Employer Value Proposition And Candidate Experience Connection

What makes an employer brand actually convert talent? Candidates are filtering for 3 core signals, consciously or not: 1 - Psychological safety “Will I be respected here?” Diversity representation, tone of comms, and how the company handles feedback all matter. 2 - Authenticity “Is this real, or just marketing fluff?” Peer stories > polished slogans Consistency across Glassdoor, LinkedIn, and your careers page is a huge trust builder. 3 - Proof of performance “Will I grow here?” Clear career paths, employee growth stories, team wins. Show, don’t just tell. What doesn’t convert: ☒ Vague perks (everyone has a snack wall now) ☒ Empty “we’re like a family” statements ☒ Stock photo overload with no real employee voices What does convert: ☑ Real stories from current employees ☑ Transparent hiring process ☑ Clear signals of what success looks like in your org ☑ A candidate experience that matches what you promised Your employer brand isn’t a logo or tagline. It’s a feeling backed by proof. #employerbranding #candidateexperience #hiring

Cheat code for a strong #EmployerBrand: create strong candidate and employee experiences. Let people talk, and constantly iterate. Starting with #CandidateExperience... 1. Job postings: Do sourcers, recruiters, and hiring managers (hey, get team members in there too) all post relevant open reqs? Do they know best practices and have a few templates to leverage? 2. Job adverts: Are there more than 10 bullets? (Please no. The longest I've ever seen was 37, and ended with the crowd favorite "and other duties as assigned.") Is it clear why this company and this role should entice a candidate to leave their current role? Is the text brave enough to repel people who won't thrive at the company? 3. Application experience: What's the average length of time it takes to fill out the application - and is that listed? Are fields auto-filled when resumes are uploaded? Have you looked at the drop-off rates by page to ID improvement opportunities? 4. Recruiter communication: What are FAQs received by candidates - and do recruiters have talking points and candidate-facing materials? Are the email templates stodgy and formal (hey, if that's your brand, own it!), or conversational and engaging? Do you often link to relevant career pages and social accounts for candidates to learn more? 5. Interviews: Do you go back and forth on scheduling, or is there a link for candidates to enter availability? Have the questions been reviewed for neuroinclusion? Do candidates know what to expect in terms of process and timeline? 6. Career Site: Was this last updated recently... at all? (This is subjective, but you know the answer.) Have you done competitive research to see what experience candidates are having with industry competitors and non-industry companies? Is there an EVP or section that speaks to what differentiates the experience at your company (bonus points for department-specific)? Don't know where to start, or have limited bandwidth? Pick one item from above that can make an impact. Determine where you are now >> choose a realistic success marker >> test >> rinse and repeat. What would you add? Drop a line and let's get better together ⬇

The interview process is a two-way street…that’s why companies need to pay attention to the candidate experience. Candidates in the market aren’t just evaluating the job offers…they’re evaluating the companies as well…their culture, their brand, their mission, their hiring process, and how they treat them. From the initial job posting to the final interview, each touch point along the way gives the candidate an impression of who you are as an organization. One wrong step and you’ve given a bad impression and turned the candidate off. 🔹 Have a clunky or outdated application system? ➡️ It says, “We’re not tech-savvy.” or "We are not in tune with the times" 🔹 Keep a candidate waiting for weeks without any feedback? ➡️ It screams, “We don’t respect or value your time or your experience.” 🔹 Show any inconsistency between your message and how you treat your candidates? ➡️ It screams, “We’re inauthentic.” So, why care? Because each top candidate you lose is a win for you competition. More than that, their impressions of you become topics of discussion on social media, dinner parties, and networking events. And, next thing you know, your reputation as a place to work is shot and you can say “bye, bye” to a-list talent. Companies need to understand that job seekers aren’t just looking for a job. They’re looking for a place where they can make an impact, can grow, and belong. A place where they are valued, appreciated, and respected. If your interview process doesn’t exemplify that, you have no chance to land them, no matter how much you like them. You have to roll out the red carpet. You have to show them you value their skills & experience and appreciate their time. You have to work to sell them on how great a company you are. To win in this market, companies must build a positive candidate experience. One built on respect, transparency, communication, and authenticity. Because every candidate you interview is also interviewing you. #Hiring #CandidateExperience #Recruiting #TalentAcquisition