In the relentless pursuit of top talent, few things capture the imagination of modern candidates and employees more than a diverse, inclusive workplace.

Especially among the latest generation of recruits, a culture of belonging and tolerance plays a huge part in where they choose to work. According to research by Glassdoor, approximately two-thirds of job candidates seek out employers with distinctly diverse workforces.

This intent has given rise to an increasingly adopted term: Diversity, Equity, Inclusion and Belonging (DEIB). For today’s company executives and employer brand managers, this is an acronym you must become fully familiar with to maximise your recruitment and retention efforts.

In this helpful guide, we outline what DEIB means, highlight its importance to the attractiveness of your employer brand, and share our top DEIB trends for 2024 to make diversity and inclusion centrepieces of your talent attraction strategies.

Defining DEIB: What is Diversity, Equity, Inclusion and Belonging?

DEIB stands for Diversity, Equity, Inclusion and Belonging, four concepts at the heart of a fair, equitable and all-embracing organisation. To properly define DEIB, it’s best to examine each component separately:

Diversity

Diversity is all about ensuring everyone is represented in your workplace. Age, ethnicity, gender, sexual orientation, disability status, economic background – a truly diverse workforce contains a healthy mix of these and other factors.

Diversity is incredibly valuable to encourage different viewpoints and gain unique perspectives within a company. It’s also beneficial for expanding your talent pool, building team camaraderie and developing a better understanding across your diverse customer base.

Equity

Equity means affording the same opportunities for career progression to all employees, regardless of their backgrounds. If an employee has the requisite skills, works hard and develops over time, there should be no barrier to success.

Equity also means that each team member should have access to the right resources to do their jobs to the best of their ability. Fundamentally, a focus on equity ensures a fair, impartial work environment.

Inclusion

Inclusion ensures that every employee or candidate feels welcome, accepted and valued by the people around them and their company as a whole. Do co-workers uplift each other? Is feedback provided constructively? Do people feel involved in their work environment?

Examples of inclusivity in the workplace include gender-neutral restrooms, flexible and remote work inclusion, and celebrations for cultural holidays and traditions. These and further inclusivity-driven measures often inspire higher productivity, stronger performance and greater employee retention.

Belonging

Belonging centres around the individual employee experience. If a workplace is truly inclusive, fair and diverse, an employee should feel as though they belong. They should feel valued, that they contribute to the company, and are respected by their colleagues.

When your employees feel welcomed, they come to work excited, engaged and enthusiastic, with a better opinion of your company and a desire to reach their full potential.

DEI vs DEIB: What’s the difference?

DEI (Diversity, Equity and Inclusion) is a well-established term in the global employment landscape, and is the base that DEIB has evolved from. So are they essentially the same, or does the ‘B’ make a big difference?

It’s a little more than that. DEIB is the acknowledgement that belonging is the end goal of effective diversity, equity and inclusion initiatives. Belonging is the feeling an employee should have if a company is truly inclusive.

Extending conventional DEI practices into the modern DEIB framework places the individual employee experience firmly in focus. It ensures that every initiative is underscored to make the workplace safer, kinder and more comfortable for everyone, so that each employee feels at home in the organisation.

The importance of DEIB in attracting, recruiting and retaining today’s top candidates

We’ve touched on this already, but the importance of DEIB for today’s generation of employees cannot be overstated. 

Truly committing to DEIB strategies and dedicating the time to establishing an inclusive workplace culture has ripple effects that unlock numerous benefits for your organisation. Here are just some of the ways it makes a huge difference:

Engages Millennial and Gen Z candidates

As noted earlier, DEIB is a major incentive for the latest generations of job candidates. 73% of Gen Z employees and 68% of Millennial employees say they prioritise DEI programs when choosing a company to work for.

Communicating and demonstrating your dedication to this cause – be it through specific DEIB training programs or as part of your wider company culture – will put you in a stronger position to hire than your less progressive competitors.

Increases brand reputation

Your brand’s reputation says a lot to prospective candidates. When polled, approximately 70% of recruits said they would reject job offers from companies with negative reputations, even if they were unemployed. To ensure your company’s reputation is on the trajectory for success, it’s important that DEIB plays a big role in your day-to-day operations.

If reviews on your Glassdoor profiles are littered with accusations of biases, favouritism, unfair pay or discrimination, the best candidates will look elsewhere.

Raises employee retention

According to Equalture, workplace and recruitment diversity can significantly reduce employee turnover and improve retention by over 68%.

When your staff feel included, accepted and comfortable in their environment, they’re far less likely to seek other opportunities. Focusing on diversity, equity, inclusion and belonging cultivates these feelings, so you can hold onto your top-performing talent for longer.

Boosts productivity and employee engagement

Creating an environment that naturally fosters a sense of belonging helps people work their best. When people feel happy, motivated and welcomed in their jobs, productivity rises and performance improves, leading to better business outcomes.

For instance, inclusive teams are estimated to be 35% more productive than those lacking this essential element. Furthermore, Millennials are 83% more likely to be engaged at work at inclusive companies.

Inspires creativity and innovation

With a diverse, multifaceted workforce, you have a melting pot of ideas and experiences that you can harness to drive your brand forward. 

Without this variety of perspectives, you get homogenous ideas and a stale work environment. Company growth stagnates and your staff feel stuck in place. With this in mind, it’s not surprising to learn that inclusive companies are nearly twice as likely to be innovators in their space.

Enhances decision-making

Greater communication and sharing of unique ideas leads to better decision-making. By exploring a problem from multiple angles with different viewpoints, you can reach a more considered, strategic solution.

As they say, two heads are better than one. And the stats back this up – diverse teams are 87% better at making decisions than non-diverse teams.

Improves financial performance

What about the bottom line? Focusing on DEIB has unlocked significant financial benefits for organisations across the globe. Inclusive companies generate over twice the cash flow per employee, while diverse, inclusive leadership generates 19% higher revenue.

Beyond this, three distinct McKinsey studies determined that ethnically diverse companies deliver up to 36% more profitability, while greater gender diversity led to a 25% increase in financial performance.

6 DEIB trends to enhance the power of your employer brand

As DEIB becomes increasingly important to the career ambitions of modern employees, it is also a pivotal element in a robust, high-performing employer brand strategy.

Based on the latest trends and techniques we hear from employer brand and HR professionals worldwide, here are 6 ways to make DEIB a core focus in your organisation and talent attraction methods.

1. Adopt AI to sense-check your DEIB communications

Today’s candidates are hyper-vigilant when it comes to the language you employ in your various employer brand communications, from job descriptions to recruitment adverts. With the evolution of AI algorithms, you can use these to review the copy of any content, to ensure nothing you publish unintentionally discriminates against potential candidates.

AI can also enable your hiring managers to review resumes impartially, analysing the relevant details without any consideration of gender, ethnic origin or similar factors. You may also use it to assess any salary discrepancies, so your company can make progress toward a more equitable work environment.

2. Establish diversity & inclusivity champions and ERGs

While the right policies are important, a diverse, inclusive environment must be nurtured over time. Hiring DEIB specialists, or promoting people from within your teams to act as diversity champions, helps ensure these issues are addressed from the ground-up.

Your representatives must have passion for the causes they represent, and be equipped with the relevant training materials, resources and freedom to fulfil their role. Setting up Employee Resource Groups (ERGs) can further support these individuals by creating voluntary, employee-led groups based on shared characteristics and experiences.

This organisational structure can help ensure your workforce’s unique wants and concerns are addressed directly, by people who understand them on a deeper level. It helps confirm DEIB policies are upheld and all employees are educated about these fundamental issues.

Plus, giving these groups the power to create content supporting your diversity and inclusivity initiatives can enhance your DEIB efforts internally and externally, especially through your staff’s social media profiles. Always keep in mind that candidates are more prone to trust a company’s employees over the company itself.

3. Integrate intersectionality into your DEIB strategies

A term coined by legal scholar Kimberlé Crenshaw in 1989, intersectionality is a growing concept that notes how differences in people’s backgrounds, whether it’s their age, gender, race or abilities, shape their experiences in the world.

Creating policies and programs around intersectionality will help your various employees better understand the challenges and discrimination their co-workers face, leading to a more empathetic work environment. This could take the form of monthly meetings or presentations from team members expressing their experiences.

Steps like this reinforce that your DEIB efforts are more than a token gesture. It shows you care about your people’s backgrounds, want to open dialogues and break down systemic barriers to create fair opportunities for everyone.

4. Create a culture of greater transparency

Transparency has become increasingly vital in building trust between employers and employees, particularly in the issues of diversity, equity and inclusivity:

Building a culture of transparency over pay, hiring practices, career development and more can help your staff feel significantly more acknowledged and respected. It demonstrates that you value a fair, equitable environment and have no hidden barriers hindering their progress.

To foster a more transparent work environment, you should aim to:

• Introduce pay transparency commitment guidelines
• Disclose your diversity metrics publicly
• Illustrate clear pathways for promotions and career advancement
• Publish details about the diversity of your suppliers and contractors
• Share your company’s DEIB goals and targets across your organisation

5. Set up inclusive recruitment processes

Are your hiring practices aligned with your DEIB commitments? Every layer of a candidate’s recruitment journey should be structured around this if you want to meet your diversity and inclusivity targets, ensure that no candidate feels alienated, and further boost the likelihood of long-term retention.

To evolve your recruitment strategies with DEIB at their core, consider the following:

• Implement a “blind” resume review to eliminate any biases over a candidate’s name
• Audit your job benefits to check they align with your preferred candidates’ wants
• Offer dedicated DEIB training to your hiring managers and recruiters
• Use inclusive language in your job adverts, correspondence and onboarding materials
• Post on niche job boards that focus on promoting diverse candidates

6. Upscale your DEIB communications with brand management technology

As today’s recruitment teams are expected to deliver more with less, engaging and attracting diverse talent becomes that much harder. 57% of talent leaders say hiring a more diverse workforce is a top priority, but 43% feel sourcing candidates is a serious challenge.

You want to advertise everywhere, with tailored content that reflects the diversity and inclusivity of your organisation, so you can truly connect with a wider talent pool, but time and design expertise are finite.

High-quality employer branding tools can unlock the full potential of your DEIB recruitment, enabling you to create, structure and unleash your brand like never before. By investing in the right software, you can:

• Establish a digital brand hub for your employer brand guidelines, DEIB framework and more, so that your entire team is educated on your values and mission
• Scale your content production with smart design templates, enabling anyone in your organisation to create high-quality content consistent with your brand identity
• Rapidly tailor assets with the right language, imagery and styling to attract a diverse pool of candidates
• Store any DEIB-focused images, assets, videos and more in a dedicated Digital Asset Management system, making it easy for your recruitment teams to locate and share these in your campaigns

With a strong, reliable brand management platform in your corner, you gain the power to present a consistent, far-reaching employer brand, one that illustrates your commitment to diversity, equity, inclusivity and belonging to the fullest.

Building your up-to-date employer brand around DEIB

DEIB is here to stay. With the latest generations placing a premium on an employer’s diversity, inclusivity and fairness, you must put these four letters at the heart of your employer brand to keep your recruitment efforts on the right trajectory.

We hope that these recommendations and top trends enable you to activate DEIB in your branding and build a truly inclusive work environment. 

But remember – authenticity is everything. This can’t just be a token gesture during Pride Month – prioritise DEIB within your existing workforce and ask your current employees how you can improve. 

Once you have these matters settled at home, you can make real strides to engage perceptive, progressive talent across the globe.

Mistakes are important. They help us learn, grow and improve over time. Unfortunately, many brands fall into the same bad habits in their attempts to attract, recruit and retain an evermore sophisticated wave of graduate recruits. 

At the same time, today’s graduates can access and assess potential employers more closely than ever before – researching company culture, values, career development opportunities and more in a matter of clicks.

Repeating the same mistakes with your graduate brand prevents you from engaging this fresh, hungry generation and losing top talent to your competitors. To help you better tap into the graduate talent pipeline in an increasingly fierce job market, this guide will help you steer clear of common blunders. 

As a company with years of experience empowering organisations worldwide to unleash their employer brand, below we outline 4 major graduate recruitment mistakes and our top solutions to avoid them.

Graduate recruitment mistake #1: Not understanding your audience

The core of a strong employer brand is knowing your audience. What are potential new hires looking for from an employer? What do they know of workplace culture? How do they like to be communicated with?

These questions will encourage very different answers, depending on the age, experience and background of whom you ask. A graduate fresh out of university or college will have different wants, ambitions and tendencies than someone who has worked for 2 or 3 decades.

So, to ensure you connect with the next generation of candidates, you must tailor your employer brand strategy to meet their expectations. And for that to succeed, you must understand what Generation Z wants from employers.

What do today’s graduates look for in an employer brand before applying?

Today’s graduates are firmly Gen Z, a generation that is estimated to make up 27% of the global workforce by 2025. They’re as digitally-driven as it gets – the first generation that doesn’t recall a time before the Internet was widely available.

As such, how Gen Z consumes content and judges an employer’s reputation is far removed from those who came before them. They are hypervisual, resilient and less entitled – and have preferences that modern organisations must prioritise in their graduate recruitment campaigns:

Gen Z candidates want transparency over salary

While Gen Z is less single-minded on salary than past generations, they still want to be paid fairly and well. 65% of Gen Z candidates say that pay transparency is one of their biggest motivators for applying for a job, so you should make this prominent in any job descriptions and adverts you share.

Gen Z candidates care about workplace diversity and inclusion

Today’s graduates prioritise a diverse, inclusive work environment more than generations before. According to research by Monster, 83% of Gen Z candidates say a company’s commitment to diversity, equity, and inclusion influences who they apply to, and 69% are more likely to apply to jobs where the employer branding reflects an “ethnically and racially diverse” workforce.

Beyond this, graduates also have strong feelings toward sustainability efforts, environmental practices and social responsibility initiatives, and want to work for companies whose values align with their own.

Gen Z candidates are tech-savvy

Gen Z has been brought up on smartphones and social media, so employers must focus on these devices and channels to reach graduates on their level. But beyond this, Gen Z also cares about the quality of technology they’ll use in their job – 70% of these employees would leave a current role for one offering better technology.

Gen Z candidates want flexibility

Work-life balance is one of the major concerns of graduate recruits. Gen Z candidates are 77% more likely to check a vacancy that mentions “flexibility” than one that doesn’t, while 72% of Gen Z employees have either left or considered leaving a job because their employer didn’t offer a flexible work policy.

Gen Z candidates want to learn and grow in a role

Finally, Gen Z is conscious about upskilling and evolution. 67% of younger recruits want to work for companies that actively teach skills to advance their careers, so promoting learning and development programs in your employer branding is a powerful incentive for today’s graduates.

The solution? Tailor your graduate recruitment strategy

Taking what we know about graduates, Gen Z and their employer preferences, you should use this to craft a distinct employer branding separate from your other campaigns.

For example, graduate recruits typically want to see diversity and inclusivity, so ensure the imagery of your campaigns makes this immediately apparent. They want career development opportunities? Dedicate a whole section to this on your recruitment website or brochures.

By tailoring your graduate brand around this audience’s priorities – adjusted according to your specific industry and company values – you are far more likely to leave a positive impression on top candidates.

Graduate recruitment mistake #2: Failing to use the right marketing channels

As mentioned earlier, Gen Z is the most tech-savvy generation to date (until Generation Alpha enters the workforce in a few years). Old-school approaches to promoting roles and your overall employer brand are becoming less and less effective – advertising in newspapers is hardly effective when 46% of graduates apply for jobs on their mobile phones.

Where you promote your employer brand is just as crucial as how you promote it, so you must consider the right channels to get your message across.

Social media is a standout example. 95% of the UK’s leading recruiters in The Times’ Top 100 Graduate Employers utilise social media in their talent attraction efforts, while over 50% of college grads use LinkedIn to research graduate job opportunities.

Videos are another powerful tool to connect with graduates. With Gen Z having grown up on platforms like YouTube and TikTok, video content stands out as a powerful way to communicate your messages in a way they actively enjoy.

But these aren’t the only ways to successfully reach modern graduates – also consider:

• Creating a dedicated portal or page on your website dedicated to graduates, highlighting the perks and information that resonates with them
• Attending university career fairs and campus engagement events, where your representatives can speak to interested candidates one-on-one
• Developing graduate internship programs that allow them to understand your company culture and help you assess their potential
• Using online job platforms such as Glassdoor, Indeed, Monster and more that graduates readily turn to when seeking out opportunities
• Distributing brochures and leaflets at local universities and colleges to offer something different and more personal to today’s digitally-centred recruits

Furthermore, make use of your existing employees where possible. Younger candidates are far more likely to believe the experiences of a current employee when researching an employer than the employer themself.

Clever usage of employee testimonials, interviews and videos on your recruitment feeds can help graduates truly understand your work environment, and inspire graduates to examine your opportunities more closely.

But this poses a problem – with so many social networks, forums and channels you can use to reach graduates, how do you maintain an active presence on these while staying within time and budget limitations?

Investing in a powerful employer brand platform can empower your teams to produce high-quality assets for all potential digital and physical channels remarkably quickly. With smart, predefined branded templates, your teams can produce content faster for every touchpoint, giving you greater coverage for your graduate recruitment for much less effort.

Graduate recruitment mistake #3: Inconsistent branding

Today’s job-seeking graduates know the importance of protecting their own online presence. 70% of employers use social media to screen potential hires, so top recruits understand they must keep a clean, unproblematic image on their profiles.

Similarly, modern companies must take the same sensible approach to communicate a clear, unified and consistent image across every recruitment channel they use.

Think of your employer brand as your promise to potential recruits and existing employees. Any inconsistency or deviation in this image can quickly erode the confidence and trust of your audience. This costs you applications and sends top candidates to your competitors.

What causes breaks in brand consistency? There are multiple reasons, but some of the most common include:

• Departments and locations working in silos, resulting in individuals misusing your graduate brand or making errors, which over time will cloud your brand’s identity
• An overreliance on external agencies, who are not as closely tied to your employer brand, causing misinterpretations
• An abundance of recruitment channels can cause inconsistencies to creep in – having one look on your website and another at a campus presentation can create a disconnect

You never want potential candidates to get the wrong impression of your mission, values and company culture, or perceive your employer brand as chaotic or disorganised. Brand consistency is key to building trust, so how do you maintain this?

A central home for your employer brand guidelines

Establishing a distinct online destination for everything that dictates your employer branding – brand guidelines, colour palettes, your Employer Value Proposition (EVP) – means everyone responsible for producing your campaigns can refer to this whenever necessary.

Developing a true brand hub keeps your content consistent and aligned according to your core identity.

A single source of truth for your digital assets

Next, investing in Digital Asset Management (DAM) can give your teams worldwide access to a dedicated library of approved, on-brand assets, imagery, videos and beyond.

Again, this provides a single source of truth for your graduate recruitment collateral, so your campaigns never deviate from your brand message.

A collection of locked-down design templates

Using templates does more than accelerate asset creation; it also ensures certain elements such as your logo, design elements and imagery are formatted correctly on every new asset produced.

This provides a robust framework for your teams to work within, and means they can adapt content inside these bounds to translate your employer brand to local markets.

Having these as part of one comprehensive brand management solution boosts your efforts to attract top talent across the globe.

Graduate recruitment mistake #4: Having a poor onboarding process

Imagine this – you’ve successfully attracted a hungry, motivated graduate to your team, and they passed their interview with flying colours. The hard work ends there, right?

Wrong. The recruitment process may be over, but your graduate brand must still work hard to nurture a sense of belonging within your latest recruit.

Especially because Gen Z is a generation of job-hoppers. 83% of Gen Z employees describe themselves this way, while over 22% of workers aged 20 and older spent less than a year at their jobs in 2022.

Retaining top talent for the long term is a persistent challenge, and starts with your onboarding process. This sets the tone for new arrivals, and a negative experience can instantly have them eyeing the exit door.

Poor onboarding experiences may also hinder your efforts to attract graduates in the future if someone shares their negative experience online. On the opposite end of the scale, a positive onboarding experience is estimated to improve retention rates by as much as 82%.

So, what steps can you take to enhance your hiring process with effective onboarding?

Establish company mentors and “work buddies”

Entering the workplace is a daunting prospect for many graduates. Providing a mentor or buddy can help them ease into this transition and allow them to settle in far sooner.

Plus, it helps build a community within your organisation, providing your graduate hires with reassurance and familiarity from the outset.

Provide everything they need from day one

No new employee wants to arrive on their first day flustered about what they’re doing or where to go. Ensure new hires feel comfortable from the get-go by preparing everything they need to get started, including:

• Setting up their workstation
• Printing off all required paperwork
• Organising all login details and entry cards they need
• Presenting them with a schedule or calendar
• Creating a dedicated employee handbook

Invest in introductory videos

As we highlighted earlier, Gen Z is much more accustomed to video as their preferred form of content. Creating accessible, repeatable videos that explain your company culture and your new hire’s responsibilities helps them understand your business sooner, while allowing your existing employees to focus on their tasks.

Introduce new hires to relevant training programs

Finally, demonstrate that you’re invested in their career development by setting them up with training programs and courses related to their work.

By giving new hires access to these learning courses, they will feel more empowered to deliver for your organisation. Your company benefits from a more motivated, skilled employee, while they form a more positive impression of your brand.

Support your company’s future with a great graduate brand

Your graduate brand is an integral part of your organisation’s long-term strategy. Ensuring you can consistently attract, engage and appeal to the next generation of candidates is key to a sustainable, lasting workforce – so it’s vital you get your campaign execution right.

By dodging the mistakes above, you go a long way to stealing a march on your competitors to seal the services of top, up-and-coming talent. Applying the techniques and strategies we’ve outlined, coupled with effective brand management software and a solid recruitment team, you can keep yourself firmly in the focus of young, aspirational job seekers.

If your talent acquisition challenges extend beyond your graduate recruits, find more excellent tips to attract and retain top professionals in our ultimate guide to employer branding.

With job seekers increasingly selective about who they work for, it’s impossible to overstate the importance of a strong, consistent employer brand.

It’s your unique selling point against a wave of competition. Your window into your company culture. Your vehicle to excite and build trust with potential candidates. Simply put, it’s the heart of modern recruitment, and something that demands a great deal of attention.

Fortunately, today there is a plethora of software, tools and platforms designed to streamline your efforts, unite your global teams and maintain a consistent, regular flow of content to recruits and employees.

In this guide, we break down 18 standout tools you should be paying attention to in 2024, so you can activate your employer brand with complete confidence.

18 employer branding tools to check out in 2024

1. Papirfly
2. Rally® Inside™
3. Canva
4. Seenit
5. ChatGPT
6. Recruitee
7. Jobbio
8. Cliquify
9. Social Sender
10. Sociabble
11. Brandfolder
12. Employer Brand Index
13. Olivia by Paradox
14. Pathmotion
15. Greenhouse
16. TalentLyft
17. Monday.com
18. Ongig

All-in-one employer branding software

1. Papirfly’s brand management platform

Papirfly’s brand management platform empowers you with the tools to create and communicate your employer brand in one comprehensive solution. 

This platform offers numerous features to unleash your employer branding on a global scale, including:

• A dedicated online brand portal for your employer brand guidelines, Employer Value Proposition (EVP) and other key documents that define your brand’s identity
• A comprehensive, industry-recognised Digital Asset Management (DAM) system, allowing you to store and share on-brand assets for your recruitment campaigns
• Intuitive design templates that enable fast, cost-effective content creation without any risk of breaking your brand guidelines
• The capacity to rapidly adapt assets for local markets with the right language, imagery and cultural nuances to connect with job seekers globally
• Collaborative, easy-to-use campaign execution tools that keep your marketing activities aligned and well-coordinated

2. Rally® Inside™

Rally® Inside™ is a similar employer branding platform that employs real-time data and best practices to develop campaigns that attract and retain top talent.

Allowing you to identify and engage with potential candidates wherever they are online, Rally® Inside™ also helps you understand the topics that resonate with your target audiences. This can play a role in focusing your employer brand strategy around your specific goals and ambitions.

Plus, it’s free for a single account user, making it a good entry-level option for smaller employer brand teams with limited budgets.

Employer branding content creation

3. Canva

One of the world’s most recognisable names in content creation, Canva’s wide range of templates and design tools empower your professionals to produce high-quality graphics to support your employer branding efforts.

From infographics and visual storytelling assets for your digital channels, to presentations and posters to inspire your existing employees, Canva can help you maintain brand consistency and generate engaging campaigns for your audiences.

4. Seenit

Did you know that job postings with video content receive 34% more applications than those without it? This makes tools like Seenit incredibly valuable, allowing you to collect, create and distribute user-generated video content from your employees, customers and beyond.

By encouraging your employees to submit video testimonials, behind-the-scenes footage and clips that showcase what it’s like to work at your company, you can develop a library of employer brand videos that capture the imagination of ideal candidates.

5. ChatGPT

As AI continues to evolve and expand our horizons, ChatGPT can greatly speed up the production of written content across your employer brand campaigns, from feeder text on your social posts to job descriptions and email marketing.

With effective prompt engineering, you can train ChatGPT to write in your precise tone of voice, allowing you to go from raw notes to brand-consistent first drafts in minutes. Especially for teams with no dedicated copywriter or content agency, this can feel like a new member of your team.

Employer brand career page development

6. Recruitee

Recruitee is a tool that promises to reduce hiring times and increase the reach of your recruitment campaigns. This includes the ability to create a dedicated careers page through their tried-and-tested templates, empowering you to present a strong employer brand to desired candidates with little effort or coding skills.

Furthermore, Recruitee allows you to automatically post job listings on the most active job boards, including Indeed, Monster and Glassdoor. This again eases the recruitment process, and ensures your ads are where they need to be to attract top talent.

7. Jobbio

Rather than a careers page, Jobbio encourages its users to create a company channel. Similar to a social media channel, this approach lets you create a distinct profile, share employee-driven content, and gradually build an audience of relevant candidates.

From this channel, you can directly communicate with followers to maximise employee engagement, as well as create an unlimited number of job ads targeted around your ideal candidates’ skills, experience and preferences.

Employer brand social media management

8. Cliquify

Cliquify is an employer branding tool that enables companies to generate assets for their social recruitment campaigns. Primarily a content creation platform, Cliquify’s templates guide your teams to produce on-brand collateral for your various channels, highlighting your company culture, values and achievements.

This solution also allows you to measure and monitor the performance of your social media assets, helping you to refine your campaigns over time.

Employee advocacy tools

9. Social Sender

It cannot be overstated how valuable your existing employees are to your long-term recruitment efforts – up to 86% of candidates will check employee reviews on Glassdoor before applying. An army of brand ambassadors can greatly elevate your hiring process, and a tool like Social Sender helps you build one.

A dedicated employee advocacy solution, Social Sender makes it simple to send targeted company news, events and posts to relevant employees based on their positions and interests. From here they can push this content on their social networks, sharing positive employee experiences with prospective candidates.

10. Sociabble

Another effective employee advocacy tool is Sociabble, a platform offering multichannel content distribution for your employees’ social media channels. Leveraging their networks, this tool extends the reach and awareness of your employer brand through fresh, compelling content delivered by your workforce.

Plus, to keep your team members active advocates, Sociabble adds gamification to this process, letting you track your most effective ambassadors and reward them appropriately.

11. Brandfolder

Maintaining a consistent employer brand across every channel and location requires a single source of truth for your assets. Brandfolder’s Digital Asset Management (DAM) solution gives you a central repository of on-brand, up-to-date collateral, so your teams worldwide can access the latest approved content for their recruitment campaigns.

With the ability to categorise assets according to type, location, language and much more, your marketing materials stay well-organised and your marketers can identify the assets they require instantaneously.

Employer brand reputation management

12. Employer Brand Index

Candidates want to work with a reputable employer; a perspective backed up by 84% of job seekers who consider reputation before applying for a job opening. The Employer Brand Index (EBI), developed by Link Humans, uses data from over 6,000 user-generated sources to measure what past, present and future employees are saying about your company.

This helps you gain an objective view of your employer brand reputation, benchmark this against your competitors and address any negative feedback directly. With this insight, you can adapt your communications strategy where required on your path to becoming an employer of choice in your industry.

Candidate experience and onboarding tools

13. Olivia by Paradox

Another in the growing wave of employer branding AI tools, Olivia is an innovative assistant designed to optimise candidate capture, screening, scheduling, communication and engagement.

Guided by your brand’s tone of voice and communication strategy, Olivia automatically answers candidates’ questions and eliminates repetitive admin tasks. This streamlined approach frees up time to create a more bespoke, one-to-one recruitment and onboarding experience for each candidate, helping you nurture them into your team.

14. Pathmotion

Pathmotion enables better candidate experiences by letting your existing employees directly engage with your prospects, answer their questions and share content. This supports a more comfortable, seamless onboarding journey for new recruits, and helps candidates self-exclude themselves, saving you time and money on unsuitable applications.

Pathmotion can also host virtual events for candidates, automate nurture emails, send out onboarding materials, and integrate with your company and employee social media channels. This makes it a great tool to build a community between your current team and your future hires.

Applicant Tracking Systems (ATS)

15. Greenhouse

Greenhouse is an excellent Applicant Tracking System (ATS) that helps you present candidates with a consistent, reassuring experience. To do this, the platform includes several features, including:

• Talent sourcing that scales with your organisation
• Customisable career sites and application processes
• Tracking for candidate interactions and communications
• Schedules for follow-up activities and onboarding activities
• Smoother talent acquisition workflows
• Candidate scoreboards for better hiring decisions

It also tracks and measures several key employer branding metrics, including time-to-fill positions, cost-per-hire and candidate conversion rates.

16. TalentLyft

Another effective ATS solution is TalentLyft. This system can reduce the time associated with posting job ads, screening applications and scheduling interviews through one all-inclusive platform. Handling this all through one portal helps you preserve consistency across both your employer branding and candidate experience.

TalentLyft also enables you to track applications to measure the performance of your job adverts, and create a branded career site illustrating your company’s values, culture and mission.

17. Monday.com

In our attempts to achieve more for less, Monday.com promises to significantly increase the efficiency and productivity of your employer brand workflows. Through this planning platform, your teams can gain a bird’s-eye view over all tasks, from individual job postings to large-scale recruitment campaigns.

For optimal productivity, Monday.com lets you hone in on each distinct task of your employer brand initiatives. This empowers you to manage your resources more effectively, and keeps everyone aware of what must be done and when.

Employer brand analytics and reporting

18. Ongig

Want to know if your employer branding efforts are reaping results? Ongig offers up this valuable insight by scoring your job descriptions and adverts in real-time, suggesting improvements to support your diversity, equity and inclusivity (DE&I) hiring.

In addition to analysing the performance of your content, it offers templates for future job postings, and handles the publishing of hundreds (or even thousands) of job adverts automatically.

Can you have too many employer brand tools?

These 18 employer branding tools merely scratch the surface of what’s available to help you attract, recruit and retain the best available talent. Hopefully, this has helped you consider where you can streamline your processes and unlock your brand’s potential.

However, a word of warning. While these tools can benefit your employer branding in numerous ways, introducing too many can become a detriment to your long-term recruitment efforts. That’s because an abundance of employer brand solutions can:

• Increase the complexity of managing your brand and campaigns
• Confuse your employees with too many logins
• Eat away at your budget
• Make maintenance and upgrades a hassle to complete
• Require significant amounts of time to train your teams
• Cause inconsistent messaging on your various channels

To strengthen your talent acquisition efforts, it’s important to thoroughly research the right technology for your needs, prioritising solutions that fulfil multiple requirements in one platform.

And consider, if you do choose to invest in your employer brand, be sure to think about integration. If you can seamlessly bring solutions together into one united platform, activating your employer brand becomes a lot less complicated.

Take steps to activate your employer brand

Technology can play a valuable role in the reach, consistency and performance of your employer brand. But, this must be accompanied by a well-constructed employer brand strategy, high-quality assets and the support of your existing employees.

If you’d like to learn more about how to attract and retain top talent in this highly competitive landscape, read our ultimate employer branding guide.

For better or worse, social media networks are an integral part of our lives – and channels that modern marketers must master.

Why? Because over 5 billion people worldwide use social media channels at least once per month – a figure that is expected to touch 6 billion by 2027. As a result, it’s one of the main avenues for brands to communicate directly with their consumers, tell stories and build trust with their audience.

That makes a strong, consistent social media brand incredibly valuable. Not only does it ensure your audiences can recognise your brand’s identity – they can also get to know your values. Any break in uniformity risks eroding these delicate relationships.

In this essential guide, we’ll outline how you can sustain a consistent brand voice across your social profiles, and share our top tips to enhance your long-term social media marketing strategy.

What is social media branding?

Social media branding is how you utilise your social networks to grow, promote and evolve your brand’s identity. Put simply, it’s how you choose to portray your brand on social media.

With how prevalent these platforms are in modern society, this is very likely where someone first encounters your brand. So, the content on your profiles must be crafted and curated to clearly share your values and personality, in the same way you would approach your website or general advertising.

What are the key elements of social media branding?

An effective social media brand must get several key aspects correct to successfully resonate with audiences.

Consistency: You must maintain a consistent tone, style, and visual identity across your social media posts to reinforce brand recognition and trust.

Content creation: You must develop and share relevant and compelling types of content, including imagery and video content, that connects with people and aligns with your branding.

Engagement: You must actively interact with followers, responding to comments, messages, and mentions to foster relationships and build long-term loyalty.

Brand voice: You must establish a distinct, authentic brand voice that reflects your organisation’s personality and values.

Community building: You must cultivate a community through user-generated content (UGC) and create opportunities for your followers to participate and support your brand.

While each element is important, brand consistency is the most essential piece of the puzzle – and often the most challenging to enforce.

The importance of social media brand consistency

Consistency is the base for any stable, trustworthy relationship. The relationship between you and your social media followers is no different. 

Today’s consumers want to trust the brands they buy from. They want to feel they share the same values, speak the same language, and have comparable priorities. Especially on social media, which has always been a more “personal” environment, many people use these platforms to understand brands rather than buy from them.

This is why brand consistency is so vital on these channels. If your followers get mixed messages from your content, or markedly different experiences when they communicate with your brand through social media, they start to question what your brand stands for.

Questioning breeds mistrust, and mistrust is a slippery slope to losing followers and brand recognition.

Beyond damaging the trust of your followers, an inconsistent social media presence can also make your organisation appear unprofessional. If your posts deviate from your primary brand colours, mix up typographies or constantly change formats, it reflects a lack of internal organisation. And nobody wants to buy from a brand that appears disjointed.

Further problems caused by inconsistency on your social media platforms include:

• Followers failing to recall your brand when in the market for your products and services
• Reduced engagement and interaction with your posts from your followers
• Less effective paid social campaigns alongside your organic content
• Weakening your overall brand equity

How often should I post on social media to maintain brand consistency?

Brand consistency doesn’t simply apply to the quality of your content or how you communicate with your audiences. You should also be consistent in how frequently you post on social media.

People are creatures of habit – if they enjoy your content, they will carve out the time to seek it out. But, if you take a scattergun approach to scheduling content, users won’t be able to track it accordingly. Think of it like your favourite TV show – if new episodes came out at a random date and time each week, would you be following it as closely?

With so many social media channels, each with different audiences and algorithms, how often you post must be adjusted accordingly. Here’s a quick guide based on best practices:

Of course, your understanding of your audience will dictate whether you post more or less frequently. Nevertheless, a set calendar for when and where your posts are published will help ensure a consistent experience for your followers.

8 tips for building a consistent social media branding strategy

1. Lock down your brand identity and goals

First, the key to consistency on social media is having your purpose, mission, values and identity nailed down before sharing your first post. Every relevant person on your team, from your dedicated social media brand manager, to marketers in your local outlets, should fully understand what your brand stands for.

Now, your social media brand may vary slightly from your other marketing channels depending on your goals for these platforms. Do you want to raise brand awareness? Do you intend to generate leads? Is it simply a means for your customers to message your brand?

Whatever your social media brand represents, centralise it in one all-encompassing brand hub. From here, your teams worldwide can access digital brand guidelines, style guides and more to ensure any marketing materials they produce align with your core branding and overarching goals.

2. Establish your target audience

Next, consider your target audience – who are your posts communicating with?

• How old are they?
• Where do they spend their time online and offline?
• Which platforms are they likely to use?
• What are their pain points?

This may not be straightforward to answer as different social channels attract different audiences. For instance, younger consumers lean towards platforms such as TikTok and Instagram, while Facebook has now cultivated an older user base.

Establishing personas for every social network you intend to use will help keep your messaging aligned with their specific wants and preferences, while remaining within your brand guidelines.

3. Define your social media channels

Based on what you know about your audiences, this should help you define what channels to devote your efforts to. It’s unlikely your ideal customers will be active on every social channel, so this will help you streamline your content and focus your attention on the areas where you stand to make the greatest gains.

For example, LinkedIn is a go-to platform for B2B businesses, but may hold less value for B2C organisations.

Being selective with your social media channels also empowers your teams to fully understand these platforms – their nuances, their best-performing types of content, their ideal posting times. This knowledge will allow you to optimise your content accordingly, so it reaches the right audiences at the right times, all while telling a compelling, consistent story.

4. Create a social content calendar

As we noted earlier, consistency applies just as much to the frequency of your posts as it does to the quality of your visual content. With this in mind, creating a social calendar helps ensure that your channels maintain the regularity your audiences expect.

Here are a few best practices when setting up your schedule:

• Develop a variety of content themes and pillars (educational, entertainment, promotional, etc.) and spread these out to keep your feeds engaging
• Research each platform you use to determine their most optimal posting times
• Follow the 80/20 rule when producing content, with 80% of your content providing value and 20% promoting your goods or services
• Leave capacity for user-generated content, special announcements and more
• Highlight noteworthy holidays, relevant events and awareness dates to tailor content for these occasions

5. Build social post templates

Creating consistent brand assets demands dependable templates. While easily accessible brand guidelines help keep everyone on the same page, intelligent templates make this second nature for your social media teams, ensuring they cannot deviate from your visual identity.

As well as locking down the position of your logo, brand colours, design elements and more, branded design templates enable you to create real-time marketing materials for your various channels and locations. Your templates can match the optimal size and layout of each platform, and enable users to switch up the language or imagery for different countries and cultures.

Fundamentally, templates empower your social media marketers to work faster, confidently and cost-effectively, all while preventing inconsistencies.

6. Produce communication guidelines

Consistency on social media goes beyond your day-to-day feeds – it’s how you communicate with followers one-to-one. Any difference in tone or experience when answering a user’s comment or replying to a private message can be just as damaging to their overall impression of your brand.

By developing communication guidelines for those responsible for engaging with your followers, you can keep these messages consistent with your values and tone of voice. This may include set responses for particular scenarios, such as how to respond to a complaint or negative comment, or what user posts it’s okay for your platform to share and comment on.

Responsive engagement is integral to the performance of your social media strategy – and an approach that will keep your tone aligned with your overarching goals and identity.

7. Set up a home for your digital assets

If your company has teams spread worldwide, consistency is a real challenge. It only takes one rogue post to disrupt your communications and damage your reputation with your followers. That’s why it’s useful to have everyone in your organisation working from the same bank of digital assets.

Intelligent templates and a central brand hub can help achieve this, but Digital Asset Management (DAM) provides an added layer of protection. These solutions provide a repository where users can store and access all approved social assets, and from here adapt them for local audiences.

With this “single source of truth” for your social media brand, you can publish on-brand collateral across any platform, and maintain a birds-eye view over the consistency of your assets. Plus, these digital libraries enable you to tag and categorise assets, so your teams can find what they need faster and easier:

By managing your digital assets effectively, you can lock down consistency across every social media channel and campaign, without proofing-related bottlenecks.

8. Monitor your social media channels

Finally, you should monitor and track your social media channels multiple times a day. Whenever a post is scheduled for release, you should check that it’s been published correctly and give it one final sense-check for consistent tone and appearance.

If you’ve taken all the previous steps, this should be a mere formality. However, inconsistencies can still slip through the cracks, and frequent monitoring allows you to react to any problems swiftly before they cause any harm to your brand reputation.

Plus, if your posts receive any negative comments or feedback, regular monitoring enables you to respond quickly with a well-crafted reply. This engagement shows your audience that you listen to feedback and don’t attempt to sweep negative reviews under the rug.

The future of social media branding

Even as the world becomes more critical of the role social media plays in shaping our minds and behaviours, its evolution is one that marketers will be keen to keep up with. 

While there’s no way of knowing exactly where social media marketing will be in as little as 10 months – as the number of users continues to grow and these platforms mature, the power of social media is only going to become more prolific. 

Of course, the number of brands entering the social media landscape will rise too. To stand out amidst an expanding sea of content, it’s going to take a remarkable strategy and team – one where intelligent, on-brand templating is at the centre.

Maintain a consistent social media presence on all platforms with Papirfly

Brand consistency is a core mark of trust and quality for consumers across the globe. Maintaining a coordinated presence on your social platforms keeps your reputation with followers strong, and ensures your organisation’s values, personality and visual identity are delivered to your audiences exactly as intended.

The challenges of multichannel marketing and the content demands of social networks can make consistency an ongoing problem. The techniques outlined in this guide will help you stay on top of your day-to-day posts, so nothing on your feeds drifts away from your core brand identity – even campaigns focused on local markets.

When supported by a reliable brand management platform, you’ll never need to question the consistency of your social media channels again – and empower your teams to produce assets cost-efficiently to satisfy your content-hungry followers.

High-volume recruitment. Bulk recruitment. Mass hiring. Whatever you call it, most global organisations have at some stage needed to sign up a large number of new employees in a short window of time.

It’s a long-established practice, but it’s increasingly challenging when demand for top talent regularly outweighs supply. Whether your company is opening a new location or needs more hands on deck at peak times, you must use every tool at your disposal to engage your target market and fill your vacancies.

While technologies such as Applicant Tracking Systems (ATS) and video interviewing platforms are key to streamlining this process, you must reach and connect with candidates first – and few things help you do this more than a strong employer brand.

Here, we’ll explain how well-managed recruitment branding strategies enhance your hiring efforts, and how you can activate your employer brand to attract and retain potential candidates.

What is high-volume recruitment?

High-volume recruitment is when an organisation looks to hire a significant number of candidates in a short space of time. 

Commonly used in retail, hospitality, customer service and practically any industry with fluctuating workforce demands, this strategy is deployed in many circumstances, like when: 

• Seasonal demand for products or services peaks, such as during Christmas
• A business rapidly expands or opens new locations
• Employee turnover reached a high point
• An organisation offers a lot of entry-level positions, such as call centre operators
• Contract workers are replaced

Studies have shown that approximately 65% of businesses worldwide have high-volume recruiting needs, while around 73% of large organisations depend on this approach.

Why is a strong employer brand important for your recruitment efforts?

Your employer brand is your shopfront to potential candidates. It’s the values, perks, incentives and motivators that resonate with your target audience, stretching from the first job ad a prospect sees, right through to your day-to-day company culture.

In a highly competitive talent landscape, your employer brand is your chance to stand out from your competitors and secure exceptional recruits. It’s your brand’s identity for your workforce, and is crucial for bringing the right people on board.

How does employer branding differ between high-volume recruitment and traditional hiring?

It’s easy to overlook the importance of a solid employer brand for high-volume recruitment. For entry-level or temporary roles, candidates aren’t going to care about how clean or well-managed your employer branding looks, right?

Wrong. Over 75% of job seekers research an employer’s brand before applying for a role, while 69% of candidates say they would reject job offers from companies with a bad employer brand. When you’re trying to fill roles fast, you can’t afford this degree of rejection.

In many ways, a strong employer brand is more vital in high-volume campaigns than in typical hiring cycles. Because you’re advertising on many job boards and platforms at once, a negative reputation or lack of clarity can cause candidates to question why you have so many openings.

This uncertainty may deter high-calibre candidates from applying, causing your campaigns to suffer and drag out longer.

What are the key elements of a strong employer brand for high-volume recruitment?

Employer branding in recruitment at any level requires multiple key elements to achieve consistent success:

• A clear and compelling Employer Value Proposition (EVP)
• Consistent, engaging content across all channels
• Personalised experiences for candidates, from pre-application to the onboarding process
• A well-constructed careers page outlining your company mission and values
• Carefully monitored and managed listings on employer review sites like Glassdoor
• Employee advocates who promote your organisation within their own networks

A successful employer brand strategy is layered and consistent at every touch point – and this is just as critical for mass hires as it is for individual roles.

4 ways your employer brand helps with mass hiring

High-volume recruitment is fraught with challenges. Immediately it conjures up ideas of mass generic emails, automated responses and candidates left in limbo. 

An impressive employer brand can help overcome many challenges associated with volume hiring, ensuring each potential employee feels special even when reaching out to thousands at a time.

1. Eliminate ill-fitting candidates

The biggest headache for large-scale recruitment is sorting applications to find suitable candidates. You can easily waste hours on this process, pushing your campaigns back with every ill-suited application.

With a clear, coherent and ever-present employer brand, candidates can immediately see your company values, benefits and culture, and visualise if they “fit” in your organisation. This helps reduce the number of inappropriate entries, resulting in higher-quality applications.

2. Reduce time and cost to hire

With so many roles needing to be filled, time is of the essence in high-volume recruitment marketing. A good employer brand is estimated to slash the time and cost of hiring in half, which results in substantial savings when you’re trying to fill dozens of spaces at once.

3. Improve employee retention

Focusing solely on filling positions quickly can compromise the long-term retention of your candidates. If this leads to a rushed interview and onboarding process, it becomes difficult to hold onto new hires, taking you back to square one.

Research shows that strong employer branding reduces staff turnover rates by 28%. This helps you retain top talent for longer, so you don’t lose employees to your competitors and need to rely on high-volume campaigns regularly.

4. Grow your collection of advocates

Finally, it’s no great secret that potential candidates trust the word of employees more than employers – particularly if they’re already sceptical about the number of openings available.

Encouraging your existing employees to reinforce the reasons to work for your company on social media, employer review sites and word of mouth helps silence any doubt from your prospects.

Activating your employer brand for volume recruitment campaigns

Now you understand the difference an excellent employer brand makes for high-volume recruitment, how can you best “activate” it to reap the rewards? 

Our employer brand solutions have empowered many world-renowned brands to navigate these turbulent times with ease and control, so here are our 6 top tips to help you achieve the same:

1. Understand your roles and ideal candidate personas

Knowing your target audience is even more pressing for high-volume recruitment than conventional hiring – you don’t want to be inundated with hundreds of irrelevant resumes for each role. 

Take time to distinguish what skills, experience and characteristics the ideal person would possess for every position you have available. This will ensure your job adverts are tailored to these expectations, so you receive more appropriate job applicants.

Plus, understanding what makes your candidates tick will help you adapt your recruitment branding to the values most meaningful to them – do they prefer flexible hours, remote working or development opportunities?

2. Centralise your recruitment branding strategy

A disparate employer brand strategy creates inconsistency, which damages both your reputation and ability to hire in pressing times. 

Bringing every element of your employer brand identity – guidelines, EVP, tone of voice, employee handbooks and more – under one dedicated brand hub will help ensure your materials are aligned, whether you’re reaching out about one position or dozens.

3. Harness tools to create personalised content

With mass hiring campaigns, it’s all too easy to send the same formulaic emails, adverts and job descriptions to each audience. But for the best results, it’s important to speak to candidates on a personal level – their wants, their language, their culture.

Particularly if you’re hiring for positions in a different country, it’s vital to translate your employer branding for local markets. With the right brand management platform, localising recruitment campaign collateral for specific audiences can be done in minutes, enabling you to tailor messages without major losses of time or resources.

Remember: think global, but act local.

4. Prioritise your candidate experiences

Employer branding doesn’t end with the application process. So many organisations have lost potential hires at the final hurdle due to a negative or frustrating candidate experience. You must carry your branding and company culture through this process as well.

Consider:

• What do candidates first see at an interview or video call?
• How can we streamline and uncomplicate this process?
• What materials can we provide prospects to help them understand our work culture?
• Who is best placed to support and guide new hires for a particular role?

Getting this important stage right does more than secure top talent – it can also greatly benefit your employee retention rates.

5. Stay consistent across all channels

Consistency is key to any recruitment campaign, but it’s especially challenging when advertising for many jobs concurrently on multiple platforms. Any break in brand consistency can lessen your appeal to candidates, and present your company as low-grade and disjointed.

To lock down your employer brand identity, invest in intelligent, on-brand design templates. This framework will ensure those responsible for creating your recruitment materials never deviate from your core branding, while offering enough freedom for their creativity to shine.

Furthermore, consider implementing a Digital Asset Management (DAM) solution to support these templates. This comprehensive online library of assets can make sure your teams worldwide have instant access to the right content for their campaigns, keeping your local recruitment efforts in lockstep with your global identity.

6. Plan your campaigns with precision

Coordinating high-volume recruitment campaigns can be a real struggle without a centralised, birds-eye view of all activity – particularly when multiple locations or countries are involved in this drive.

Equipping your teams with proven campaign execution tools helps them organise activities more effectively. This minimises waste and provides much-needed stability during substantial times of change and upheaval within your organisation.

How can we adapt our employer branding strategies in periods of high-volume recruitment?

During high-volume recruitment, there are many ways you can adapt your employer branding to make a meaningful positive impact:

• Emphasise your employer values and unique selling points to immediately capture the attention of applicants
• Leverage technology for automated screening and personalised communication to improve the speed and quality of your recruitment processes
• Harness a wider range of recruitment channels, such as social media and job boards, to maximise visibility
• Offer referral incentives to your existing employees to encourage them to play an active role in your campaigns
• Showcase your company culture through testimonials and success stories to give candidates a tangible sense of life in your organisation

Master your employer brand, maximise your recruitment efforts

Many of the biggest headaches attached to high-volume recruitment can be reduced or eliminated altogether with a healthy, consistent employer brand. We hope this article has helped you recognise this, and advised on how you can harness it to engage candidates on a mass scale.

One final piece of advice – continue to review and refine the performance of your recruitment campaigns. Candidates’ priorities and attitudes constantly evolve, and change from location to location. Investing in real-time campaign data and analytics keeps you on top of these trends, and illustrates what assets and activities are reaping results for your organisation.

Combined with further talent acquisition software, you can build an employer brand that connects with audiences globally and locally. Meaning that whenever there’s an urgent need to bring people on board, your organisation is at the front of the queue.