Published on February 4, 2014
Four Steps to a Successful Employment Brand H it a Recruiting H ome Run If you cannot hear the presentation through your speakers, please dial 800-584-2088 to listen through your phone line.
About the Presenter: Roberta Matuson is the author of the international bestseller, Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around (Nicholas Brealey, 2011), a Washington Post Top-5 Business Book for Leaders, and the forthcoming book, Talent Magnetism (Nicholas Brealey, September 2013). Roberta is the President of Matuson Consulting, a firm that helps organizations achieve dramatic growth and market leadership through the maximization of talent.
In this webinar: Covering your bases: ‣ Why employment brand is so important to your small business ‣ Evaluate it objectively ‣ Improve it without breaking the bank ‣ Maintain it going forward
"If you build it, he will come..."
What exactly is an employment brand? Presents a picture of your company to: ‣ Prospective candidates ‣ Current and past employees Forms a collective history of your company Including people who were or may someday be your customers.
The difference between recruitment and employment brand Recruiting is tactical ‣ Speaks to active job seekers An employment brand speaks to both active and passive seekers ‣ Creates an emotional connection ‣ Addresses their “wants” Be sure to incorporate your employment brand into collateral ‣ Offer letters ‣ Job descriptions ‣ Career page
Is employment branding important for small companies? The answer is yes! ‣ Maximizes your recruitment costs ‣ Saves you valuable time and effort ‣ Enables you to level the playing field ‣ Broadcasts your job opportunities ‣ Conveys your company culture More Time + More Money = Success
A GREAT employment brand drives engagement Tell your company’s story in a compelling way Draws the right candidates toward you Creates an emotional connection with active and passive job seekers Help you increase the number of accepted offers Reinforces your marketing brand
Job seekers tend to be “me-centric” What exactly does this company have to offer to me? What does the leadership team look like? What can I expect in terms of interesting work? How will you invest in me? ‣ Looking for benefits that go beyond the norm
While salary counts - it’s not #1 Workforce Talent: Job Seeker Survey – a survey of 6,000 Monster job seekers conducted January – February 2013
What do candidates value in a company? Reputation Purpose Opportunity Culture ‣ Co-workers they can relate to ‣ Great work atmosphere ‣ Competitive pay ‣ Job stability ‣ Workplace flexibility These four points define your employment brand
Don’t overlook the four laws of mutual attraction Beauty is in the eye of the candidate Beauty comes from within your company’s essence Looks are paramount Attraction must be mutual
Download the complete webinar, Four Steps to a Successful Employment Brand. Visit the Monster Resource Center: http://hiring.monster.com/hr/hr-best-practices/small-business/archived-webinars/monsteremployment-brand-webinar.aspx
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