Recruiters, You Could be Killing Your Employer Brand

A close friend of mine landed the job of her dreams last week. Competition was fierce, the testing process was exacting, and the interviewing process connected her with very impressive representatives of the firm.

Yet when the offer package came, there was a significant typo, which could have translated into several thousand dollars of unintentional income to my friend.

Of course my friend pointed out the error, and new docs were drawn up, but something sad happened in the interim.

A bit of tarnish on the brass ring.

(What do you do when the cover letter has a typo? Recruiters are always looking for reasons to dump resumes in the garbage, and when candidates send cover letters with typos, they throw them out — no matter how good the credentials might be.)

There are many phases in the recruiting process, including:

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How your recruiters (internal or external) handle each part shapes impressions, positive or negative, of your brand.

If your brand is about Delivering the Wow (Zappos), then I want to be just as wowed with the recruiting process as I am when my shoes arrive (I am.)

Your brand beats through everyone.

Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.


3 Comments on “Recruiters, You Could be Killing Your Employer Brand

  1. The “brand” is typically in place when the recruiters take their seats at their desks and the span of control to improve poor processes often fails to reach the recruiters.

    The challenge is to engage the CFO and show them how employment brand is an integral part of goodwill which as we all know IS on the balance sheet.

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