In the final part of our How to Create a Convincing Brand series we take a look at improving the candidate experience one step further. The goal is to drive the conversation to a company owned platform where prospective candidates can fully experience the candidate and employer relationship using multiple mediums and technology like video, branding, relationships and surveys in one place.
Talent communities have traditionally been referred to as ‘talent pools’ or ‘talent pipelines’ or talent network. As businesses become more social it’s important to first create a relationship with a qualified talent pool. In order to become a more socially friendly business, your company needs to invest in a talent network.
Talent communities are not only helpful to the recruiter, but it allows a candidate to feel a sense of belonging, which is what convinces your candidates that you have a convincing brand. If a candidate has a place to go after applying for a job, it’ll allow them to feel included in the organization’s overall recruiting process.
Creating this sense of belonging even before a candidate focuses on a specific a job will make her want to keep track of future opportunities. Without the network job candidates will apply for a job and never visit your website again, especially if they never receive any notice about the status of their application.
As we discussed earlier in the week, one of the major steps in creating a successful employer brand is hitting on necessary touch points. Essentially what Talent Communities help recruiters accomplish is staying active and engaged with recruiters while enabling recruiters to provide relevant information. In order to create a convincing brand companies must provide a method for candidates to engage with recruiters and HR professionals, build consistent brand messages through multiple platforms, and hit on specific touch points that allow candidates to feel apart of the process.
In the end, a “convincing brand” is a brand that a candidate can feel related to and internalize. Your success is predicated on your ability to engage with candidates as human beings.
If you’ve missed part one and part two, you can follow up with them here:
Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs.