Employer branding is exploding, and many companies are now on the hunt for dedicated employer branding leaders who can help to supercharge their talent brand and win over the best talent.
We’ve seen employer branding jobs posted on a weekly basis now, whereas even a year ago the frequency just wasn’t as high. Given this function is so new, we thought we’d share a few thoughts on how to write a proper job description.
It seems a bit ironic to write any sort of standard job description for employer branding roles given how this job usually entails taking the frankenstein job descriptions companies have been using for decades and turning them into something that is a bit more interesting.
That said, sometimes it’s just hard to start from scratch. With that in mind, here are some tips:
- Where does this role sit: Some organizations are placing EB under communications, others in marketing, and some in TA/HR. This is actually very important for candidates to understand given the very varied backgrounds of current and aspiring EB professionals.
- Why is this role being created: More likely than not, this is a new role within the company (with some roles potentially being added under an existing EB function). Get candidates excited by talking through why this is important to the company now: we have a plan of hiring 2,000 female STEM grads by 2020 and need help, we are growing at 30% annually and people are the most important driver for growth, etc.
- What is this person going to do: Employer branding is a BROAD discipline. It can mean anything from posting on social media, to managing 7 figure ad budgets. Be specific in what this role means now.
- Where does it go from here: After you define what the role means now, be sure to include where it goes from here. Is this person going to be tweeting for the next 3 years, or is the plan to build out a team? Don’t over promise….
- What is the background you need: This is very important. Are you looking for someone who has a communications background, is more analytical, or understands talent acquisition? Be explicit about what they need now, and what is ok to learn on the job.
If you’re writing a job posting now, we put together some specific language that you can think about using for your job description. Use this as a starting point while incorporating the tips above for your specific role. Here’s a pro tip, definitely post this job to twitter with the hashtag #EBJobs. Good luck!
Latest posts by Phil Strazzulla (see all)
- Our Disrupt HR talk on Why HR’s Work Matters - December 15, 2017
- The Diminishing Returns of Outbound Recruiting - August 15, 2017
- Here Are The People Who Will Sign Up For Your Talent Community - August 14, 2017