10 Things to Do In Your First Few Days as an Employer Branding Specialist
Employer Branding is a fascinating job, and being an employer branding specialist is exciting as the job is pretty hot now. Businesses usually have an image that the employees and their audience perceive. This is what employer branding is all about. Employer Branding in recruitment is also very crucial. But, have you wondered what to do in the first few days as an Employer branding specialist? How to do employer branding effectively?
For Employer Branding in Recruitment, if your company’s work environment and culture are unhealthy, it is your responsibility to address that first. If you already have a great company culture, you’re in an excellent position to expand on it. Learn tips from this blog on the 10 Things to Do In Your First Few Days as an Employer Branding Specialist.
Content List
- Identify Your Employer Brand USP
- Ask Thoughtful Questions Regarding Your Employer’s Brand
- Get to know your employees
- Gather Existing Relevant Data
- Meet with Partners and Vendors
- Organize Market Research
- Learn About Your Target Audience
- Develop an Employer Branding Roadmap
- Market Your Story
- Make Your Onboarding a Success
Identify Your Employer Brand USP
You should be able to identify your company’s mission, vision, values and culture. This forms the crux of your Employer Brand. Sending out authentic messages is the foundation of a credible Employer Brand. You should also be aware of the brand’s unique selling proposition so that you can market/ promote it the best. This would provide a better understanding of what the Organization can offer an employee.
Ask Thoughtful Questions Regarding Your Employer’s Brand
As an Employer Branding Specialist, review your Employer’s Brand honestly. See where it stands, and ask thoughtful and painful questions regarding it so that you know what to improve. Learn why no one seems to be applying for your open positions. See how to leverage your employer branding in recruitment. Understand what the employees are candidates are looking for. Incorporate that into your Employer branding strategy.
Get to Know Your Employees
The Employer Brand affects every stage of the employment process, from candidate to employee to alumni. Who is in charge of the Employer Brand touchpoints along the journey? What are their roles, responsibilities, and objectives for the coming year? What does each individual own and manage? How can your role in employer branding assist them in achieving their individual, team, and departmental objectives? You’ll want to build relationships across your new internal network, from talent acquisition to hiring managers and communications to marketing teams.
Gather Existing Relevant Data
Review past performances. Understand what’s working and what’s not. Assess the success as well as the challenges of the Employer Brand. From the career website, check out where the most traffic is from, see the unique visitors, the no of applications vs the no of hires. Other reports include candidate experience and exit survey data, engagement surveys, pulse surveys, and new hire or onboarding feedback. Determine who can assist you in obtaining any critical data.
Meet with Partners and Vendors
You will require the assistance of stakeholders to be successful. Determine who holds the stake within your organization and inquire about how you can learn more. Schedule time to meet with vendors or firms that already work with your organisation, such as job boards, review sites, tech stack vendors, or talent community platforms, with your team. Discuss the current contract’s scope, the challenges they are assisting in overcoming, performance metrics, and how they can best collaborate. Introduce yourself to new potential partners via demos and learn about their capabilities to optimise or fill gaps.
Organize Market Research
Investigate the competition and identify ways for your company to stand out. What are the key selling points that distinguish the company from its competitors? It is critical to comprehend what differentiates the company. Review sites and portals can be extremely useful in understanding employer brand sentiment toward your organisation and your talent competitors. Examine your competitors’ career websites and job postings on social media and job networking sites.
Learn About Your Target Audience
Begin by searching for the latest job advertisements for each role. What are the similarities between each job description? What qualities does the company say it seeks in candidates? Talk to employees in crucial talent audiences next. What do they claim to do, and what does it take to be successful? How did they end up at your organisation? Once you’ve determined your target audience, think about how you can reach them where they are.
Develop an Employer Branding Roadmap
Once you understand the Employer Brand, the Organization’s target audience, the goals and competition, everything, it’s time to focus on growing/expanding your business. You will have to mark the steps to rise from the current position to where you want to move.
Market Your Story
Everyone loves a good story. So, the best way to attract talent is to market/ sell your story. Tell the candidates the story via pictures, videos, reels, blog posts, or slideshows. Storytelling isn’t only used for job advertisements. It’s also an excellent way to persuade candidates during job interviews.
Make Your Onboarding a Success
The first 3 months of employment are critical in developing a new team member into a productive team member. Your company can make a profound and lasting first impression by providing a smooth onboarding process. Provide new hires with the tools, introductions, and orientations they need to get started and thrive in their new roles.
Conclusion
Employer branding is an ongoing process. Before making extensive recommendations or sweeping changes, gather data and build relationships with key stakeholders. The most appealing employer is not the one with the largest budget for various activities. This is because employer branding primarily concerns putting your company culture to the test in daily interactions with employees and candidates rather than garnering attention. These low-cost and no-cost activities help to build your Employer Brand.
