How can you make candidates love your brand?

Build a talent community and identify what cab be a possible added value for the professional industry that the community can privide. An example for a business problem is not enough not enough women or people with disabilities. A possible community solution is community mentoring.

When they are recruiting, too many Employers focus on what they want from a Candidate and overlook the value of sharing their 'employer value proposition' with the Candidate market. If you want to be competitive as an employer, Candidates need to feel confident they are joining an organisation that is right for them and the only way to do that is through your employer brand and by defining a clear value proposition that you can communicate to them.

In my opinion: Cultivate a supportive and inclusive workplace culture where employees feel valued, respected, and empowered. Encourage collaboration, innovation, and diversity is an important part of being successful in.

Story 1: The Managing Director of one of the companies that I worked for earlier, used to make time to deliver the Onboarding session for new employees. When his senior leaders saw his effort - they started taking turns. New employees felt valued when they saw senior leaders interact with them on day 1. Story 2: One of the senior leaders from the same company received an offer from a competitor which he shared with the HR head, the HR head asked when is he resigning given the compensation almost doubled, the senior leader replied that the very fact that he felt comfortable sharing his offer letter, tells him that he should stay longer with this organization. Walk the talk - Don't just speak but live the Brand!

By communicating honestly and transparently, emphasizing key values and benefits, and above all, implementing a candidate-friendly and respectful application process.

It doesn't take a lot to make a big impact here. Just be authentic and consistent in what you put out. A bunch of small efforts will compound into something bigger and start being the change you want to see. If you have the budget, having an employee experience person can really help take the extra lift this focus would take from others. They drive the surveys, feedback, improvements and can be the one to plan fun things to make the overall experience of working more pleasurable.

C'est en faisant aimer l'humain qu'on fait aimer une marque. Une marque, c'est un ensemble de valeurs et de personnalités en adéquation et en symbiose pour défendre des intérêts communs, pas juste un logo devant un nom. Chaque marque a son identité. Il semble évident que chez Coca Cola nous ne travaillons pas comme chez Jardiland. Quand on postule, les rémunérations et les avis des salariés sont les premiers indices pour prendre le pouls.

This can't be understated. Transparency in communicating through the candidate experience makes even bad news positive when done the right way. Do this and both your talent team and candidates will thank you and you'll start to see it make a difference in people pursuing the company because of the honesty and professionalism.

A great way to build a talent pipeline is by partnering with a specialist recruitment business that operates within your sector and can identify future talent through their networks. A passive Candidate pool can be extremely valuable in times where the Candidate market is competitive. If you had people with the right skills, experience and qualifications pre-qualified and at your fingertips, how much time, effort and resources would that save your business in a recruitment drive?

One of the first places to start with alumni or talent pipeline is your organizations LinkedIn profile and posts. Put yourself in the shoes of Alumni and potential talent and consider what types of posts would interest them? What message would they take away from these posts? How does that convey our EVP?