People collect information about the company online and, in particular, on social mia before applying for a job offer. Job posting platforms The production of quality content for Employer Branding and Recruiting must not focus solely on those that are publish on the communication channels manag directly by the company, but must also extend to those that are insert on external sites dicat to job offers . It is necessary to know the characteristics and functions of each platform on which you want to promote the job offer and pay attention to the construction of the advertisement.
To win over the ideal candidate, the advert
Must be much more than a simple list of tasks and requirements, rather it must highlight the Employee Value asia email list Proposition and explain to the candidate why that offer is a unique opportunity . You might be interest in: “The evolution of the Employer Branding concept in B2B corporate marketing” Selection and interview process The entire selection process must be characteriz by excellent communication, the absence of cumbersomeness and truth.
This last characteristic contains an important rule for
Employer Branding and Recruiting: don’t promise what you can’t keep. A person who arrives at the company for an interview and finds a situation different from that describ in the advertisements and company mia is certainly disappoint, refuses the job and, furthermore, can trigger negative word of mouth which undermines all the work done to strengthen the reputation and create an excellent candidate experience. CN Leads From the perspective of truth and coherence, if the Employer Branding strategy involves the use of cutting-ge technologies , you must be sure that they are always efficient and in line with the expectations of those who use them. New hire onboarding phase If it is true that Recruiting ends once the candidate signs the contract, it is equally true that the work of those in charge of Employer Branding and HR management continues even beyond this turning point.
