![]() What’s more, 40 percent of employees said their co-workers were what they loved most about their company. In fact, a 2015 Virgin Pulse survey found that 66 percent of employees feel that their colleagues at work improve their productivity and focus. Co-workers are a huge part of how well we perform and how well we connect with the company. Nobody likes to go into work every day feeling like they don’t fit in or that those around them don’t support them. 2. It’s doesn’t introduce future co-workers. As long as you focus on cultural fit, candidates’ excitement about the organization, and having the majority of the required skills you’ll find the right person for the job. That way, you won’t miss out on job seekers who still have more to learn. Also, be sure to feature the training and career development opportunities you offer. If you want job seekers to interact with your employer brand beyond the job description, you need to include realistic expectations about the position. But unless you let candidates know that early on in the hiring process, they completely remove themselves the running. A CareerBuilder survey found that 42 percent of employers would still consider a job seeker who didn’t meet all the listed requirements. The truth of the matter is that, for many employers, a candidate being slightly underqualified isn’t a deal breaker (at least, it shouldn’t be). Not to mention that asking for up to five years of experience for entry-level positions makes you seem ridiculously unreasonable. But if the description has a mile-long list of technical skills, it immediately limits the candidates you’ll receive. And if it is worded in the wrong way, it might be the last.įor instance, including the required skills of a position in a job listing is important in order to let job seekers know what the job entails. The job description is typically the first glimpse job seekers get of your employer brand. Here are six memes that perfectly sum up what job seekers think of your employer brand, and why it turns them off: 1. It’s too focused on hard skills. ![]() Otherwise, it’s as worthless as a terrible internet cliche. And even better, a fantastic employer brand does all the hard recruiting work for you by bringing the talent to you.īut if you want to be certain that your employer brand is doing its job and attracting the best talent, you need to truly understand how job seekers are interacting with and interpreting that brand throughout the hiring process. It makes the company stand out in a sea of job listings. For example, a 2015 report by LinkedIn found that 83 percent of job seekers would change their mind about a company after a terrible interview experience.Ī strong employer brand speaks to talent and helps them relate to the organization. Everything from the wording in your job descriptions to your social media presence affects what talent thinks about your company as a place to work. There are countless things that contribute to your employer brand. ![]() And if it’s something everyone has seen a million times before, they aren’t going to connect with it. ![]() Everyone likes a relatable, fun one, but one that is outdated and boring just annoys people. In a lot of ways, a company’s employer brand is like a meme.
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