Employer Branding and Talents Win: 3 Tips for Unique Recruiting


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How can you Company stand out from others and attract talents? Applicants today have increasingly high expectations of potential employers. HR departments are therefore testing new strategies and technologies to meet those demands and stand out from the competition.

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Joachim Skura Best of HR – Berufebilder.de®Joachim Skura is Thought Leader Human Capital Management at Oracle. 

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Employer Branding: The first impression is decisive

How potential new employees experience your recruiting process says a lot about you Company out. Almost 80 percent of applicants say that this is a good indicator of how the company treats its employees. It should come as no surprise that companies that make a good impression when approaching applicants and during interviews also attract the candidates they want.

But what makes a positive experience in employee recruitment? In the following, we will use three examples to show how companies with cloud-based HR systems and applicant data innovatively attract and hire talent.

1. Personalize: Get to know your applicants

Personalization makes the difference. masseMails are deleted by applicants almost immediately upon receipt, especially by people who are not actively looking for a job. Individual relevance, content and the creation of “micro-moments” are important Zeitghost - and not stereotypes and “copy / paste” texts.

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By combining cloud-based HR systems with a more complete analysis of applicant data, companies can target potential new employees more effectively. Organizations learn about the interests and character of the candidates by analyzing the social activities, the preferred topics of conversation, and the impact on the applicants' network. Some companies even use GPS data from smartphones to attract new people to location-based jobs.

2. Community Building: Not just communicating but sharing

With better knowledge of an applicant's interests and habits, HR teams can approach the potential employee with more personalized materials. It is not enough to send a job offer or job description to potential candidates. Most of the time, these texts are close to being silent.

So you have to show what a position really is and that the company has resources that are beneficial to the new employees. Invitations to events or online training give applicants an idea of ​​what your organization has to offer, and are a good opportunity to attract the interest of the candidates.

3. Monitoring: Monitor and measure

The way how and where people look for jobs is constantly being readjusted. As a result, employee recruitment is constantly being innovated. Companies must develop a clear view of the efficiency and effectiveness of recruiting channels.

At this point, HR departments need to use HR Analytics to measure the achievements and weaknesses of their recruitment strategies. By continuously analyzing important metrics such as the click through rates and content content, the opening rates of eMails and, of course, measuring the number of occupied jobs, companies can refine the most successful strategies and finish the unsuccessful ones.

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It is important to ensure that the processes of employee recruitment are fully integrated with the general personnel data. Here, an integrated HR cloud platform offers real added value. For example, data from a candidate can be matched against previous data on the performance of peers, giving HR teams a better chance of finding the right new employee.

The bottom line is that the first impression a potential candidate receives from your company can just as well be the last, especially if he is not actively looking for a job. The best talents know that they are being courted and can afford to be picky. It is the job of HR teams to ensure a personalized experience for applicants that leaves a compelling first impression.


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