfo|
|Julie Montgomery||Recruiting Houston||Technical Recruiter||Beyondsoft|
|Natalie DiChiaro||Recruiting Houston||Contract Corporate Recruiter||Indorama Ventures PCL|
|Katherine Amato||Recruiting LA||Senior Corporate Recruiter||Guitar Center|
|Bez Rengifo||Recruiting LA||Sr. Manager / Director, People Services (HR Business Partner department)||Loma Linda University Health Care|
|Becky Gramenz||Recruiting Minneapolis||Sr. Talent Acquisition Specialist||Looking for Work|
|Roseanne Donohue||Recruiting NYC||Senior Talent Acquisition Manager, North America||Radware|
|Peter Garneau||Recruiting NYC||Director, Corporate Talent Acquisition + Operations||Mattress Firm|
|Tracey Gilbert-Dimof||Recruiting Seattle||Talent Acquisition Manager||Urban Plates|
|Cindy Huffman||Recruiting Seattle||Recruiter||Oki Golf|
|Staci Daley||Recruiting SFBA||Recruiting Specialist for Guckenheimer @ Google||Guckenheimer|
|Catherine Hansen||Recruiting SFBA||Senior Manager, Recruiting||Hippo Insurance|
|Radhika Aggarwal||Recruiting SFBA||Senior Technical Recruiter||Macy's|
|Christina Dunemann||Recruiting The Triangle||Recruiting Manager||AXA Advisors, LLC|
|David Berthiaume||Recruiting.Work||Director Of Recruiting||Minnesota IT Services|
|David Baker||TA Leaders||Sr. Director of Growth & Development/Brokerage Services||One Homecare Solutions|
|Nancee Martin||TA Leaders||Managing Director Corporate Recruiting||AvAirPros|
|Mark Tindle||TA Leaders||Director, Talent Acquisition||Root|
|Daniella McDonald||TA Leaders||Talent Acquisition Leader||Looking for Work|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|
|Kristina Droz||TA Leaders||Director of Talent Acquisition||Bluestone Properties|
|Jeanne Amey||TA Leaders||Vice President Talent Acquisition||PennyMac Loan Services, LLC|
|Marti Pranger||TA Leaders||Director, Talent Acquisition||Empower Partnerships|
|Will Mhrir||TA Leaders||Director Talent Acquisition||Topcon Positioning Group|
|Denise Datta||TA Leaders||Director, Talent Acquisition||QSC|
|Amanda Radice||TA Leaders||Technical Recruiter||SurveyMonkey|
|Tim Mayer||TA Leaders||Director of Talent Acquisition||Kraus-Anderson Construction Company|
|Dawn Losinger||TA Leaders||Head of Talent Acquisition||Precision BioSciences|
|Susan Landon||TA Leaders||Director of Talent Acquisition||HELP USA|