IT’S WHAT’S INSIDE THAT COUNTS: THE IMPORTANCE OF INTERNAL BRANDING

Topics: employment branding, recruitment strategy, employee retention, internal branding

Posted by Lisa B. Radloff on Jul 1, 2019 2:47:16 PM

The importance of internal branding

In the recruitment world, we’re often so externally focused that we overlook an equally important component of company identity: internal branding. Smart organizations realize that a company brand is only as strong as its alignment with internal branding. Building and maintaining a strong internal brand will resonate with outside audiences – your potential future hires – only when it mirrors external messaging and lives up to the promises being made to the public. So, how do you build an authentic internal brand?

Internal branding is a continuous process in place by which you ensure your employees understand the ‘who’ and ‘why’ behind your business proposition. Bloomberg

Your business doesn’t have “values;” the people within it do.
Like its namesake, internal branding cannot exist without employee advocacy, but don’t expect buy-in if corporate behavior and policy indicate otherwise. Are your company values merely a list of hollow buzzwords or phrases that no one believes in or cares about? If you want to create true values that define your business, the first place to start is with the very people you expect to promote and uphold them – your employees.

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Handy Hacks for High-Volume Recruiting

Topics: mobile recruiting, employment branding, recruitment strategy

Posted by Jennifer Henley on Jan 10, 2019 9:00:00 AM

For most organizations, recruiting top talent is no piece of cake, but for the high-volume recruiters, it’s even more daunting. Consider that the average job posting garners 50 applicants, while in high-volume recruitment, job postings draw 250 applicants (source: Jobvite). What resources can you use to give you a leg up on your substantial task? We have a few insights to share:

Leverage your brand

“Your brand is the single most important investment you can make in your business.” (Steve Forbes) The same holds true when it comes to your investment in recruitment branding.

  • Promote your employment brand, relentlessly on all communications, including social: Glassdoor, LinkedIn, Facebook, Instagram, Twitter, etc. Share both personal and professional experiences. It’s what connects us to our world.
  • Give people a reason to connect with your employment brand through all of your media channels—and they’ll share your organic, clever content with their friends and colleagues.
  • Be sure to promote your organization’s unique employment value proposition at every touchpoint with consistency in style, tone and messaging.
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When Employment Brands Go Astray

Topics: employment branding

Posted by Lisa B. Radloff on May 22, 2018 9:00:00 AM

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Your employment brand is key to communicating what it is like to work for your company – and why candidates should join you. However, we often find that organizations let their brands stray from the original purpose. Here, we explore a few scenarios where employment brands can become disconnected from the reality of your employment proposition.

1. Not Telling Your Story
If you find that when you interview candidates they don’t really know who you are, what you do or what your organization is like as an employer, you need to create an employment brand to tell them.

Many companies use bland phrases, stock photos and clichéd copy on their career sites and marketing communications, failing to set themselves apart from competitors. Your employment brand should be personal to your organization, focusing on what sets you apart and why people would enjoy building an ongoing career with you.

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See What We’ve Been Up To

Topics: employee referral programs, career sites, recruitment marketing, employment branding, recruitment videos, boomerang recruiting

Posted by NAS on Jan 25, 2018 9:00:00 AM

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NAS has updated our site (nasrecruitment.com) to add more case studies. We’re showcasing some of the recent work we’ve done for clients in a variety of different areas of recruitment marketing:

We hope you’ll take a look and let our clients’ bold ideas inspire you, as well.

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3 Must-Haves for your 2017 Recruitment Budget

Topics: employment branding, recruitment analytics, recruitment strategy, recruitment budgeting

Posted by Jennifer Henley on Sep 1, 2016 9:00:00 AM

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Let’s face the reality: when it comes to HR budgets, companies are increasingly in the position of having to do more with less. Budgets are thinner, and you have to be smarter in how to allocate your recruitment spend. This is the time of year when many HR professionals are budgeting for the next year and I’d like to give you some ideas on how best to approach the process.

So, where do you start?

Start by looking at the current year and your results. What has been working for you – and what has not? If you’ve had less-than-impressive results, what needs to change? The best approach is to have a discovery session to conduct a thorough review of past efforts, successes and/or anticipated needs in order to effectively allocate your annual budget.

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