After 15 years in the recruiting space, you start to believe you’ve heard it all. From the job seeker to the employer, and every employee in between. Yet here I was on this beautiful October morning listening to an irate employer yelling expletives towards one of my represented candidates. Yes, one of my candidates that had been narrowed down from 200 plus resumes (database, sourcing, social media, niche job boards). That covers countless personal and telephone interviews, assessments, and a sundry of other pre-qualifiers. Let’s just add for good measure, since we are an organization that deals in math and science, that the role was between the 4th and 6th most difficult to fill in America: Sales. (Manpower study)
Yes, a sales role is one of the hardest jobs to fill. Who knew! We know. We monitor this data very closely at APA Solutions. Anyway, this passive candidate was doing his due diligence and had found some questionable activities online that he wanted clarification on before interviewing. IMAGINE THAT! For example, the hiring mangers title on LinkedIn was “Sales MANGER,” instead of manager. Now unless he was repping for Jesus, it was clearly a typo leaving the candidate with uncertainty about a potential fit. This example, combined with other information he had uncovered, led him to a not so favorable opinion of the company. As our conversation continued in a downward spiral, it became clear that he like so many other employers longed for the simpler days. The days when you didn’t have to compete for talent.
Times have changed for the external customer, and gone are the days when employers held the upper hand in all things work related. After all, the word employee is 200 years old. This antiquated view of the job seeking space is a huge competitive disadvantage in the hunt for talent. Especially for those, like my client, who believe the word “BRAND” only relates to their customers.
Here’s the hard truth… great candidates are checking out employers with the same scrutiny as employers are checking out candidates. Yet many organizations are not coming to terms with the fact that people have choices, and they continually ignore their employee or talent brand. If becoming a “best place to work” is the goal, then employers need to own their talent brand and follow through with effective people planning and strategy for improvement.
A talent brand is what talent (job seekers, candidates and employees) thinks, feels, and shares about your company.
As I reflect, I am reminded of a case study that my strategic partner Joan Graci conducted with input from our in-house PhD, Erikson Neilans. This study looks at a talent brand and the affect it has on the recruiting for one of our clients (Company X). We review the philosophy, methodology and outcomes — and provide results after improving the “Company X” employee brand. I believe the insights shared within the attached eBook can help attract the best talent in today’s diverse and ever-changing employment market. See the research, data and striking results from our case study in the “Talent Brand Connected” eBook.
Download the eBook HERE