How Your Hiring Process Can Impact Your Employment Brand

By Beth Kempton,
June 29, 2017

Have you ever thought about how your hiring process can shape your employment brand – and overall perception? Beyond helping you build your best team, your hiring process is a reflection of your company as a whole.

Whether you have an immediate need to hire or are conducting informational interviews with passive candidates, here are some tips to ensure you follow a hiring process that showcases your employment brand in a positive light.

Hire Continuously

Maintaining a steady stream of job openings shows prospective candidates, customers and others that your company is successful and growing. On the other hand, a lack of job openings posted on your career site can make your brand growth look stagnant, potentially turning away customers and top applicants.

Even if you don’t have an immediate hiring need, you should always have at least a few job openings posted on your career site. This will get applicants excited about the possibility of working for a growing brand and help you capture passive candidates. In fact, 84 percent of candidates would consider leaving their current company – even if they are happy in their current roles – if another company with an excellent reputation offered them a job. And if the right candidate comes along, you might even consider making a hire sooner than anticipated.

Avoid Last-Minute, Reactive Hiring

As an added benefit, constantly recruiting and hiring can help you avoid reactive hiring. Many companies wait until they have an immediate need to begin the hiring process, but by always hiring, you can have a steady flow of applicants. A network of applicants means you can make quicker, higher quality hires, ultimately ensuring your current employees don’t face burn out, your company doesn’t keep bad hires around for too long, and you don’t make a rash hiring decision to fill an open role.

Foster a Positive Candidate Experience

Other than your employment brand, hiring is representative of your entire company brand. Candidates might also be your customers and vice versa, so you want to create a positive candidate experience and encourage potential customers to remain loyal to your brand for the long haul. For example, if a top candidate – or one of your loyal customers – applies for a job and you don’t have the resources to hire right away, keep in touch with the candidate until you’re ready to hire. Invite candidates in for informational interviews or set up coffee dates every few months. This will ensure the candidate remains excited about working for your company and both your employment brand and overall brand are seen positively.

When your company is actively hiring, follow an efficient, easily repeatable hiring process so candidates don’t get stuck waiting in certain hiring steps. Using a proven hiring process, you can ensure you review all applicants in a timely manner, interviews are scheduled within a reasonable window and no other steps in the process are missed. Not only will this foster a positive candidate experience, but it can help you secure top hires before your competition.

When candidates don’t get the job, if they have a positive experience interacting with your brand throughout the interview and hiring process, they’re more likely to remain customers – if they’re already customers – or become customers in the future. On the other hand, if candidates have a poor experience with your employment brand, they might view your brand negatively and bring their business to a competitor.

Interested in learning more about how to build your best employment brand? Download our eBook, Why You Should Always Be Hiring, today.

About the Author

Beth is the content strategist on Hireology’s marketing team, responsible for creating compelling blog posts, eBooks, marketing materials and other content. Her background includes five years of experience at a B2B digital marketing agency, where she crafted content for a variety of clients, including several in the HR technology space. Before beginning her career, Beth attended Loyola University Chicago, where she studied advertising and public relations.

Subscribe to our weekly newsletter and learn how to build your best team.