Formalize an employer brand
To think of an employer brand is to identify the values of your company and to be able to summarize the DNA of your organization in a few words. The idea is to structure all of his messages so that they are sufficiently authentic, transparent and engaging. There is no point in spending tens of thousands of euros on an employer audit. What matters is to speak true.
Create HR content and employer brand
Do you have your HR identity? Now, share it! You must let know your know-how. The objective here is to communicate on its business lines, its career paths, its training devices, its client cases, its evolution prospects. The more information you give, the more candidates will adhere to your employer promise and therefore submit a resume. Also you can ask them to write a short custom writing essay. They may describe the most appropriate conditions of work. Why do you need it? For better understanding what exactly people look for.
Free the word of your collaborators
Your messages can be excellently shot, they are never worth the testimonials of your collaborators. Why do candidates scrutinize both Glassdoor and social networks? Quite simply, they want to see how the company works from within. It's sort of an inverted reference control! Rather than receiving feedback from employees or ex-employees, organize the speeches of your ambassadors and encourage them to share their opinions on external platforms.
Capitalize on internal satisfaction
Let's assume that you are doing everything to make your employees happy and engaged. And it works. Use this internal satisfaction as a sounding board. On the one hand, you can be referred to audit companies or "business-friendly companies". These indicators are very reassuring for candidates. On the other hand, encourage your happy employees to become co-workers. Co-optation is a phenomenon promised a bright future. To ensure the success of such a system, it is essential to put in place a clear policy of cooptation by valuing (financially and humanly) the employees who recommend interesting profiles.
Improve your visibility on social networks
Depending on your sector, your trades or the targeted profiles, you will go to one or more social networks. LinkedIn, Twitter, Facebook, Viadeo and Instagram. Use these media to create interest around your employer brand while realizing the direct approach. It is important to play the game: regularly post content to get closer to the communities that interest you, and then trade with the profiles that stand out.
Do not neglect your career site
The career site is the employer showcase of a company. There are also job offers and application forms. This space must imperatively be optimized at the risk of creating from the start a bad employer image. Unfortunately, far too many companies neglect this career site and thus deprive themselves of quality applications. One point to keep in mind: stay consistent between the promises (values, trades, work environment, etc.) and HR speeches in job interview.
Internalize the recruitment department
The new challenges of attracting talent pose real challenges for the company. And it will succeed in overcoming them by internalizing its recruitment officers. Double benefit: your integrated resource recruits the talent you need and spreads the employer brand. Indeed, who better than a collaborator to bring the company's speech to the outside?
Adopt the right sourcing techniques
On the Internet, you can find talents in different ways. You will post your job postings on your career site, on free job sites and on paid job sites. You can especially use tools that make your life easier (such as multiposting). Source also on social networks: you have the opportunity to identify easily and often for free talents on LinkedIn, Doyoubuzz or Indeed.
Manage your applications
A person who does not suit today, may be suitable tomorrow. Always keep this in mind. Equip yourself with an application management software and thus constitute a privileged pool of profiles that you can request when the time comes. Even when you are not recruiting, keep enriching this pool.
Treat the candidate experience
The talents of the younger generations are rather demanding. The game of seduction between the candidate and the company should not be one way: indeed, you too must prove what you bring to the candidate and make him want. By looking after your candidate experience, you kill two birds with one stone: you increase the chances of recruiting this profile and you improve your employer's reputation.
Use video pre-interviews
Last little trick: use pre-qualification interviews online. This interview can take place online but most often offline. Not only does this give a modern image of the company but also it is mainly a way to evaluate more candidates in relation to a vacant position (and without having to block two days of actual job interview).
