10 employer brand considerations for your interview process
An employer brand strategy shouldn't be limited to talent attraction. Here we consider how to integrate your employer branding into the interview process.
And what exactly is an employer brand I hear you say?
An employer brand is an organisation's reputation as an employer. The term was first used in the early 1990's, and has since become widely adopted by the global management community. Minchington (2005) defines employer brand as "the image of your organisation as a great place to work".
Your employer brand is extremely important not only in the retention but also in the acquisition and talent pipelining of potential employees. As the 'war for talent' builds once again all employers – BIG and SMALL across ALL sectors and ALL locations are advised to give careful consideration to these following 10 tips:
- Have a clearly defined vision for your business and a set of values that underpin this vision. All employees should be aware, understand and own these visions and values all the time.
- Have well thought-out recruitment plans and processes in place with these visions and values filtering the whole way through the recruitment cycle.
- Take pride in how you advertise all roles and ensure that they promote your employer brand and vision in an effective and honest manner. Take care to limit that jargon that you use in these adverts. Too much jargon can be off putting to potential applicants.
- Take the time to respond to all job applicants. If they have taken the time to apply for the role, they deserve to hear back from you one way or other!
- Provide a time frame around the recruitment process. If the process is going to take three months then make sure the job seeker is aware of this in advance.
- Be courteous during the interview process. Many people will have had to take time off work to attend interview. Ideally, they should be seen on time, offered a drink, allowed to settle into the interview and be provided with a quick summary of what the interview will involve.
- Never leave someone waiting without an explanation regarding the hold up. People become nervous and anxious if they are left waiting which can take form their ability to see themselves to an optimum level.
- Try not to make snap decisions. Allow the job seeker to sell themselves to you and be prepared to sell your business to them, it should be a two-way street.
- Always thank the job seeker for their time and provide some indication around the next stages of the interview process.
- Always provide feedback. If a job seeker has taken the time to meet you and your company, they deserve to know why they have not been successful.
Building your employer brand can appear to be a complex process – in reality it's quite simple; involve your people, have clear channels of communication and most importantly, treat potential employees as you would like to be treated.
What are your thoughts on employer branding? Do you think any additional points can be added to the above list?