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The employer branding question: Is it as simple as treating all candidates well?

The short answer is yes! Improving candidate experience has been linked to a better reputation as an employer, a higher calibre of applicants, and a better company culture.

The last 12 months have seen some drastic changes to the recruitment market across a wide range of industries and sectors as companies struggle to find the talent they need to survive and thrive in economic uncertainty. But one thing has become increasingly clear, candidate experience, from first introduction through to welcoming a new employee onboard, has become increasingly critical for businesses looking to hire.

More than ever, talent want to get to know an employer and, according to HR Drive, 90% of candidates will conduct a cursory online search before even applying, and even consider the recruitment process an indication of you as an employer.

However, this should not be cause for alarm as reviewing your candidate experience and elevating your employer branding is an unparalleled opportunity for your organisation as:

The benefits are clear: improving your candidate experience and subsequently your employer brand will save you precious time and money at a point in time where any cost saving is vital for sustainable growth and profitability.

Best practices to improve candidate experience:

If you can institute these practices every time you undertake a hiring mandate, then you will increase your reputation as a fair and measured employer.

With the rise of employer review websites like Glassdoor and even LinkedIn, candidates often leave reviews of their experience. If your recruitment process is structured around a positive candidate experience, you’ll be more likely to attract positive reviews on these sites – even from candidates who didn’t get the job!

Additional measures you can take to elevate your employer brand:

Employer branding is how you convey yourself as an employer; what it’s like to work for your organisation, the company culture, the values and ethos that distinguish you from other organisations.

This means looking internally to define those qualities that make you an attractive employer and then working out how to convey that through your recruitment process and even those touchpoints with your candidates before they apply.

The best way to elevate your employer brand is to look at your content strategy across your website, careers pages, blogs, and company/employee social channels and ensure they convey a consistent message that showcases your company culture accurately and favourably.

This could be done through simple measures like:

Essentially, treating your candidates well to improve your employer brand and reputation in the market is a much longer process and even extends through to treating your employees well whether in the office or working from home, from looking after their mental health to cultivating a supportive and fun company culture.

At Trace we understand that people make a business, and attracting the right people starts with your recruitment process. We can help you create a recruitment strategy that ensures a positive candidate experience, improved employer brand, and happy, committed employees.

We believe company culture is the heartbeat of a company. Cultural fit is the basis of longevity, and in the face of further uncertainty, finding a match that will be a long-term placement with your organisation is of the utmost importance. It’s a crucial part of your business and should have a place in your recruitment strategy. We created our own Predictive Fit ProfilerTM (PFIT) process to ensure the right cultural fit every time. 

Find out more about how we can help you trace the right talent for your finance function by getting in touch with us today.

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