An Employer brand used to be easy. Redesign your website to include a nice picture of your office. Throw in some photos of some mad high fiving from a team outing. Got a dog? Throw a photo Fido on the website too.
But it’s so much more than that now.
Candidates are more data-driven. They want to know the gender ratio and diversity stats. They want to hear from their hiring managers earlier in the process to see if it’s a mutual fit. Find out how you can elevate your employer brand to attract the best talent.
Why You Should Care About Your Employer Brand
Companies that invest in their employer brand can reduce employee turnover by 28 percent. That’s huge! Considering it costs around $10,000 to hire an employee… well, you do the math.
Conveying your employer brand authentically and accurately can ensure you attract the right employees — and candidates understand your brand.
Factors Important to Women
Not surprisingly, women tend to value some factors more than others when it comes to employer brand. Female candidates often during interviews about the following statistics.
Will a candidate be the only female on her team? Women don’t necessarily need to work solely with other women, but we’ve been the token females on the team for far too long.
Diversity matters. Not just to prospective candidates, but to everyone on your team — and in your organization. Diverse teams perform up to 30 percent better. Women want to be on a productive team that performs.
Personal Time Off
How much personal time do other team members take? Is the workplace flexible? If not, are employees skipping out on office time because of an issue with workplace culture?
Day in the Life
Women want to peek behind the curtain to understand what a typical ‘day in the life’ of an employee looks like. We’re not about theoreticals or hypotheticals. Women have now got options, so you need to be specific about what you can offer.
Ways Your Employer Brand Is Hurting You
Whether you know it or not, you already have an employer brand. If you’re not investing time and energy into creating it, you’re probably not going to like the brand that’s created itself. One way to know your employer brand is hurting you is if you’re not attracting quality candidates.
Your Interviews Aren’t Strong
78 percent of candidates say, “The overall candidate experience they receive is an indicator of how a company values its people.” That means your HR and hiring managers are the face of your company. They represent who candidates will work with if hired.
If they represent your company in a way that’s anything less than stellar (disinterested, unorganized, offensive, late, etc.), you’re not going to attract the best talent.
Your Reputation Isn’t Great
“50 percent of candidates say they wouldn’t work for a company with a bad reputation – even for a pay increase.”
55 percent of job applicants read reviews online on sites like Glassdoor and less than 50 percent of companies monitor comments — or even know they exist. 84 percent of candidates say a company’s reputation is important.
In addition, accolades such as “Best Places to Work” lists and sustainability also play a major role in brand reputation.
Overall, bad reputations can cost companies 10 times more per employee to hire.
Your Company Doesn’t Value Diversity and Inclusion
When it comes to diversity and inclusion, it’s not just female candidates who care. The diversity of your company matters. Companies that make diversity a priority retain more employees and foster creative workspaces.
Even if your company makes diversity a priority, it won’t matter to candidates if it’s not a part of your employer brand. Rise.co is currently offering elevated company profiles with employer interviews, company culture stats, behind the scenes glimpses and more.
Find out if your employer brand could use an update.