Your company's brand doesn't match the reality of working there. How can you attract top talent?

1. Employee Feedback: Gather regular and honest feedback from employees, implement strategies such as anonymous feedback or hold open forums. 2. Evaluate the onboarding process: Take the feedback to identify areas where the company may be lacking, regularly review and refine onboarding processes and procedures to ensure they are comprehensive and welcoming. 3. Continuous touchpoints: Regular communication from the initial interaction to a new employee's first week and beyond. - Pre hire engagement to keep candidates informed about hiring process, culture, and what they can expect - Onboarding Communication to ensure new hires understand their role, team dynamics and policies - Follow ups/ continuous engagement for a smooth transition

Clarify and Align Messaging: Update and align your employer branding materials, including job descriptions, website content, and social media presence, to accurately reflect the company culture and values. Ensure consistency across all platforms to avoid discrepancies. Employee Testimonials: Showcase authentic testimonials and success stories from current employees to provide prospective candidates with real insights into what it's like to work at your company. Use these testimonials in recruitment materials and on your website. Candidate Experience: Enhance the recruitment process to provide a positive candidate experience that reflects your company's values. Streamline communication, offer timely feedback, and personalize interactions.

To attract top talent despite a mismatch between your company's brand and reality, focus on transparency, employee advocacy, and highlighting unique benefits. Be honest about the work environment during the recruitment process to set realistic expectations. Encourage current employees to share their positive experiences and testimonials. Emphasize unique aspects of your company culture, growth opportunities, and any perks that make your workplace appealing. Additionally, work on gradually aligning the company's brand with its actual work environment to improve long-term talent attraction.

Cultural Fit is Important: Talent is only one benefit of a strong referral program; it also attracts individuals who will probably grow in the unique atmosphere of your organization. Increased job satisfaction, decreased attrition, and a more positive team environment can result from this.

I agree. Starting by evaluating your current employer brand and identifying where it doesn't match the actual employee experience. Once you find these gaps, craft a brand message that truly reflects what it's like to work at your company. This may involve highlighting unique challenges and opportunities instead of an idealized image. Honest branding not only attracts candidates who are a better fit but also builds trust from the start.

Many companies present their "culture" at a very surface level, often painting a broad picture that doesn’t reflect the true diversity within the organization. In reality, each department or division has its own unique sub-culture that is integral to its function. Employers should strive to communicate these nuances to candidates, so they gain a genuine understanding of what their day-to-day life would be like in the specific role they are interviewing for, rather than just a high-level image of the company as a whole.

Highlight Real Experiences: Use social media and your company website to share authentic stories from current employees. Showcase day-to-day activities, team events, and behind-the-scenes content to give candidates a genuine view of the workplace. Virtual Tours and Videos: Create videos or virtual tours that provide a glimpse into the office environment, team dynamics, and company culture. This visual content can be very engaging and informative.

Empower Employees: Encourage employees to share their experiences and stories on social media and review sites. Authentic testimonials from current employees can be more persuasive than corporate messaging. Referral Programs: Implement or enhance employee referral programs. Employees who genuinely enjoy their work are likely to refer candidates who will fit well within the company culture.

Clear Messaging: Revise your branding and communication materials to reflect the true essence of working at your company. Ensure consistency across all platforms. Engage with Candidates: Foster open communication with potential hires. Be prepared to answer questions honestly and address any concerns they may have about the company culture.

Professional Development: Highlight opportunities for growth and development within the company. Offer training programs, mentorship, and clear career progression paths to attract ambitious candidates. Recognition and Rewards: Showcase your company’s commitment to recognizing and rewarding hard work and achievements. This can be a significant draw for top talent looking for appreciation and career advancement.

Get SERIOUS about your candidate experience. Audit EVERY step of it from application through offer, or rejection. EMPLOYER BRAND KILLERS: - Long applications - Upload resume then prompt to type same info - Slow response time - Long periods between rounds - Too many rounds - Excessive assessments - Indecision - Ghosting candidates who interviewed Candidates talk.

Gather Feedback: Regularly seek feedback from current employees about the company culture and work environment. Use this feedback to make necessary improvements and ensure the internal reality aligns with your external brand. Continuous Improvement: Be willing to make changes to improve the workplace. Address any gaps between the brand and reality, and communicate these changes to both current and prospective employees.

Competitive Benefits: Ensure your compensation and benefits packages are competitive. Highlight unique perks and benefits that set your company apart from others. Community Involvement: Show your company’s involvement in community service and social responsibility initiatives. This can attract candidates who value corporate citizenship. Inclusive Environment: Promote your efforts to create an inclusive and diverse workplace. Top talent often looks for companies that are committed to equality and inclusion.

Highlight authentic employee stories and achievements on social media and company websites. Showcase a positive work culture, career growth opportunities, and employee benefits. Encourage transparency in job descriptions and during the interview process to manage candidate expectations effectively