Candidates will always gravitate to potential employer brands that they know or are attracted to. The challenge for hiring managers is how to promote their company brand to attract the best high-quality candidates. This can be even more difficult for digital tech start-ups who of course do not have a long history or brand presence.
There are strategies that digital tech start-ups can employ to make their brand more attractive to the right quality candidates, something that is of key importance when the majority of candidates consider the employer’s brand before even applying. The recruitment sector is undergoing a significant change currently where old practices are clashing with new thinking and processes. Employers should seriously consider ceasing the following practices both of which have detrimental effect on their brand perception:
- Disguising the employer with a vague description of who they are, primarily a tactic used by recruitment agencies and head hunters to prevent competitors from knowing who their clients are.
- At all costs avoid the dreaded statement ‘’Only successful candidate will be contacted’’ or the equally disparaging ‘’if you don’t hear from us within two weeks your application has been unsuccessful’’
Using these tactics sends a clear message to potential candidates that the employer is ashamed of their brand or equally that their recruitment and selection process is inefficient and given little thought. Both are a reflection of that employer’s brand and potentially demonstrate how they deal with customers, suppliers and employees. The winning strategy for digital tech start-up employer branding is to be honest and forthright by making their vision and mission of the company crystal clear. The well branded employer will always have dedicated content on their website for potential digital talent including existing employee life stories and the recruitment experience. This positive branding experience should be mirrored in all the employer’s social media channels too
A change in mindset is required by employers and their human resource departments by thinking of candidates as potential customers. The employer needs to sell the company and brand to potential candidates and make the recruitment process a pleasant experience leaving candidates with a warm feeling towards the brand irrespective of their success or not. As one of the key drivers to successful employer branding is improving the efficiency of the recruitment process many employers, particularly in the digital tech start-up community are looking at AI recruitment as a solution to making timely selections of high-quality candidates.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital, he is a real person and would love to engage with you and help you streamline your recruitment processes.