Most companies spend considerable time and marketing money promoting their product or service brands to potential customers. The most perceptive of those companies also realize the value of their employment brand, which is the perceptions potential candidates have about work life with them. Those perceptions, accurate or not, are built from a myriad of factors and situations, both past and present. In this case, perceptions equal reality.
Candidate opinions about your company are formed though various third party sources such as the news media, industry scuttlebutt, websites, social media, blogs, etc. More direct input comes from their relationships with your competitors and vendors, your current and former employees, and other candidates who have experienced your recruiting and selection process, for better or worse. All things considered, your employment brand directly impacts your ability to reach and attract the best people and therefore the return-on-investment you’ll get from your human capital. It's essential for you to engineer an efficient and effective recruiting and selection process that meets the tandem goals of attracting and accurately assessing the best talent while delivering an exceptionally good experience to all candidates.
As your executive search partner, we must know your organization so well that we can clearly articulate your employee value proposition (EVP) to gain interest from high-caliber candidates. We must also have the ability to defuse any out-dated or inaccurate information about you in order to give those executives a totally accurate viewpoint with which to make decisions about joining you.