{"id":999882122,"date":"2019-05-07T13:41:00","date_gmt":"2019-05-07T13:41:00","guid":{"rendered":"https:\/\/www.dice.com\/?p=729745102"},"modified":"2019-05-07T13:41:00","modified_gmt":"2019-05-07T13:41:00","slug":"8-tips-improving-recruiter-brand","status":"publish","type":"post","link":"https:\/\/www.dice.com\/hiring\/recruitment\/8-tips-improving-recruiter-brand","title":{"rendered":"8 Recruiter Tips for Improving Your Employer Brand"},"content":{"rendered":" \n

There\u2019s this oft-cited quote from Ferris Bueller\u2019s Day Off<\/em>: \u201cLife moves pretty fast. If you don’t stop and look around once in a while, you could miss it.\u201d And not to get overly philosophical, but I think the saying is pretty fitting for the average workplace\u2026 especially among those vying for elite tech talent. You know where I\u2019m going with this? Yep, we\u2019re talking about your employer brand.<\/p> \n

Sure, this topic\u2019s been covered before\u2014but as is often the case, the second you get comfortable with your message, boom, the whole hiring market changes. That\u2019s why it\u2019s so important to take a moment for self-reflection every once in a while. It allows you to assess where you stand as an individual, as a tech recruiter, and as part of a larger organization. <\/p> \n

So, to help you infuse some innovation into your workflow, we reached out to tech recruiting pros to find out how they regard employer branding in 2019. Consider the following tips:<\/p> \n

Tip 1: Align Your Recruiter Brand with Your Value Proposition<\/strong><\/h3> \n

\u201cStrong brands speak for themselves, but embedded deep in the roots of every business should be a core set of values and beliefs that everyone can get behind,\u201d shared Zoe Morris, President of Nelson Frank. <\/p> \n

Morris recommends auditing your existing company culture and employee value proposition through a tech lens, especially if you\u2019re actually hiring tech professionals. This will allow a recruiter to promote a mutual understanding of what\u2019s expected from both the business and its employees in order to be successful. From there, continuously build, re-build or refresh. <\/p> \n

Tip 2: Put Current Employees Front and Center <\/strong><\/h3> \n

In every business, Morris added, the workforce should be the focal point of the culture you establish. People who are satisfied in their roles are more likely to stick around for the long haul, versus those who are not. A tech recruiter can take advantage of that fact.<\/p> \n

At the same time, Morris said: \u201cRemember, you can\u2019t force culture. But you do want people to be proud to work for your organization. So provide regular updates on overall performance and reward your team every time they for going beyond the call of duty.\u201d This can help you provide meaningful recognition to your team members, a crucial step in mitigating burnout and retaining your tech professionals. <\/p> \n

Tip 3: Use Data to Understand the Tech Community <\/strong><\/h3> \n

Marketers can\u2019t effectively sell a product without first understanding who<\/em> they\u2019re selling to. The same goes for tech recruiting. In an effort to learn about their ideal candidates, Anthony Onesto, Chief People Officer at Suzy, and team recently asked software developers what they find annoying, exhausting, interesting and exciting about the process of searching for a new job. Many responded positively<\/a>, while others expressed frustration with recruiting, specifically around broken processes. <\/p> \n

For instance, words such as \u201cinterview\u201d came near the top for both annoying and exhausting. These are essential insights for organizations looking to understand tech candidates and improve their employer brand. Pull together some data and see what your applicants think. <\/p> \n

Tip 4: Dive into Your Talent Pool <\/strong><\/h3> \n

Samuel Johns, Hiring Manager and Hire Specialist at Resume Genius, suggests it pays to get out there and interact with tech candidates wherever they actually spend their time. Learn how they talk about themselves, their work and their experiences looking for jobs. Both online and in the \u201creal world,\u201d these candidates are communicating, offering you the opportunity to insert yourself into their day. <\/p> \n

Johns says that, since he\u2019s hiring young graduates with the latest tech skills, he hits channels where these candidates go including Snapchat, Instagram, Facebook, Twitter and even Reddit. But remember: when you’re a recruiter, authenticity is key. \ufeff<\/a><\/p> \n

Tip 5: Appoint a Recruiting Community Manager <\/strong><\/h3> \n

No doubt you\u2019ve heard about the many connections between HR and marketing. But before you sigh and grumble, consider how marketing gets their leads. There\u2019s a science to it\u2014one that tech recruiting can leverage to its advantage. With that in mind, Onesto explains that tech recruiters need to \u201cbuild a community and deliver value to that community in some way.\u201d He even proposes the idea of hiring a community manager specifically for recruiting (i.e., someone to develop inbound leads and nurture new connections). <\/p> \n

Tip 6: Bring Your Whole Self to Your Brand<\/strong><\/h3> \n

As mentioned above, authenticity is key. Sounds great, but what\u2019s that mean for your typical recruiter? Onesto adds context: \u201cTechies can smell B.S. a mile away, so make sure you\u2019re not marketing to them, but bringing the true organization to the conversation.\u201d The way to do this: \u201cCare personally about each candidate and build an experience that reflects the same care.\u201d <\/p> \n

Tip 7: Measure Twice, Cut Once<\/strong><\/h3> \n

At the beginning of the piece, we mentioned taking the time to figure out where your message stands and how it could be improved. While this is immensely important work, you don\u2019t want to let employer brand detract from your other initiatives. Per Onesto: \u201cMove fast, but with great care, with record unemployment, tech talent come already having offers on the table. This is not the time for bureaucracy.\u201d <\/p> \n

Maybe after that initial review, you\u2019ll find your brand stands as-is. Great! Now move forward. If not, project-manage the update by implementing deadlines and milestones to meet. <\/p> \n

Tip 8: Make Sure All Employees Know the Company Elevator Pitch <\/strong><\/h3> \n

If this one sounds familiar<\/a>, it\u2019s because it remains highly relevant. Morris sums this up: \u201cPeople are your biggest asset. Without them, you won\u2019t have the capacity to remain competitive in the tech recruitment space, so you need to recruit, motivate and retain exceptional people who\u2019ll complement what you\u2019re trying to achieve.\u201d As such, make sure they can answer \u201cWhat do you do?\u201d in every social situation they encounter\u2014that they\u2019re able to clearly and concisely answer the question while positively reflecting your organization.<\/p> \n

Noel Cocca <\/em><\/strong>is the founder and CEO of RecruitingDaily and its merry band of rabble-rousers. He aims to produce at the sweet spot between content and actual awareness by creating great work for living, breathing human beings in recruiting and hiring. He works to ease problems, both large and small, from startups to enterprises.<\/em><\/p> ","protected":false},"excerpt":{"rendered":"

There\u2019s this oft-cited quote from Ferris Bueller\u2019s Day Off: \u201cLife moves pretty fast. If you don’t stop and look around once in a while, you could miss it.\u201d And not to get overly philosophical, but I think the saying is pretty fitting for the average workplace\u2026 especially among those vying for elite tech talent. You […]<\/p>\n","protected":false},"author":132,"featured_media":729745102,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2157],"class_list":["post-999882122","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employer-brand"],"acf":[],"yoast_head":"\n8 Employer Branding Tips for Recruiters - Dice Hiring<\/title>\n<meta name=\"description\" content=\"There\u2019s this oft-cited quote from Ferris Bueller\u2019s Day Off: \u201cLife moves pretty fast. 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