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How To Execute a Post-COVID Employer Brand

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We’ve discussed why establishing a time-sensitive Employer Brand is essential for meeting hiring goals. The next step, how does a company execute their new brand to bring the desired results?

First, find an authentic narrative. The coronavirus pandemic has affected the entire world, so don’t be afraid to express how your organization has/is dealing with it. Good or bad, challenges or achievements—working an open story into your EVP and Employer Brand builds trust with potential candidates that can strengthen their commitment to your organization.

Next, support your narrative with the right messaging. Rethink optics, visuals, and tone of voice—avoid grandiose appearances and focus on simplicity. Then, identify the types of content to best bring out your message. This could be blogs written by current employees, video diaries, podcasts, training content, etc. An increase in social media posts sharing new content will not only exhibit your brand’s affinity for current times but will keep you top-of-mind with candidates.

Updated Employer Brands have proven to help many organizations. Gartner reports organizations that effectively deliver on their EVP/Employer Brand can decrease annual employee turnover by 69%. In addition, creating a modified and inclusive Employer Brand reduces CPH and time to hire, increases applicant quality, and establishes a competitive and authentic employer brand identity.

A refresh can go a long way, and Buyer is here to help. Contact us at 857-404-0864 or info@BuyerAds.com to learn more about our customized recruitment solutions that deliver results no matter the budget.

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Going Virtual: A Post-COVID Recruitment Strategy

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The coronavirus pandemic has us making changes in almost every aspect of life—primarily pushing us to even greater use of virtual communication. The new normal has brought a change in the hiring processes of employers, and in the expectations of candidates.

First, virtual hiring events have become critical to successful recruitment campaigns. These events allow talent to apply, interview, and connect with recruiters face-to-face virtually. Virtual hiring events can significantly widen an organization’s candidate pool by removing geographical restrictions that come with hosting an event at a physical location. In addition, they allow organizations to potentially connect with candidates from different geographic markets for remote work opportunities. With most virtual event platforms, organizations can get their hiring manager involved, and conduct video interviews at the event, therefore expediting the hiring process. At Buyer Talent Solutions, our client partners have had great success leveraging the Indeed Virtual Interview Platform, Brazen, and Paradox Olivia’s Hiring Event Platform.

In addition, Virtual Hiring Assistants can allow candidates to express interest in your opportunities at any time, and if they meet your qualifications, be auto-scheduled for a phone interview with a recruiter. This powerful technology has proven to speed up time-to-fill while also reducing administrative tasks of recruiters. And, it ensures minimal drop-off by providing a quick way for candidates to engage with your organization.

There are several ways to implement a smart and time-sensitive recruitment strategy. Buyer Talent Solutions has a suite of services designed to deliver higher quality candidates for your organization faster and more efficiently, all while keeping the current state of the pandemic in mind. Buyer’s team is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at 857-0404-0864 or info@BuyerAds.com to learn more about our customized recruitment solutions.