Current State of Employer Branding
February 12, 2025
Exits, Whether Voluntary Or Involuntary, are Inevitable Organizations let go of employees for a variety of reasons. While voluntary exits or those employees who leave organizations to seek greener pastures elsewhere are at one of the spectrum in terms of process and the HR (Human Resource) strategies used, involuntary exits where employees are made to […]
In this tightly integrated and interconnected 24/7 world where businesses operate at all times and keep their IT (Information Technology) enabled processes and systems running all the time, it is important for such businesses to protect themselves against cyber threats and cyber warfare. By definition, cyber threats refer to the risks arising from hacking and […]
What are PIPs (Performance Improvement Plans/Programs)? This article deals with a rather sad aspect of contemporary organizational policies, yet this is an important aspect that affects all employees and the HR function in addition to the line managers. We often hear the term involuntary separation, which means the resignation of employees after being asked to […]
Employees are the major assets of an organization. It is essential that the employees perform together as a collective unit and contribute equally towards the realization of a common goal. No task can be accomplished if the individuals are engaged in constant conflicts and misunderstandings. It has been observed that targets are achieved at a […]
Review and follow up is important for any process but indispensable after assessments. It is crucial that a comprehensive and robust review mechanism is planned in detail along-with the assessments. When assessments are being used for developmental purposes like for identifying high potential employees, for succession planning or role change, it acts as a navigator […]
Until a few years ago, most talent acquisition experts had declared social media as not-so useful for promoting their employer brand and attracting talent. They continued to deploy more traditional channels to create and widen the talent pool for their organizations. And they also kept whining about the increasing talent gap. While social media has been around for couple of years now, they wouldn’t tap into its capacity and utilize to look for talent.
The interesting dichotomy was that social media was primarily seen as a channel to connect with and engage customers. And most wouldn’t consider it as a recruiting tool. But over time, brand advocates and talent professionals have realized that social media not only works faster but also better in creating a strong brand affinity. It’s a tool to build awareness, promote company culture, and strengthen reputation and source potential employees.
Though the company website is one of the most important online assets, but it comes as the second highest-scoring digital channel and social media is considered the top performer. Universum’s latest study tracked the social media activities of the 400 largest American companies and revealed the top channels for promoting employer brand:
The above graph clearly shows that the recruitment has become much more social in all these years. Another recent study conducted by Jobvite showed that around 93% of hiring and HR professionals already use or plan to use social media to boost their hiring efforts.
The crux of the matter is that employers understand the importance of social media; however, they are more concerned about the competence required to use social channels for employer branding and recruiting. The same report (Jobvite’s) also shows that recruiters are not very confident of their skills in using social media extensively. And probably, this is one of the reasons as to why they still have a lukewarm response towards using social media for attracting talent.
But this shouldn’t come as a surprise. To be fair,
Using social media effectively for employer branding and talent attraction comes as a cross-functional strategy, where you’re trying to achieve two objectives simultaneously. There are a number of ways in which these can be achieved; however, to attain best results, recruiters need to have strategies that can be implemented concurrently.
However, it must be noted that there won’t be any clearly-defined guidelines or set of activities with comprehensible responsibilities. Rather, this would be a team effort, requiring active contribution from all team members.
Here are few things that you, as a business, get begin with:
It’s time that companies stop keeping ‘social recruiting’ at the back burner and experimenting with it when all other means and tools of recruitment fail. It’s time to move beyond this thinking and make ‘social recruiting’ as a core competency and an integral part of the hiring strategy.
And for ‘social recruiting’ to work for you, your employer brand becomes a strategic asset that gets more candidates willing to work with you.
Not all social platforms work in a similar manner. Plus, not all channels will work for you. It’s important to identify the social platforms where your target audience exists. Typically, LinkedIn comes to mind when it comes to hiring. However, this is not the only platform. There are many others that you should explore. Having said this, you also need not be on every single platform. Conduct an in-depth research and use relevant keywords to find which platforms are popular in your industry and with your target audience.
Once you’ve identified social media platforms relevant to your industry and hiring objectives, the next step is to engage with the potential talent through content. It can be textual, visual, audible or graphical. No matter what type of content you choose, it has to be interesting, relevant, timely and engaging. Don’t bombard them with irrelevant and boring content. Also, it’s not necessary to produce content all the time. In fact, you can curate the content and re-package it and present it to your audience. However, don’t forget to give the credit where it’s due.
There are a lot of reasons why it has become necessary for organizations to bring the inside of them outside. The potential talent is interested in knowing about the work environment and what your employees think about you. However, there is a fine line between what to share and what not to share. Set the guidelines for content producers and publishers and make sure that only the right message goes out to the public.
While what has worked for others may not work for you. Therefore, you will need to identify your unique selling points that can be promoted on social media. It will not only help you have a better understanding of your business but in also demonstrating your employer brand in a more effective manner.
The biggest mistake organizations make is that they do not track their initiatives and measure their efforts. This is why they fail to make a positive impact on their audience or get the maximum return from their investment.
At times, there are things that do not work in your favor. And then there are initiatives that bring you unexpected results. What works and what doesn’t can be found only when you analyze your actions and measure your performance.
Using social media for employer branding and talent attraction is an art. And you perfect it with time by putting in consistent efforts. There will be crest and trough. You may face a plateau. But it’s worth putting the effort. In fact, let’s put it this way – you can’t afford not to use social media for creating your employer brand identity and connecting with the potential target.
Your email address will not be published. Required fields are marked *