What data should you collect to optimize your sourcing efforts for employer branding?

Employee Satisfaction Surveys: Gather insights on workplace experience. ?? #EmployeeEngagement #WorkCulture Candidate Feedback: Understand impressions from the hiring process. ?? #CandidateExperience #RecruitmentFeedback Social Media Analytics: Measure engagement and perception. ?? #EmployerBrand #SocialListening Retention Rates: Assess how well employees stay post-hire. ?? #RetentionStrategy #TalentRetention Competitor Analysis: Understand industry benchmarks. ?? #IndustryInsights #MarketResearch

To boost employer branding, start by gathering target audience data. This info helps you grasp who your ideal candidates are, what they seek in a job, and where they search for opportunities. It covers demographics, behaviors, attitudes, and more.

To optimize sourcing efforts for employer branding, focus on collecting data related to employee satisfaction, engagement levels, and feedback on workplace culture. Gather information about key benefits, career development opportunities, and the overall employee experience. Additionally, track online reviews and social media sentiment to understand the external perception of your employer brand. Utilize metrics like employee retention rates and referral sources to measure the effectiveness of your branding strategies. Regularly analyze this data to identify areas for improvement and refine your employer branding initiatives accordingly.

To optimize sourcing efforts for employer branding, collect data on candidate demographics, feedback on the recruitment process, and employee testimonials, enabling a targeted and authentic approach that resonates with the desired talent pool.

Enrich all the collected target audience data with candidate personas. Personas allow you to really understand your candidates and gives you hints how to reach them.

Getting competitor data is like having a secret sauce recipe to boost your employer branding. Explore the digital sphere to learn about their hiring practices, staff endorsements, and engagement strategies. Take a look at their social media presence; it offers an exclusive glimpse into what appeals to prospective employees. Competitor data is more than just numbers in my playbook; it's the secret to understanding what makes your rivals interesting to talent. Equipped with this information, you can enhance your employer branding and position yourself as the alluring place of employment that every applicant desires.

Snag this data from their sites, socials, job boards, Glassdoor, reports, and news. Comparing helps you stand out and see what makes you shine. Plus, you can pick up tips and sidestep their slip-ups. 1. Benchmarking Strengths & Weaknesses: Compare your brand against competitors to identify what sets you apart. 2. Data Sources: Gather competitor data from websites, social media, job boards, reviews, and industry reports. 3. Uniqueness Identification: Understand what makes your brand unique and appealing compared to others. 4.Learning from Competitors: Extract best practices and avoid potential pitfalls by studying your competitors' approaches.

Mehrere gute Tipps um die Daten von Mitbewerbern mit einzuschliessen. Die Angabe der verschiedenen Quellen sind sehr wertvoll. DANKE.

Competitor data is helpful to shed light in the gaps of one's own organization - "What are they doing that we're not doing?" This doesn't mean copy your competitor, but learn what is working well for them. It might not work well for you but you'll learn to perhaps think differently for your own organization.

Es ist wichtig auch mal nach Links und Rechts zu schauen, um zu sehen wie die Mitbewerber / Marktbegleiter das gleiche, ggfs. anders, tun. Ich empfehle auch mal in andere Branchen zu gucken, quasi nach Oben oder Unten, um "outside the box" einen neuen Blick und neue Inspirationen zu bekommen.

To boost your game in employer branding, snag performance data. It helps you see how well your efforts are working. Metrics like where hires come from, hiring costs, time taken, hire quality, candidate experiences, and more are key. Use tools like tracking systems, surveys, and analytics for this data. It's crucial for measuring success, tweaking what works, and fine-tuning your approach. 1. Effectiveness Evaluation: Performance data helps gauge how well your branding efforts are doing. 2. Diverse Metrics: Track metrics like source of hire, cost per hire, time to hire, and candidate experience. 3. Data Sources: Gather performance data from applicant tracking systems, surveys, and analytics tools.

To supercharge your employer brand, get hold of opportunity data. It unveils fresh talent sources and trends. Seek info on new skills, markets, networks, and tech. Sources like industry research, partnerships, and events offer this. 1. Discovering New Talent Sources: Opportunity data reveals untapped talent pools and emerging trends. 2. Information Sources: Gather this data from industry research, partnerships, referrals, and events. 3. Expanding Reach and Adaptation: Use this data to broaden your sourcing and adapt your brand to changing talent needs. 4. Crafting Attractive Campaigns: Tailor your value propositions and campaigns to match evolving talent market expectations.

???????????????? ??????????, ?????? ???????????? ????: ??????????-???????????????????? ????????????: Identify and measure the impact of micro-influencers within your organization, especially employees with a strong online presence. Analyze their reach and impact on potential candidates in shaping the perception of your employer brand. ???????????????? ???????????????? ??????????????????????????: Monitor the participation levels of employees in employer branding efforts, such as sharing content on social media or participating in employer brand campaigns. Recognize and reward employees who actively contribute to building the employer brand.

Craft an unbeatable employer brand strategy! Dive into employee satisfaction, benefits, and culture feedback. Track online reviews, social sentiment, and retention rates for a pulse on your brand's health. But wait, there's more: spy on competitors! Unearth their hiring practices, staff endorsements, and social media secrets. Competitor data isn't just numbers; it's the key to making your brand irresistible. And don't forget the power moves: leverage micro-influencers and turn employees into brand ambassadors. It's not just strategy; it's an employer brand revolution!

Actionable data is info that helps you take real steps to improve your employer brand. It includes practical advice, tips, and suggestions from experts and resources. This data turns insights into actions, enhancing your brand and attracting better candidates.

Consider employee data and people analytics (prescriptive and descriptive). - What type of candidates have been successful in a certain position after 1 year, 3 years, etc.? - What factors affect newcomers' performance and success: past experience, education, onboarding, personal characteristics, something else? - What is in common with employees who decide to leave within the first year? - How to predict a candidate's potential performance, success and traction? There's a lot to learn from past recruitments, existing employees, their performance and successes. People analytics is much more than just metrics for recruitment, talent acquisition and employer branding. It's the ability to use data holistically to draw meaningful insights.

Track where top candidates are coming from to focus on the most effective channels. Survey candidates and employees on how they perceive your employer brand. Analyze engagement on social media and career sites, including likes, shares, and comments. Monitor the number and quality of applications per job posting to gauge brand attractiveness. Understand why employees leave to identify and address potential brand weaknesses. Assess how your employer brand compares to competitors in the market. Collect feedback from current employees about their experience working for the organization.

If we are looking for data to enhance and improve employer branding, we really should be looking internally more than externally. What do your current people think the EVP is? What sort of people tend to succeed in your business versus those who don’t? This data can help tailor your branding strategy to attract and retain top talent effectively

Try to consider experience of previous applicants involves looking at their entire journey during the recruitment process. This includes everything from finding the job opening to the interview stage and feedback afterward. Factors like clear information about the company and the offered position, transparency in the selection process, how responsive the recruitment team is to applicants' questions, and the overall impression gained during interactions with the company play a crucial role. Uderstand applicants' experiences, a company can identify areas for improvement, enhance the efficiency of the recruitment process, and build a positive reputation among potential employees.

An important but rather difficult task would be to collect data from those who were not attracted by past employer branding efforts. This might be achieved through random online polls (with probably less meaningful results) or by having new joiners interview their peers who joined other companies on why those did not chose my company.