The folks at Glassdoor know how important employer branding is, and shared that with HR professionals of all stripes at the Glassdoor Summit (livestream here. This amazing learning experience saw industry-leading guest speakers talking about how culture and branding are driving recruitment in some incredible new directions. There’s a lot to digest, but here were some takeaways that really stood out:
- Transparency is everything. Even if you don’t have a “cool” culture, you might still be someone’s perfect cup of tea. Honesty is always less damaging to your reputation than a bait-and-switch. (click to tweet)
- The amazing Tom Gimble of LaSalle Network says, “Best places to work are only best places to work for people that want to work there.” One size does NOT fit all, and not everybody is going to love (or hate) your corporate culture.
- Again from Tom Gimble (what can we say, he’s a smart guy): “If you promote managers too quickly from within the biggest mistake is not giving them management training.” Somebody might know their job and your product inside out, backwards, and in Portugese. But not everybody is a born manager, and if you don’t train managers how to manage, you’re setting your best people up for failure.
- The best employer branding content? Employee generated. Authentic, content from employees resonates the loudest. Wise words from Leela Srinivasan, the CMO at Lever. When it comes to employer branding, nobody has a louder and more trusted voice than your employees.
- This is a good one: Decline applicants leaving them with a good impression of the firm, they are future brand ambassadors, says Kimberlea Koz. We all know of (or have experienced) dehumanizing, frustrating interview processes and complete radio silence afterward. We remember those companies, and we talk to our friends about them.
- Employer branding is so important! Katie Burke of HubSpot says 75% of job seekers consider a company’s employer brand before applying for a job.
- Macy Andrews of Cisco makes a great point when she says “It’s not the hiring that’s the problem, it’s the attraction.” If none of the right people are applying at your company, it makes hiring a lot harder.
- A hard truth uttered by William Tincup: If the high-performers are caustic and don’t fit the culture, you don’t want them. Just like your company isn’t right for everybody, not everybody is right for your company, even if they’re talented as heck. Keeping them around will only cause conflict.
- This is a company that knows how to develop a great employer brand: Lucia Luce Quinn of Forrester says “Meetings start with customer comments, followed by Glassdoor comments.” If you don’t know what customers and employees are saying about you, how can you respond and improve?
- And lastly, the biggest takeaway is also the most succinct, thanks to Ed Nathanson of Red Pill Talent: “Be You.”
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