Presenting a corporate brand with compelling information has become more and more complex as the media grows. Therefore, it is necessary to plan a clear strategy and highly artistic marketing tools to get the most attractive employees in the media industry where they live.
“If you have a brand message that is presented across multiple channels, you should present descriptive information about your company brand consistently across all of those media.”, says Leslie Cope, senior production manager at Monster.com. Using the right image as well as consistent content about your company in any job advertisement or promoting company information will bring greater efficiency.
Why is the company brand still an issue that needs to be mentioned?
In a modern economy, you may be wondering: Why, with so many candidates knocking on your door in the labor supply market, does it make sense to invest even modestly? in building company brand with candidates? In fact, it's not just the candidates, it's the customers themselves.
“The economic downturn has brought about selectivity in employee selection,” says Bob Kelleher, CEO of Employee Engagement Group in Waltham, Mass. As employees continue to retire, the scarcity of young workers will be felt in the next year or two, Kelleher said.
Some companies find that they can leverage a strong human capital brand to build their image in the labor market.
Companies can enhance their brand by integrating their corporate branding promotion in the job description. “This allows both passive and active job seekers to learn about the company’s brand and job postings during their job search.”
Using media to attract talent
More than ever, every job posting must be connected. “If you hire people who are not aligned with your business and company culture, you lose that person,” said Jeff Quinn, Senior Global Director, Monster Insights at Monster.com.
The first trick of networking is narrowing down the field of potential candidates by creating a strategy for where you will advertise – form and media. “Media selection is something everyone has to do,” says Durbin. “The problem for employers is always the question: 'How to get the right people for the job? “A lot of people don't answer the phone or email anymore -. So you have to contact them in their environment.”
For these candidates, the majority will use social networks. One way to connect in a “traditional” way to communicate for job postings is to use social recruiting solutions that allow you to post your job postings on Facebook or Twitter through a feed from the job's home page. This is like a social media advertising campaign through popular social networks.
Whatever you do with the media, you have to keep track of all the activity in the interactive topics. “The company’s entire social media presence – including the company’s pages, posts and responses to fan posts – will influence what information potential employees get. ', Quinn said.
Email marketing recruitment should highlight your brand
Once the distribution list has been carefully curated, email is an effective way to target precisely. You can incorporate graphic design for an impressive and relevant email.
A carefully designed email campaign allows employers to expose their brand to the most popular candidates, as well as to passive candidates, Dellovo said. When working with a database of records, you can even reach people who aren't explicitly searching.” Employers can continue to improve their message and email open rates by being careful in crafting email subject line words.”
Whatever the setting, it's important to never let corporate branding messages get ahead of what's actually going on in the company. “The core of any corporate brand is who you are,” says Quinn.
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