Protecting Your Brand When Recruiting: Why It Matters And How To Do It Right

Recruitment as a Brand Touchpoint

Recruitment is about much more than filling open positions. It’s a direct reflection of your organisation’s values and professionalism, and an opportunity to win loyalty in an increasingly competitive market.

Every interaction with a potential hire is an opportunity to elevate your brand – or erode it. This puts your recruiters in the hot seat. As seasoned HR consultants, we see first-hand on a daily basis how recruiters’ conduct sets the tone for potential hires.

The Ripple Effect of Candidate Experience on Brand Reputation

Disgruntled candidates aren’t just silently moving on. Over 50% of candidates discuss negative experiences. In the digital age, where information spreads rapidly, a single negative interaction can have far-reaching consequences.However, the same goes for a positive experience. Three in four applicants (74%) are willing to share positive experiences, and 46% of those happy applicants would refer their friends.Considering that 86% of job-seekers look at review sites like Glassdoor before applying, your online reputation could be make-or-break.

The Business Case: Why Protecting Your Employer Brand Matters

A strong employer brand is instrumental in attracting top talent, reducing hiring costs, and enhancing the company’s overall reputation. But it’s important to remember that candidates are also potential customers. Positive experiences can translate to new business and word-of-mouth referrals, while negative reviews can really hurt your reputation.

An Experienced HR Consultant’s Best Practices for Delivering a Positive Candidate Experience

Creating a positive candidate experience doesn’t have to be complicated. Innovations like AI and automation are helping to speed up the process, but best practice continually comes back to fundamental principles of respect and clear communication. Here are some proven strategies to protect your brand when recruiting:

• Acknowledge all applications promptly to show candidates that their efforts are valued.
• Maintain transparent and timely communication throughout the process, keeping candidates informed of their status.
• Offer constructive feedback to unsuccessful candidates, providing them with valuable insights for future applications.
• Align recruitment with company values and culture to create an authentic and consistent experience.
• Eliminate redundant interview stages and respect candidates’ time.
• Advise unsuccessful candidates if their experience isn’t suited for the role; don’t leave them hanging.
• Implement regular candidate experience surveys (quarterly is best) to identify and fix friction points.
• Monitor Net Promoter Score (NPS) for applicants to gauge overall candidate satisfaction.

If you’re struggling to attract the right calibre of candidates, it’s worth reviewing your recruitment frameworks. This is where experienced HR consultants can provide invaluable support.

The Role of HR Consultants in Enhancing Employer Branding

HR consultants like deliberatepractice play a pivotal role in aligning your recruitment processes and communication with your brand values. Our aim is to equip you with the tools and techniques to deliver a positive candidate experience every time, and strengthen your employer brand in the process.We offer a range of specialist services, including:

• HR policy reviews.
• Talent pipeline building.
• Proactive sourcing, prioritising cultural fit.
• Employee engagement strategies.

Your employer brand is a strategic asset. Our expertise ensures that it delivers value by attracting the right talent and bolstering your brand’s reputation.Partner with deliberatepractice to transform your hiring practices with the support of industry-leading HR consultants.