(Recruiting Daily Advisor Editor Steve Bruce recently interviewed Dingee for an episode of his HRWorks podcast. Dingee is a director of strategic recruiting with staffing advisors and an expert on digital sourcing.)
HRWorks: So, what’s the importance of building the employment brand and how might listeners go about doing it?
KD: Employment branding is the career of 2016. One simple thing you can do is to try to capture your alumnae, for example, with a Facebook group. Who knows, they may bounce back to your company.
Also think about establishing an employment website where you can join into a twitter feed or a group. Let people connect to company and to other candidates.
These are low cost options that reach a group of people.
HRWorks: Speaking particularly about LinkedIn® and similar sites, what is the role of connections, and how does that help with recruiting?
KD: I’m frequently asked to refer people and make introductions because of my wide network. You have to use connections appropriately. If you have no familiarity, how much can you ask? You should build a relationship before you expect connections to do something for you.
HRWorks: I know you’ve mentioned some other helpful programs, like Connectifier, vibeapp, prophet, Bullhorn reach, crystal knows; could you mention a few that you find helpful?
KD: Connectifier was just acquired by LinkedIn, so it may be out the door. Most recently I’m using Email Hunter and prophet, which are Google Chrome tool extensions that help you find e-mail addresses of candidates.
There is also scraper software that’s helpful for pulling down information and lists.
HRWorks: If someone is a neophyte at online recruiting, what first steps do you recommend?
KD: First thing, get the book Social Media Recruitment: How to Successfully Integrate Social Media into Recruitment Strategy by Andy Headworth. It has good material on Boolean structure, and, although things change fast, this textbook is pretty current. (Full disclosure: I did contribute to the book.)
Second, do an online search for instructional blogs and YouTube videos.
Third, read industry blogs to stay ahead of the game.
HRWorks: Kelly, any final tips?
KD: I’m always learning. Each week, I allocate 1 hour to testing new products. I recommend you do the same to figure out which ones work for you.
HRWorks: Do you want to share contact information?
Sure. I am easy to find. Look me up on LinkedIn and Google, or write email@example.com.
HRWorks: Kelly, thanks so much for all this great guidance.
One of the most important aspects of recruiting involves employment branding. Six times a year, the HR Daily Advisor Research Team conducts detailed research into contemporary HR challenges to highlight best practices and common policies and procedures. For this report, we examined how employment branding is being used in the real world of HR.
How important is developing a distinct employment brand to your company? How difficult is it? What makes people want to work at a specific company? Our respondents shed some light on the state of contemporary employment branding. We polled 391 people across numerous industries and disparate parts of the country to find out. See the results of our national survey as well as demographic breakdowns for each question.
Available in both print and downloadable PDF versions.
Among the features of this new product:
- Full results of our national survey addressing employment branding
- Survey results broken down by key demographics such as HR department size and business type
- Executive summary and highlights
- And much more!
Thanks to the ever expanding field of social media and the general digitization of our lives, companies have never been so transparent. This is true whether they want to be or not, and even whether they realize it or not. As a result, there has never been such a focus on employment branding as there is today. With the information in this report, you will get insight into the many ways HR departments around the country make use of employment branding, perhaps even your competitors’ HR departments.