Talent Recruitment Strategies - How to improve your employer brand?

Posted on 04 April, 2024

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Modern-day industries are highly volatile. One of the key benefits of finding talent for organizations is that they are available in huge numbers. However, there is a problem. Sometimes, HR managers, operating in any of the industries, fail to match the right skill with the right candidate. It, sometimes, leads to finding a resource that either hates the job, gets frustrated too quickly, or simply doesn’t perform. There is, indeed, a demand for skilled professionals globally and there is no doubt of that. But that is not enough. The way businesses and employees operate today has changed massively, especially in a post-pandemic world. Employers need to improve their strategy when it comes to hiring and retention. Otherwise, a high attrition rate should not be a surprise.

Today’s workforce is not just about the skills, it is about finding a balance in life. Millennials, zillennials, and Gen-Z want more than just a paycheck, no matter what industry they are in. If you want to attract the best talent, remember, in today’s world it is the employer brand that makes the most impact.

In this blog, we will understand how can the top firms establish an impeccable employer brand:

1. Understand your audience:

   The world has gone digital - you need to, too! When you are starting in the employer brand, it is important to understand your audience well. This essentially entails determining the kind of people you are looking to hire - their motivation, preference, aspirations, age group, and the roles they are interested in. It is important to be mindful that there is a huge pool of talent, with different skill sets. Be clear on the role you are hiring for. Modern-day professionals are often drawn to companies that allow them to do more than just their regular monotonous jobs. Conduct surveys, focus groups, and interviews with current and potential employees to understand what is it that matters the most to them. You must make cultural changes within your organization if you begin to see a problematic pattern.

2. Display your company culture and values:

   Potential employees, rarely, pick the first offer that lands in their inbox. Modern-day employees are aware. They know what they want and what they don’t. Even before applying for a position, they check the company’s LinkedIn, Glassdoor, etc. What they are looking for is the company’s culture and values. The more explicitly you showcase that you are about creativity and innovation and that your culture isn’t about all work and no play, the more the chances of you getting the best candidate. Photos, videos, and testimonials can showcase these well. Highlighting initiatives like mentorship programs, flexible work arrangements, and a mutually supportive environment can help you beat your tech competitor.

3. Compensation and benefits:

   If as a firm, you want to do away with the “the cheaper the better” mentality, the harsh truth is it will be hard to find your dream candidate. Today, most companies are fairly open with their compensation and benefits revelation. Candidates are constantly looking for places that take care of them, and provide better holistic compensation. Besides the in-hand pay, you also need to focus on offering perks such as wellness programs, stock options, and professional development packages. Professionals are aware of what they want and giving them the clarity they need will only help you. For modern-day employers, it is important to understand what is it that the workforce is looking for and provide them with the flexibility they need.

4. Invest in Employee Development

   Young professionals are constantly seeking growth opportunities. Giving them a chance to enhance their skills gives them satisfaction and encourages them to stay updated with the latest technologies. Investing in employee development not only helps attract top talent but also ensures retention, which is key for business growth. Training programs, workshops, certifications, and personal development - are some of the key ways to ensure that your team is growing. Encouraging employees to continue pursuing their education and providing them the opportunities to apply their new skills in real-time projects can go a long way in keeping them satisfied and motivated.

5. Use social media platforms to your advantage:

   Every single person is on social media and you are making a huge mistake if your business isn’t. Social media and other online platforms are important tools that help in building and promoting your employer brand. Build an active presence, share your stories, your success, updates, job openings, etc. Engage with potential candidates. Be an active member of groups, and industry forums. Host webinars, share relevant content, and share content that might be of interest to your employees. Make your employees your brand ambassadors by asking them to share their stories.

6. Use recruitment staffing:

   In today’s business scenario, recruitment staffing plays a key role in aiding in your employer branding. Having a staffing partner helps you ensure a smooth, efficient, and candidate-focused onboarding, which leaves the candidates with a great first impression. Partnering with experienced recruitment agencies like Fute allows you to nurture the candidates right from day one, even if they do not end up being hired, which means if you need the candidate at a later point, they would not be sour about it. From crafting compelling job descriptions to screening candidates and coordinating interviews seamlessly - recruitment agencies help with all of it, allowing the internal HR team to focus on learning and development and better growth after they become a part of the company.

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