Having a community of keen candidates waiting to hear about your next opportunity — a talent pipeline, if you will — reduces the amount of time it takes to fill any position. Ask any telemarketer or sales professional, and they’ll tell you that inbound leads are far quicker to close than cold calls. The same is true in recruitment.
It’s been said that there's no more powerful tool in recruitment than internal employee referrals. Plenty of studies have shown that referral hires are faster, longer-lasting, and of higher quality than other referrals. When you communicate your employer brand internally—to a point that it becomes a living, breathing part of your work culture—you’re far more likely to get candidate referrals from your staff who are there to back you.
Having a strong employee brand will undoubtedly attract a higher quality of talent. When it comes down to it, great people seek great brands (and vice versa). Positioning yourself as an employer of choice enables you to attract more motivated, talented, high-performing candidates.
Like attracts like. When you passionately communicate your vision and values, you’ll ultimately attract candidates who are aligned with these. When you’re visible and clear about your workplace culture, candidates will ascertain (well before you’ve spent the time and effort of taking them through the entire application process) whether they think they’re the right fit for you and your team. Gone are the days when people are motivated by remuneration alone, so you’ll get more applications from people who are (or at least want to be) a good fit.
Building a strong employment brand will grow a top-quality talent pipeline, increase referrals, and attract more of those much-desired ‘good fit’ candidates. This all adds up to create a lower cost per hire; employer branding is a sound investment.
Lastly (and perhaps most importantly), being perceived as an employer of choice also helps develop your overall company brand, meaning you’re more likely to stand out from your competitors. Google and Apple are great examples of companies whose employment brand is a key element of their overall brand identity.
It makes sense (and dollars!) for employment branding to be shared by HR and marketing and communications departments to ensure your employer brand covers all facets of your identity. With Fuel’s history largely rooted within the employer branding and recruitment sector, it’s fair to say we know a thing or two about how to get you noticed (for the right reasons). For more information on employer branding and why it’s right for you, get in touch to start the conversation (we’ll even shout the coffee).
