How Tech Recruiters Can Build Better Employer Branding With Marketing

An employer brand plays a crucial role in the employee value proposition. It essentially refers to what the organization has successfully communicated as its identity to its current and potential employees. According to Workable,  9 out of 10 candidates would apply for a job when it’s from an employer brand that’s actively maintained.

Intrigued about employer branding? Then, this blog is for you!

Here are some of the important questions that are often asked about employer branding.  We have provided some detailed insights in place to help you with a clear understanding of technical recruitment and employer branding for your tech business.

What is employer branding?

Employer branding refers to the process a firm undertakes to promote itself as an employer of choice. It consists of core principles, employee experience, and communication with prospective employees. That being stated, why is employer branding vital to your company? Following the epidemic, the necessity to develop a strong brand became more important than ever. The IT talent market is becoming increasingly competitive as more organizations are embracing remote working and rapid technological adoption.

As others compete to fill in-demand positions, good employer branding will be vital in determining your success. Many renowned businesses use employer branding as an employer branding marketing strategy. It helps a firm portray itself as a top choice for competent applicants. On the other hand, building your brand is a persistent, long-term process that provides consistent dividends in the long run. So, it’s quite evident that starting earlier will help your organization build a reputation as a great workplace.

What is the purpose of an employer brand?

It is easier said than done to establish a strong employer brand. Identifying and presenting your organization as a desirable location to work for the most skilled applicants takes time. However, if you succeed, you will be able to achieve the goals that you are presently battling. Employer branding is crucial in technical recruitment because:

Helps attract and retain excellent employees

A positive employer brand will make your current employees proud to work for you. Becoming a part of a company with a strong work culture is important for job seekers. Thus, businesses must be mindful of how they portray that environment. Most job seekers will look at your company’s social media accounts before applying, so use them to portray an employee-centric culture and to take advantage of social media platforms and job portals.

Lowers Recruitment Costs

If you have a strong employer brand, candidates will rush to apply for your job postings, allowing you to spend less money on tech recruitment marketing. Why pay for a job board posting when people are already pouring to your careers page? Working for a well-known, reputable firm is vital to many individuals, and if you present your company like this, you will draw more prospects for open roles.

Increases Employee Engagement

When your company adheres to an employee-centric corporate brand, you conduct frequent employee engagement activities. There’s no second thought about the fact that an engaged workforce increases productivity and revenue. On the other hand,  a lower employee turnover provides a solid foundation for your organization to attract more qualified candidates for new positions.

Communicate the Value of Your Brand

It’s no secret that top players in the market always dominate when it comes to recruiting top talents. Skilled workers will always prefer companies with strong brand recognition and beliefs. Ensure that your brand value is adequately conveyed to hire the best of the best. Modern job seekers are interested not just in your company’s services but also in intangible resources such as your mission, goal, ethics, and work environment.

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Also Read: Building An Employer Brand: Everything You Need To Know

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Effects of ignoring employer branding

 

Inability to win the Talent Competition

Businesses are in a constant war for recruiting talents to acquire highly motivated, experienced, and qualified employees. You’re always at the risk of hiring below-average personnel if your thinking isn’t geared toward attracting the top applicants.  Consequently, you lose the fight and end up recruiting employees that lack the necessary talents to propel your business forward.

Attracting Unsuitable Talent

It is related to the previously described danger. Of course, you lose the talent war, but what’s more harmful is that by attracting poorly culturally fit individuals, your company has little chance of surviving in this cut-throat competition. . However, competitors that have effectively applied employer branding and recruited the best and most culturally suitable job prospects will achieve success and successfully build their firms both locally and worldwide.

Employee value proposition

The most common barrier for applicants choosing a new job is a lack of vision about what their day-to-day life may look like at a new company. A clear employee value proposition can assist them in doing so; it informs them of the type of team they will be dealing with and what sorts of activities, career trajectory, work-life balance, and everyday chores they will encounter at the company. These details can assist in building the foundation of a solid employer brand that catches the audience’s attention, piques their interest, and encourages them into your technical recruitment pipeline.

As you move closer to selecting your perfect employee, your EVP becomes more than simply a tool for attracting prospects; it also serves as a clear means of distinguishing yourself from the competition. When applicants are deciding to take a position, a strongly outlined employee value proposition allows them to evaluate different possibilities or job offers on a point-by-point basis.

Job seekers evaluate potential employment opportunities based on the employee value proposition and prefer the one that effectively matches up with their professional goals, has higher advantages, offers more valuable work, delivers the most enticing resources to its employees, and more.

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Also Read: IT Recruiting: Strategy and Tips for Success

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Which channels can my company use to promote the employer brand?

It’s no wonder that IT talent can be acquired online, and all applicants are nowadays spending time on digital platforms. As a result, social media and digital programmatic advertising are excellent places to begin.
LinkedIn is now the best platform for employer branding, content marketing and recruitment marketing business, but if you’re seeking to market yourself as an employer who wants to attract a younger population, you can consider Instagram, Facebook, Twitter

However, don’t overlook the value of personalizing the tech recruitment process by encouraging recruiters to contact prospects directly or using customized advertisement methods such as LinkedIn emails, GitHub, and AngelList to display openings, workshops, and definitely your employer brand.

Furthermore, you can always go beyond the boundaries to reach out to educational institutions such as colleges. Building a strong rapport with them will provide you with a community of ready-to-graduate people who will be familiar with you as an employer.

How can I measure the success of employer branding?

Some of the employer branding in recruitment metrics that can help you measure the success of employer branding:

Industry Awareness and Perception

The top-level measures of employer branding are:

1. Brand awareness
2. Social media engagement rates
3. Brand sentiment
4. Brand characteristics/associations
5. Branded search impressions

Measuring Candidate Experience

The mid-level employer branding metrics are:

• Hire quality
• Cost per candidate
• Source of hire
• Offer acceptance rate
• Tech hiring manager satisfaction

Measuring Employee Experience

The bottom-level employer branding measures are:

• Employee satisfaction scores
• Employee referral rate
• Employee retention
• Employer site review

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Also Read: 4 Steps to Build your Talent Acquisition Strategy

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Is it important to have a dedicated employer branding manager?

Obviously, your organization would have an employer branding manager, but this may not be realistic for everyone. The majority of businesses do not have the resources. However,  this doesn’t imply that they can’t work on the brand and numerous tasks can be completed without a dedicated individual.

To begin with, any employee can serve as a branding expert when they are supported and encouraged. There are very small firms with fantastic employer branding in tech recruitment because the individuals who work there adore the company’s culture. Begin with small measures, and you will see a significant improvement over time.

How can I promote employer branding with a growing remote-working culture?

• Ensure you provide the dynamics and specifics of your remote work policy in every job posting and job description. Incorporating your remote work policy into each job advertising indicates you support remote employee tech hiring consultants.
• Posting job offers on job sites that resonate with remote employees is an excellent way to represent your organization as one that welcomes them. It indicates your experience with remote work, the perks of working remotely, and your understanding of the prerequisites for a successful remote business.
• Again, social media will indeed be your greatest friend, but you’ll need to be innovative outside the workplace. Instead of advertising your company’s physical presence, such as eccentric office spaces and the entire crew, you must develop ways to capture the emotional qualities of your employer brand. Share staff testimonials and creative content, and take advantage of video technology advancements by posting screenshots of meetings and get-togethers.
• One way to promote employer branding with a growing remote-working culture is to look at what past and current workers share on social media. Encourage employees to talk about their remote work experiences on their profiles so that people get a better idea of what it’s like to work in a remote environment.
• Virtual workplace excursions and executive interviews can also be conducted as part of your virtual orientation program. Just because we’re working remotely today doesn’t imply we’ll be doing so eternally, and new employees need to know what they can expect from the company when they join.