There’s no doubt that employer branding plays an important role in talent acquisition. Not only it is an excellent way to reach talents, but it also motivates applicants to apply for jobs in your company on Jobstreet Phillippines.
With the importance of employer branding, it’s time to step up the game and improve your company’s reputation. If you’re still struggling in mastering your employer brand, no worries! Take these tips as a starting point:
Showing off flashy perks without understanding what people really want
Unique perks such as indoor rock climbing walls and free snacks are cool, but they’re easy tactics. Most of the time, candidates do enjoy these perks, but they’re hardly their top priority. Instead of attempting to impress candidates with crazy benefits, provide them with training and the opportunity to do meaningful work.
Keeping benefits a secret
These days, job seekers perform research on everything, and that includes any information about the benefits your company may offer. However, not many companies out there are willing to share about employee benefits until an offer is provided. If your company is already offering attractive benefits, don’t hide it and tell the world!
Not highlighting the work of employees
You may want to tell candidates that your company is a great place to work, but who will believe it if your employees are not the ones saying it? Candidates want to know who they’re going to work with and what they do for a living. Most companies don’t realise the power of sharing the everyday lives of the current employees, as it produces a company culture that can be attractive to many job seekers.
Maintaining a positive employer brand is crucial because not only does it attract talents, but it also represents your company’s image. Having an excellent employer branding is always worth it so don’t make these mistakes to compromise it!
Show off your employer branding and attract new talents today at Jobstreet Phillippines! Click on https://www.jobstreet.com.ph/en/cms/employer/ to start hiring.