¿Cómo se diseñan e implementan iniciativas efectivas de employer branding y experiencia del candidato?

L'expérience candidat commence par une relation de qualité avec celui-ci: - écoute active - capacité à s'intéresser à son projet professionnel et valider l'adéquation entre celui-ci et le poste à pourvoir - être honnête: si le candidat ne correspond pas, le lui indiquer en précisant pourquoi - décrire le processus de recrutement - suivre sa candidature jusqu'à l'intégration si il est retenu - garde le contact avec le candidat même s'il n'est pas retenu. Un candidat pourra véhiculer une image très positive de votre entreprise si la relation a été de qualité et si le deal était clair. Il peut indirectement influencer positivement ou négativement votre marque employeur, fonction de son vécu lors de l'entretien qu'il aura eu.

The old ways won't be relevant anymore. Employer and recruiting branding are the way to go. Let your work and your expertise speak for itself and let your recruiting branding do the talking! The LinkedIn audience wants to see your passion, your potential, and your creativity. This authenticity will bring the right talent and connections to YOU. Don't be afraid to stand out from the crowd.

I’m excited to see a focus on the importance of onboarding and retention as it relates to recruiting/recruiters. And it all starts with the job listing, making sure to clearly share what your company has to offer candidates. Just like customers, candidates want to know, “Why ________(insert company name here)?”

Your employer brand is the reputation and experience your organization conjures as an employer. A strong employer brand attracts top talent and reduces turnover rates. Steps to Develop an Employer Branding Strategy: 1) Define Your Essence: Understand what makes your organization unique. 2) Align with Ideal Candidates: Determine who you want to attract. 3) Craft Your Message: Communicate why job seekers should choose you. 4) Shape Recruitment Efforts: Tailor your offerings to attract the right candidates. 5) Monitor and Adapt: Continuously improve your brand.

While my personal goal is to elevate the experience for all candidates, too often, recruiters and talent acquisition specialists miss the mark. Have you seen all the posts about terrible experiences with recruiters? There are too many which gives our profession a bad name. All companies should invest in cultivating feedback from candidates - those that didn’t get hired - so the company can keep a pulse on what’s going on. If you’re using outside agencies, they still reflect on your company so it’s equally as important.

Candidate experience refers to how job applicants perceive and interact with your organization during the recruitment process. It encompasses every touchpoint, from the initial job posting to the final decision. A positive candidate experience can enhance your employer brand, attract top talent, and lead to better retention rates.

Candidate experience begins with the application and continues throughout the new hire's start date. Every touchpoint between a candidate and the company is an opportunity to build and maintain an excellent candidate experience, which encompasses several tasks. These tasks include responding in a timely fashion, providing and soliciting feedback, clearly communicating the interview process, and offering an estimate of when the hiring team will make a decision. However, the candidate experience doesn't end there. New hires expect the same level of experience during the background check as they did when they applied. This is a crucial time to consistently provide an excellent experience to the new hire as they await their joining date.

Storytelling is my favorite tool. It creates a unique brand that differentiates you from everyone else. → Use posts, projects, success stories (or defeat stories) and testimonials to create a special perspective. → keep people: Educated. Engaged. Entertained. In a world where everyone wants to look like everyone else... get the courage to be yourself!

Implementing effective employer branding and candidate experience initiatives involves thoughtful planning and execution. 1) Employer Branding Initiatives: Align with Organizational Needs, Craft Your Unique Proposition, Leverage Technology, and Foster Communication. 2) Candidate Experience Initiatives: Captivating Job Descriptions, Respect candidates’ time during scheduling, Cultivate a positive environment, Encourage collaboration, Provide constructive feedback to candidates even if not selected, leave a positive impression.

Present yourself as a consultant, as an advisor. What you truly are; a partner to help your candidate to thrive, and to help your client to fill their vacancy. Interact often with their content and share interesting insights on the market, unique data, and relevant advice. By doing this, your talent pool will remain evergreen.

It is definitely important to revisit all things branding and candidate experience frequently and continuously. One of the questions I have added to my initial interviews is "What about our advertisement inspired you to apply?" So, beyond why this job, or why this company, this question lets me know how our targeting is working (or not working). We strive to be great matches to candidates as much as they would be a valuable addition to our team. So the strategic and consistent attention paid to our brand and the great experience we can cultivate before, during, and even upon separation is key.