Manager Employment Branding, IBM Talent Acquisition Optimization

3 Tips for Improving and Measuring Social Recruitment

Many factors contribute to the strength of your employment brand, ranging from overall market brand awareness to the candidate experience during the application process.

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Reaching Passive Candidates: How Talent Communities Can Help

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.”

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Reaching Passive Candidates: How Recruitment Marketing Can Help

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.

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Reaching Passive Candidates: How an Employee Value Proposition Can Help

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.

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Social Media Employment Branding Improves Candidate Perceptions of Kennametal

The challenge Recent restructuring changes were hindering perceptions of what it’s like to work at Kennametal.

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Reaching Passive Candidates: What Motivates Them?

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.

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A Journey Through Your Online Employment Brand Part 4: Pay-Conscious Pete

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?

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A Journey Through Your Online Employment Brand Part 3: Hunting Harriet

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.

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A Journey Through Your Online Employment Brand Part 2: Curious Chaitra

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.

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A Journey Through Your Online Employment Brand Part 1: Receptive Ramon

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. Sometimes it’s tempting to look for the one channel that will matter the most to your candidates. But here’s the thing—there is no one best channel. The truth […]

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A Journey Through Your Online Employment Brand Part 1: Receptive Ramon

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. Sometimes it’s tempting to look for the one channel that will matter the most to your candidates.

Continue reading

How to Use Your Employer Brand to Build a Strong Candidate Pipeline

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.

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