We frequently hear about “employer branding” — that is, a company’s brand as it’s perceived by the outside world. Is it a fun place to work? Does the organization have a social conscience? Are there sufficient opportunities for professional growth?The thing about employer branding is that it’s frequently a lot of talk. And candidates should be aware of this when they’re considering where they’re going to spend the days and weeks of their work lives.
More specifically, while many companies spend a lot of time talking about what they do for their employees, it’s not what they say they do for them, but what they actually do for them.
I would submit that one of the easiest ways to contribute to a positive employer brand is by treating candidates well during the hiring process.
Once you decide to interview a candidate, be clear with them regarding:
- The steps in your internal hiring process
- The timeline involved in your hiring process
- What they can expect from you during that period
*Any changes that might occur in steps 1, 2, or 3 . . .TELL THE CANDIDATE BEFORE THEY HAVE TO ASK YOU ABOUT THEM!
If you complete steps 1, 2, and 3 effectively, you’ll stand out over 80% of your competition for the same talent.