Your employer brand should be prominently featured in the candidate and employee lifecycle, creating familiarity with and understanding of your culture.
Many factors contribute to the strength of your employment brand, ranging from overall market brand awareness to the candidate experience during the application process.
In the “Reaching Passive Candidates” blog series, we’re examining how talent acquisition professionals can use candidate motivators and elements of employment branding as a method of triggering a passive candidate’s interest in a job.
Recruiters understand that passive candidates do, in fact, keep an ear to the ground about job opportunities. They may not have embarked on a job hunt — filling out applications and submitting their resumes — but they’re aware of what’s happening in other..
Losing quality applicants because they don’t fit your current openings is a common talent acquisition problem. You need to nurture relationships with interested candidates, keeping them engaged with your organization until the perfect-fit opening comes along.
Passive candidates aren’t as passive as you think: 90% of global professionals admit they are interested in hearing about job opportunities.
Why shouldn’t they hear about yours?
There are probably as many different reasons to look for a job as there are people looking, and every experience is different. So how do you create and communicate a message that will speak to many different kinds of people?