Why is it important for companies to do Recruitment Branding

“Your brand is what people say about you when you’re not in the room.” Amazon CEO Jeff Bezos said this, and it holds true. Just like this, good recruitment branding is ‘what unselected employees say about your hiring process.’ This is why companies are now focusing on recruitment branding to attract the best talent.

However, recruitment branding is not achieved overnight but involves a loss of actors who must perform consistently. These factors range from teamwork to work environment, work culture, and the internal dynamics of the organization. 

The Employer Brand Statistics report from Linkedin offers key insights into the employer branding scenario. Some of them are as follows:

• 72 per cent of the recruitment leaders agreed that good recruitment branding helped improve the prospects of hiring high-quality talent.
• Fifty-five per cent of the recruitment leaders admitted to deploying their own employee brand strategy.
• Companies that employed robust recruitment branding saw a decrease of 50 per cent in cost-to-hire.
• Increase the number of qualified applicants by 50 per cent. 
• The pace of hiring increased by 100 per cent.

The above metrics are more than enough proof for companies that are still deciding about recruitment branding. So, now that we have established the importance of good branding, what can companies do to improve their recruitment branding?

Increase your online presence 

The first step for brands to improve their recruitment branding is to get into the minds of potential candidates. The best way to do that is to increase the brand’s online presence. A great way to do this is to use social media platforms such as Instagram, Facebook, LinkedIn, and X(formerly Twitter). 

For instance, many brands now involve their own employees in their social media posts. This can include behind-the-scenes stories. Companies also share inspirational stories of some of their employees who might have succeeded after a lot of hardships. This creates a perception in the minds of potential candidates that this company has a positive culture that promotes a healthy work environment.

Also Read: Interviewer Training vs Coaching: Which Is Best?

Makes the recruitment process simple 

One reason companies fail to attract top talent is that in pursuit of perfection, they make the recruitment process very complex. This deters many candidates, who are often left confused and frustrated with the system. This includes a complex application system and the layers of hierarchy that a simple hiring has to go through.

So, how should companies improve the recruitment process? This starts with making the job description descriptive and clear for the candidates. More often, it is the lack of definition of must-have skills and additional skills that causes candidates to have a negative recruitment experience. In addition, companies should also use interviews to ensure the candidates understand all the roles and responsibilities that will come with the role.

Also Read: How to Transition from Slapdash Hiring to Quality Recruitment?

Conduct DEI hirings  

A 2020 report by McKinsey & Company on Diversity, Equity, and Inclusion (DEI) hirings found that workplaces with more diverse executive teams were 38 percent more profitable than other organizations. Another report from Deloitte found that diverse teams generated 2.3 times more cash flow per employee than their peers.

This is why companies are now focusing on hiring from diverse backgrounds. Thus, an effective recruitment process that promotes DEI hirings should be created. In addition, the process should include structured interviews and recorded interviews to decrease the chances of bias during the recruitment process. This, in the long run, will create a brand image of the company as a workplace that treats everyone equally irrespective of their personal beliefs.

Also Read: How to Write Interview Scorecard for Effective Hiring

Create a strong Employer Value Proposition (EVP)

One of the best ways companies try to attract employees during the interview process is by offering them the Employer Value Proposition (EVP). So, what is EVP? It is to the company’s benefit that the company’s offer may include monetary and non-monetary compensation. The EVP includes things such as:

• Compensation
• Work-life balance 
• The culture of the company 
• Career Development 
• Non-monetary benefits 

However, many companies fail to follow up on the promises they made under EVP during the interview. This causes the employee to lose trust in the workplace, prompting them to leave. This increases the company’s turnover rate, draining its resources, such as time and money, on continuous hiring.

Also Read: Myths and Facts related to AI hiring

Use data-driven decisions  

A great way for companies to improve their recruitment branding is to use data from their hiring to make data-driven decisions. Companies can use metrics to measure the success of their hiring process. Some of these metrics are:

• Cost per hire 
• Application Completion Rate
• Offer Acceptance Rate
• Employee Referral Rate
• Retention Rate 

These metrics allow companies to gain deep insights into their hiring process and find any loopholes. Using Automated recruitment tools thus becomes a great way to improve the Application Tracking System. These tools track the entire hiring process, helping automate several aspects of recruitment that used to take a long time. 

Also Read: Why is Industry knowledge important while hiring

Advantages of having good recruitment branding 

Helps attract top talent 

One of the best advantages of having good recruitment branding is that it helps the company attract top talent. However, another advantage is that it only attracts top talent that aligns with the company’s values. This saves time for the company, which was previously mostly unable to hire candidates who aligned with their culture.

Hiring such candidates also ensures an increase in team bonding and fosters a culture of positive work environment, thereby leading to better economic prospects for the company and increased revenues and profits.

Also Read: Things To Remember While Selecting Interview Intelligence Tool

Reduces hiring costs

Turnover rate and attrition rate are the two metrics that companies worldwide fear. This is because these two metrics tell a lot about the company. For example, a high turnover rate means that the work environment is unsafe and the company has to spend a lot on hiring people. Also, since people are continuously leaving the company, there is a lack of teamwork, which means companies may not be efficient enough to perform day-to-day activities that affect workplace dynamics.

Also Read:How does compliance check help in improving hiring

Helps in word-of-mouth publicity 

While companies find several ways to get that once-in-a-lifetime bit of good publicity, none are as strong as word-of-mouth publicity. This is because word-of-mouth publicity only comes when the product is actually good and has been attested by many customers. Word-of-mouth publicity helps companies increase their brand value, strengthen brand loyalty, and increase brand awareness.

It is also a cost-effective marketing strategy that leads to higher conversion rates for the company. 

Also Read: How BarRaiser offers end to end solutions for hiring

Gives them a competitive advantage 

So, having a good recruitment strategy attracts the best talent, reduces hiring costs, improves retention rates, and enhances reputation. However, it also gives companies an advantage over their competitors. If you don’t attract the top talent or retain them, they are bound to go to another company that will offer them better pay, prospects, and career development.

This is why companies need not only a good recruitment strategy but also continuous improvement; otherwise, they will fall behind their competitors.

Also Read: How BarRaiser eliminates the need for interview debriefs

How BarRaiser helps in improving recruitment branding 

With the rise of Artificial Intelligence (AI), there has been a plethora of platforms that now use AI to offer services. One such tool is BarRaiser, our state-of-the-art AI interview assistant that helps your recruiters make quick and talented hiring.

Our AI Interview Copilot helps the interviewer plan the entire interview. With just a few lines of instruction, they can instruct our AI bot to decide:

• The questions for the interview 
• The number of rounds for the interview 
• The duration of the interview 
• The number of parts that the interview must be divided into and their individual durations 
• Must have questions 
• The number of experience required for the job posting 

This will then make a structured interview with all the relevant questions. Recruiters can also ask the AI bot during the interview to create new questions by going through the candidate’s CV or even the context of the interview (as our AI transcribes and records every interview).

We first provide interviewer training to ensure recruiters are fully equipped before using our tool to conduct actual hiring. Using our tools will make recruiters conduct recruitments swiftly while not compromising the hiring quality.

We also believe in the motto of checks and balances, which is why our tool analyzes the interviewer to ensure they conduct the interview professionally. Reports are gendered on both the interviewer and the interviewee to eliminate hiring bias.

BarRaiser is the best AI interview platform that features structured interviews, AI-generated interview notes, interviewer training, and tools to ensure quality hiring while eliminating biases from the recruitment process. With BarRaiser’s support, you’ll be well-equipped to build a strong team of sales associates who will drive sales and deliver exceptional customer service.