{"id":48843,"date":"2014-11-03T10:00:17","date_gmt":"2014-11-03T09:00:17","guid":{"rendered":"http:\/\/www.corporate-eye.com\/main\/?p=48843"},"modified":"2014-11-03T10:00:17","modified_gmt":"2014-11-03T09:00:17","slug":"employer-brand-reputation","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/employer-brand-reputation\/","title":{"rendered":"Employer Brand, Reputation and Recruitment"},"content":{"rendered":"

\"awake-at-night\"<\/p>\n

What keeps a CEO awake at night?<\/p>\n

Obviously there are a lot of answers to that question, but reputation and recruitment are both high on the list of worries. And they are related\u2026 Damage to a company\u2019s reputation doesn\u2019t only have an effect on sales, it can weaken the employer brand; a weak employer brand can mean it becomes more difficult to recruit good candidates \u2013 and where a big issue for many companies is that of skills shortage, this can become a critical problem.<\/p>\n

Some companies have the reputation of being great employers, and inevitably receive a lot of candidate applications. This is, of course, a double-edged sword, as some of those candidates, inevitably, won\u2019t be a good fit for that company. Dealing with a vast pile of candidates for whom there isn\u2019t a good job-match within the company is a potentially time-consuming and expensive problem \u2013 and not having enough applications from suitable candidates because of a poor reputation is another.<\/p>\n

Managing your reputation as an employer \u2013 your employer brand \u2013 goes together with managing the application process. Get them both right, and you should end up with a manageable workflow, dealing with (mostly) suitable candidates. And if your reputation as a good employer matches the reality of the candidate experience \u2013 and the new joiner experience \u2013 then the marriage of candidate and job is likely to be a successful one.<\/p>\n

It isn\u2019t easy, and, like any marriage, is more likely to be successful with good communication. It is important to clearly communicate what your company can offer and what it cannot, in order to help people decide whether they are likely to be happy; and the experience that each and every candidate has is likely not only to affect your working relationship with the successful individual, but also to affect your reputation with all those who are unsuccessful.<\/p>\n

There\u2019s a lot to consider, because employer brand isn\u2019t just about managing the application process… here are just a few of the many questions that could come up:<\/p>\n