Does Employer Branding Work? 🩻 EBH

Do you want lots of applications or great hires?

It attracts and closes a higher quality of talent

• Over 57% of our "qualified" candidates from 2022 (those who reached a “recruiter screen” and/or “hiring manager screen” stage) listed our employer brand-managed channel as what ultimately encouraged them to apply.

• Recruiters have noticed an increase in applications for their roles and/or quality.

• It has allowed us to increase the quality of applicants to the point where we average one job offer for every 50 applicants.

• We’re filling our higher turnover roles faster while still seeing the quality of candidates improving.

• We have doubled our number of qualified candidate leads (candidates who pass the recruiter screen) in one year.

• Our recruiters are actively more engaged with sharing social content and better messaging to candidates which have resulted in an improvement in quality for some of their areas. 

This is the pinnacle of an employer brand’s value, though it is impossible to quantify accurately. Imagine if every hire in every open role was a Nobel laureate, a Fields Medal winner, a MacArthur Fellow, a noted published expert on their subject, award-winning, or just “1% talent”? How much better would your business be? You’d work at a business perpetually inventing new things, innovating processes, unearthing deep insights, and connecting better with customers. In other words, your business would be exponentially more effective and valuable than it would be with the B and C-level players who apply for jobs now.

These amazing talents are not people who read job posts or respond to cold outreach from recruiters they don’t know. They are in demand. They have choices, and only make a move when they want to.

This is where employer brand shines. It defines that differentiated value and delivers it in an interesting, attractive, and perhaps intriguing package. Even if you aren’t hiring Pulitzer winners, employer branding gives you a chance to hire the best possible talent in any field. 

+++++

A timeline to consider:

• May 3: Start the Employer Brand Workshop

• May 24: Understand what your competitors are saying

• June 10: Know how you can differentiate your company and compete with companies far bigger than you

• July 10: You stop publishing bland garbage on social and focus on messages that matter to your audience

• July 30: Better job postings

• August 15: All your recruitment messages are aligned to your differentiated value, increasing social following and

• August 31: You're building a content strategy to reach people not looking for a job today.

• Sept: You share your employer brand dashboard with your boss

• Jan 2024: You can point to increased offer acceptance rates and higher-quality talent.
  
  Not bad for a six-week, $1,500 investment in yourself.

The next Employer Brand Workshop starts May 3rd. If you want to join a live cohort to build your company’s employer brand, register now!

***This Newsletter Contains No ChatGPT***

###