HR Praseeda Nair · 25 July 2017
Why brand awareness can help drive a recruitment strategy
Better brand awareness could help’smaller employers gain a vital edge in today’s competitive job market, as new research suggests recruiters are failing to provide candidates with a vision of working life at a company. As part of a wider study, professional network LinkedIn surveyed over 6, 500 UK workers to find that four in five were currently seeking a new job opportunity. However, a fifth claimed they were unable to imagine what working for a businesswould be likebefore applying for a job. Further, 14 per cent said information on company websites was vague and hard to find. The research also looked at the experiences of 7, 700 recent job-switchers, showing that almost two-thirds knew little to nothing about their new employer before entering the role. The takeaway for smaller employers from the study was to reach candidates through increased brand awareness before a better-known company snaps up the talent. An active approach to recruitment was also championed by LinkedIn. Some 63 per cent of professionals said they felt flattered when an employer directly reached out to them. Commenting on the findings, Jon Addison, LinkedIn UK’s head of talent solutions, said record-high employment had created a candidate-centric? job market, with over 5.5m companies competing in a narrowing recruitment pool. one effect of this is that the battle for talent between employers has become fierce, and British employers cannot afford to rest on their laurels when it comes to attracting candidates both active and passive, he said. A pay rise was uncovered in the study as the greatest motivation for current job seekers, followed closely by a role that reflected personal interests and the search for a better work-life balance. However, communicating values was also revealed as important. Some 40 per cent said they wanted to hear about a company’s culture in their first contact with a recruiter. In response to the high number of professionals seeking new opportunities at UK firms, Addison added: British businesses simply arent doing enough to promote their employer brands and show candidates why they are great places to work. it’s important that they address this, or risk being left behind as top talent joins forces with better known brands.
ABOUT THE EXPERTPraseeda Nair
Praseeda Nair is an impassioned advocate for women in leadership, and likes to profile business owners, advisors and experts in the field of entrepreneurship and management.