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 our previous blog about passive candidates, we discussed how you can attract applicants who are primarily motivated by personal factors such as salary, cutting a career path and working for a “dream company.”
In the first blog of this series, we discussed that most employees — even the ones who appear satisfied in their current jobs — are open to the idea of changing jobs if the right opportunity comes along.
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.
The challenge Recent restructuring changes were hindering perceptions of what it’s like to work at Kennametal.
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 departments and companies.
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?
Much attention is given to how talent acquisition professionals should attract passive candidates. When it comes to active candidates, we can spend less time on these prospects because we assume “post and pray” is an appropriate strategy.
In the world of talent acquisition, it’s all too commonplace for recruiters to try to corral every candidate into a one-size-fits-all process. But the truth is, every candidate’s recruitment journey is wholly unique.
As a talent acquisition professional, one of the most confounding parts of your job can be developing a compelling employment brand and applying it consistently across all online channels.
Building a strong candidate pipeline doesn’t happen overnight. However, organizations can both strengthen its employer brand and increase the likelihood candidates will join its talent communities by building and capitalizing on digital opportunities.
Although just one component, social recruitment can play a significant role in attracting candidates to your organization.