Shaping The Way Employees
See Your Brand

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1.) Have you developed employee personas?

When making a hire, are you considering qualifiers like the applicant’s key personality traits and whether they share your core values? Establishing a “right-fit” employer persona that outlines the characteristics that you are seeking in a new hire will guide your recruiting strategy.

2.) Do you have a mobile-friendly careers site or careers page, and is it accessible in your main navigation?

Today’s recruits expect a modern, digital experience when applying for a job. Are your career posts easily accessible and viewable on desktop, tablet, and mobile?

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3.) Do your job descriptions get the candidate excited? *

Top candidates want to know what you can do for them and what they can do for you. Do your job posts vividly describe the expectations for the role, the possible career path, and the learning experiences your organization provides?

4.) Do you have an employee-centric brand presence? *

Top candidates want to know what you can do for them and what they can do for you. Do your job posts vividly describe the expectations for the role, the possible career path, and the learning experiences your organization provides?

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5.) Do you use video storytelling in recruiting? *

There is no better way to show a day in the life of your company culture than through the stories shared by your employees. Prospects and recruits alike want to know that your company has positive values and employees work towards shared goals.

6.) Are you using HR technology platforms in your recruitment strategy? *

There is no better way to show a day in the life of your company culture than through the stories shared by your employees. Prospects and recruits alike want to know that your company has positive values and employees work towards shared goals.

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7.) Do you have access to accurate marketplace salary data? *

Salary information is available to everyone searching for employment. However, just like everything online, there is an array of unverified and unreliable data sources that contain misleading salary information. Do you have access to reliable marketplace compensation data?

8.) Have you received an employer brand recognition, like “Best Place to Work?” or other similar accolade? *

It’s a simple fact: Award-winning cultures attract top talent. Getting recognized for providing an exceptional employee experience helps build your employer reputation.

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9.) Do you have an employer brand content strategy? *

Just like testimonials from clients, authentic endorsements from your employees builds your brand reputation. This will highlight your business culture from an employee’s point-of-view, showcase community or charity events, and promote the success stories of people who have risen through the ranks in your organization.

10.) Do you have a candidate referral program for employees? *

External recruiters often charge 15-25% of a candidate's first-year salary. Adding some skin in the game for your employees can help improve the recruiting process. An added benefit is that retention and engagement rates are typically higher in workplaces where employees have deep connections and friendships.

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11.) Do you have an internal communication campaign? *

An internal communication strategy will elevate engagement and improve retention by educating employees on sales and marketing activities, recognizing employee accomplishments, and celebrating events like birthdays and workiversaries.

12.) Do you have a response plan for employer review websites? *

Your brand experience goes beyond the information controlled by your organization. Peer review websites like Glassdoor and Comparably provide a forum for anonymous feedback about employers. Online reviews by employees give candidates a peek into companies they might not see on a brand’s site or social media.

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13.) Does your physical workplace mirror your external brand position? *

A branded workspace is a physical environment that reinforces your brand and creates a meaningful and inspiring experience. Do you visually highlight your company’s personality, achievements, core values, and key messages? Does your culture shine through in the design of your office space?

14.) Do you use gaming, testing, and video technology in recruiting? *

Organizations are leveraging gaming, surveys, and online testing to assess a candidate's soft skills and role competencies. The use of video and meeting technology for interviews can save time and reduce costs, especially for preliminary interviews. Do you use technology to your advantage throughout the recruiting process?

15.) Have you established a plan and budget for recruiting and retaining employees? *

To compete for top talent, prospective employees must know you exist. Relying on word-of-mouth promotion is not a sustainable talent strategy. A structured plan for recruitment advertising will keep your talent pipeline full. Have you crafted a plan that keeps you top-of-mind in the marketplace?