How can you excel at recruiting branding?

To enhance your employer value proposition (EVP), consider: Employee Stories: Include real testimonials to showcase authenticity. Growth Opportunities: Highlight career development prospects. Wellness and Balance: Mention well-being initiatives. Community Impact: Emphasize social responsibility efforts. Diversity Commitment: Showcase inclusion initiatives. Rewards and Recognition: Feature appreciation programs. Innovation Focus: Highlight industry leadership. Flexibility Options: Promote remote work and flexibility. Onboarding and Training: Describe onboarding and development. Employee Engagement: Mention retention efforts. An effective EVP attracts and retains talent, so keep it authentic to your organization's values and culture.

Here at FreightVana, our two main value props are our mission and our culture. Our mission quite literally breaks the mold of how a traditional brokerage operates. Our North Star is to be the most trusted 3PL in the United States, and if you work in transportation, you know that's a pretty unique path to take. Secondly, our culture. We put our people first above all else. When you put your people's needs and well-being first, everything else falls into place. It creates this symbiotic relationship, and in turn, your customer wins, too.

Absolutely! Showcasing our employee experience is not just about sharing success stories but also being receptive to feedback and addressing areas for improvement. It's a continuous journey of creating a positive workplace culture and delivering on the promises we make to our employees. Their voices and experiences are our best assets when it comes to building a strong employer brand and attracting top talent.

This is my favorite way to attract like-minded individuals to our organization. We put our employees first here at FreightVana and have two separate committees dedicated to employee experience. One focused on events specifically, and the other on the overall employee experience. Because we have these things in place and those in our organization love working here, it makes capturing the vibes that much easier. I can make raw and authentic content for our day-to-day lives here at FreightVana. It shows through in our content and attracts the type of candidates we are looking for. Almost every prescreen I hold there is a comment about how awesome our culture looks and if that's not the proof in the pudding, I don't know what is.

In addition to the mentioned points, it's essential to consider the following when optimizing your online presence: Stay consistent in branding. Prioritize responsive design. Use interactive content. Enhance candidate experience. Personalize messaging. Encourage employee advocacy. Manage online reputation. Measure engagement metrics. Analyze competitors. Ensure legal compliance. A well-rounded approach ensures a strong online presence that attracts and engages talent effectively.

Recommending to distinguish in general between Internal stakeholders i.e. _Corporate Influencer explicitly nominated to position your organization as employer of choice in local talent communities _Whole Workforce per se. Each employee talking about your organization automatically acts as talent brand ambassador Both are easier to nurture with relevant information to facilitate building your talent brand. External stakeholders _Silver medallists as such strong candidates during the hiring process who finally did not got selected but may become selects in future _Passive candidates who backed out the hiring process themselves keen on staying in touch. _Alumni meaning former employees who left, but may become Boomerang‘s keen on rejoining.

Utilizing full potential of each the groups it is recommended to launch dedicated measures combining different communication channels i.e. Intranet, Yammer, Teams, Newsletter, Content sharing apps, Slack or WA, Newsletter, Personal mailer send by your ATS. Ideally, combining both online as well as in person formats.

Would go into detail i.e. Picking Referral Programs based on Google‘s experience it is not the heights of the bonus which may help to increase referral quota but to explicitly take time sit down with your employees and ask them who is the top-notch subject matter expert in one area you had worked with in last 2 years?

Don't have the people in your business uniformed like everyone else, anyone that joins a company needs to feel/see/hear the company's vision. People need to be themselves and promote their own ways. Being more digital is 2024 and showing the involvement is key.

I understand the recruiter brand to be an individual personal brand. For me, the employer or talent brand is a collective brand. A personal brand embodies your reputation as a recruiter. It’s everything that builds your credibility and trust in the market, from your experience, to your personality and success stories. Your candidates are browsing LinkedIn when they’re ready to look for new opportunities. By promoting your personal brand as a recruiter, you can create touchpoints so that your target audience becomes familiar with your name as a trusted resource in your industry.

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