Yesterday we looked at an infographic outlining the real and considerable costs of a bad reputation. Today we’ll look at what you can do to help.
Employment Branding Best Practices
How does your company’s reputation stand? Are you tracking that? Do you have a plan to improve it? This study reinforces how vital it is that your employment brand be a good one.
Here are some general guidelines:
- Consider the candidate experience.
- Make room for your employment branding.
- Keep it honest.
Candidate Experience
As powerful as public media is, reputations can be made or lost outside of the public media landscape. One way is through the candidate experience. According to a recent study by CareerBuilder, 82% of employers think there’s little to no negative impact on the company when a candidate has a bad experience during the hiring process. The reality, however, is that the majority of candidates do not take poor treatment lying down: 58% are less likely to buy from a company to which they’ve applied if they don’t get a response to their application; 69% are less likely if they have a bad experience in the interview; and the same is true of 65% if they didn’t hear back after an interview.
Conversely, a good candidate experience can have the reverse effect: 69% of candidates are more likely to buy from a company to which they’ve applied if they’re treated with respect throughout the application process; and 67% are likely to do the same if they receive consistent updates throughout the recruitment process.
Keeping the candidate experience in mind with your company’s recruitment is an opportunity to build a reputation as a company that treats every potential employee with respect.
Making Room for Employment Branding
Does your company have an employment branding program? How about even one employee dedicated to employment branding? In a recent BLR® survey, we found that 73.4% of survey takers say their company does not have an employment brand program.
Of the 26.6% of those who do have an employment branding program, only 17.1% have an individual dedicated to employment branding. It’s absolutely imperative that your company has at least someone focusing on your company’s brand, and here is why.
If your company is being defamed, your employment branding professional will know about it and be able to get in front of it. Likewise, when your company does something worth bragging about, it’s that same individual who gets the word out.
Tomorrow we’ll look at how transparency can really help your brand.