Enhancing your Employer Brand is always the goal (for many reasons). Today’s Employer Branding practitioner and devotee can take advantage of technology and some tools and platforms for building and enhancing a formidable and endearing Company Employer Brand.
Consider theses: why not use the current technology of your “ATS”/Applicant Tracking System to stoke and pump up your Employer Brand. The advantages of using an Applicant Tracking System are obvious so since you are already using it (selectively) to review resumes and communicate with prospective candidates as well as interview scheduling, offer letters and on-boarding—why not use it for communicating with the entire ATS database for publicizing (to the captive audience of both active and passive candidates) all sorts of information about your firm’s “EVP” and your Employer Brand Program. You can even add a field in the candidate input section that highlights “why the candidate is interested in your firm”, namely your firm’s Employer Brand. Similarly, you can organize a Talent Community (a stepping stone to the “ATS”). This platform can be also used for stoking and priming your Employer Brand. Also, you should consider obtaining Smashfly which has a devastating/awesome CRM component feature which could truly “jack up” your Employment Branding efforts to the stratosphere. Their CRM integrates with your existing ATS and “pulls in” warm candidates from your: career site, your social media, as well as external resume databases, job boards, LinkedIn and etc.
Also, consider designing, as I am doing on my current global overseas assignment, an “Electronic EVP” template which can be: displayed on flat screens throughout your organization; embedded in your “new employee” welcome email; and conversely, can be embedded in your exit interview survey forms as well as occasional “alumni” communications. In other words—get them off with a good start upon joining and reinforce it on their way out. A word about exit interview surveys: why not publish them– praises and warts, and all. On the negative comments, you could state what steps you are taking to address and correct these; needless to say, the “warts” will appear anyway of Glassdoor and elsewhere—so why not meet them head on.
Here are a few tools you can acquire and use to also aid your Employer Brand: Dynamic Signal, PathMotion and the Employer Brand Index. For example, Dynamic Signal can drive business growth by developing a workforce that is connected, engaged, and activated. PathMotion (is an artificially intelligent candidate experience platform) that enable your employees to share stories and engage directly with prospective candidates via online. And, on the measurement side, there is the Employer Brand Index which is a measurement tool which measures everything candidates, employees, and alumni are saying about your company online and analyzes everything to give you an objective understanding of your external reputation as an employer. Furthermore, assign an employee survey “opinion” project to the Learning & Development or Communications Department—allowing adequate time for all participants to respond and avoiding conducting the survey during peak business periods. Then match up and compare those results with your EVP/Employer Brand focus group results. There a tons of employee opinion surveys tools to purchase on the open market or just simply leave it to your inside professionals.
Finally, Job Boards can also provide a platform for Branding and “Employer Branding” your company. On Monster (the Company Profile Page) and Indeed (the Why Join Us Page), you can explicitly talk about and list your EVP and Employer Brand Program in the Company Profile Section; perhaps, develop and publish a Video explaining your Employer Brand and EVP. In fact, why not do the same thing on your Glassdoor Overview Page.
The Video should provide insights into the “glories” of working for you and provide authentic employee (on camera) testimonials and stories about “why they love working there’. Needless to say, also talk about your EVP and your Employer Brand Program on your external Career page and internal HR portal page, and in new hire orientation and induction sessions and events, as well; and embed it into your job descriptions and offer letters and in all employee communications such as benefit letters, etc.. Also, talk it up in the C-suite/Executive suite. Lastly, a good case can be made to also include an Employer Branding goal into your annual performance appraisals (for high performers).
These are just a few insights that I have picked up and employed in my 17 years of doing Global Employer Branding and Global Talent Acquisition.