How to build branding in talent acquisition

If you want more customers to come to you, you will need a brand. Similarly, if you want more talent to come to you, build an employer brand. What factors have created the appeal of top employers? The answer lies in the employer brand - the magnet that attracts talent to "join the army".

1 - The branding in talent acquisition is divided into 2 parts: Core and shell.

The core of the employer brand is built on the missions, spirit and picture that your business is pursuing. The core will be the values that you want to convey to candidates such as mission, culture, and benefits. The more values or the more potential, the easier it is for the business to attract more talent. However, an employer brand is not easy to build in a day or two, but requires employers to invest and understand their business.

The recruitment brand shell is the image that your business shows to the outside from social networks such as Facebook or LinkedIn, the company's website to the way each employee in your company tells the story of where they work... Below is a checklist of the necessary shell parts of a talent acquisition and employer branding:
Recruitment brand identity: Color, Logo, Slogan

1. Recruitment website (Landing page).
2. Facebook Fanpage (updated regularly).
3. Company profile (Company profile) on Linkedin.
4. Standard job description
5. Company introduction: Mission, Culture, Environment, Benefits.
6. Chatbot guides candidates to apply via Facebook

Remember, 75% of candidates search for information about the Employer on social networking sites, websites or newspapers before deciding to apply and attend interviews. Never let potential candidates slip away because of bad images.
 

Employer value proposition talent acquisition

2 - General brand and individual brand

All businesses that want to survive and develop sustainably need to have a strategy to build their brand. However, some managers only focus on building a brand for the product, but ignore the brand in recruiting personnel. Some other businesses advocate that the brand in recruiting personnel (individual brand) should be independent from the corporate brand (general brand). These are misconceptions because the employer value proposition talent acquisition is an important component of the corporate brand because it conveys information about the culture, goals and values of the business to attract talent to "join the team".

3 - The value of branding in human resource recruitment

A strong branding in talent acquisition in human resource recruitment brings many benefits to businesses. First of all, this brand helps businesses optimize the recruitment process. When you widely promote the values, goals and culture of the organization, you will reduce the number of unsuitable candidates applying to the company. More importantly, if you build a reputation as one of the leading employers, you will easily "recruit" and retain talent because talented people are always looking for a worthy place to "use their skills".

So how to build a candidate journey mapping in human resource recruitment effectively? Here are some things you need to keep in mind:

4 - Clearly position talent

You need to identify who the talent you want to attract is. Find out what they care about, the goals, dreams and values they are looking for in an employer.

5 - Identify the value that can be brought to employees

Employees often only want to work for businesses that can bring them some material or spiritual value. In which, spiritual values such as pride are the most important. For example, Google conveys the message that all of their employees will be given maximum conditions to contribute to the "great cause" of helping people around the world access information for free. Therefore, you need to identify the most important values that the business can bring to employees. This is the "material" that helps you create valuable marketing messages to attract talent.
 

Enhancing candidate experience with Faro Vietnam

6 - Plan the right branding strategy

All strong brands in human resource recruitment today are built over many years. To plan the right strategy, managers need to have a long-term vision of the direction of human resource development of the business, connecting the value of the recruitment brand with the product brand and the company brand. Note that you need to set clear goals for each period for the branding strategy to be successful.

7 - Maximize the power of media

With a recruitment branding strategy in hand, you need to choose the right and effective media. Each manager has a different choice, but according to experts, you should use the company's recruitment website as the main "weapon". This website will convey the message to candidates that the company is a suitable place for them to build their career. You can also use other supporting tools such as online or offline PR articles about the company or videos and images introducing the company's values and culture.

How to recruit and retain talent is always a headache for business managers. However, if you have a strong brand in recruiting human resources, everything will be much easier. Therefore, you should invest appropriately in enhancing candidate experience. Contact us for more information.

>>>Read more: Top 3 strategies for Talent Acquisition Techniques

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