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How to Amplify Your Employer Brand on Social Media

Your company is a great place to work, and you’ve got a strong employer brand to show for it.


But what do you have to show for your employer brand? If you’ve been having a difficult time attracting applicants and recruiting top talent, you might be saying, “not much.” If you’re in these dire recruitment straits, you may sometimes think that a strong employer brand isn’t enough to attract qualified people to apply to positions at your company. And you’d be right—because what good is a brand if no one sees, reads, or hears about it?


These days one of the most important parts of a recruiter’s job is finding ways to maximize the impact of his or her company’s employer branding. This can be done through traditional job platforms, sure, but it’s becoming increasingly imperative to leverage social media as a tool for spreading the word about your company. 

  • Aug 07
  • 4 min read

Is Your Applicant Experience Costing You Qualified Candidates?

For years, most businesses have had things backwards. Conventional wisdom held that the application and interview processes were good ways to test the devotion of your applicants—after all, if a candidate wasn’t willing to spend 20 minutes filling out an online form, or wait two weeks for a response to her application, how could a company expect that person to be a dedicated and invested employee? Unfortunately, in an era where competition for the best talent is at its fiercest, this type of attitude can come at a steep price: losing high-quality applicants to companies that offer a better applicant experience.

  • Jul 31
  • 3 min read

How a Strong Employer Brand Can Decrease Cost per Hire

When it comes to hiring, reputation matters. Not only can your employer brand influence people when deciding whether or not to apply for a position at your company in the first place, it can also have a tremendous impact on how costly it is to hire and retain them once they do so. To wit, research by the Harvard Business Review found that employers with a poor reputation had to offer a 10% higher salary than employers with a better reputation in order to get applicants to accept a position. Compound this over dozens or hundreds of hires and you could be looking at millions of dollars spent combatting the effects of a poor employer brand. By contrast, the added value of a good reputation (i.e. a strong employer brand) can be just as significant, making your business more competitive when it comes to attracting high quality talent in an increasingly cutthroat marketplace. But how, exactly, does your employer brand translate into measurable ROI? 

  • Jul 26
  • 3 min read

5 Strategies for Building a Stronger Talent Pipeline

Fun fact: recruiting a software developer can take more than 6 months and cost more than $30,000 on average—and that’s without accounting for lost productivity during a lengthy recruitment process. Though the numbers may be less eye-popping in other fields, there’s no denying the fact the recruiting even a single employee can be a costly and time-consuming affair, one that makes it difficult for many businesses to attract and engage the type of high quality talent that can make a real impact on their operations. Luckily, there are steps that recruiters can take to speed up time to hire and decrease hiring cost. Chief among them? Building a strong talent pipeline. 

  • Jul 17
  • 4 min read

The Top 5 Ways to Highlight Your Employee Value Proposition

Anyone who thinks that the best recruits always gravitate toward the highest salaries hasn’t been in recruitment very long. Money and benefits are important, of course, but company culture, intellectual stimulation, work-life balance, career advancement opportunities, and a myriad of other factors can play just as meaningful of a role when it’s time for a candidate to select the right offer. Taken together, these non-monetary considerations comprise your company’s employee value proposition (EVP), and they can have an outsized impact on your ability to attract top talent to your company.


  • Jul 17
  • 4 min read

What is Recruitment Marketing Automation?

Consider the following hypothetical: your small business is in the middle of a major hiring push and suddenly your lead hiring manager is taken ill and will be unable to perform her job for a matter of weeks or months. What structures or tools would need to be in place to prevent your recruitment efforts from screeching to a halt in the face a catastrophe of this sort? What would make it easier to continue ongoing employer branding efforts on social media and other platforms? How the would the interim hiring manager turn position profiles stored in the company's ATS into online recruiting strategies that are consistent with existing efforts? Simply put, the most straightforward answer is recruitment marketing automation.


  • Jul 17
  • 3 min read

5 Myths About Recruitment Marketing

Let’s face it: when we think about the job of crafting a company’s public image, we mostly think of traditional marketing aimed at potential customers (and, to an extent, shareholders). What we often fail to think about, on the other hand, is recruitment marketing. No business can succeed without the right people, and competition for top talent is fiercer than ever in many industries—but, in spite of this fact, recruitment marketing often remains an afterthought, playing second fiddle to traditional marketing in terms of resources and perceived value. 

  • Jul 04
  • 4 min read
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