Reputation Defenders

How Brands reputation help to seduce the best candidates

How Brands reputation help to seduce the best candidates
Brad Withers

6 min


Why Brands reputation is important to seduce the best candidates

A recent study found that even during the "great resignation," people still want to work for companies with strong brands. The strongest job candidates are looking at more than just salary, benefits packages, and whether your office offers catered lunches. They're looking at your company's reputation.

Do people think highly of your company? Are you aligned with their values and vision? And do people perceive you as trustworthy? If you answered yes to those questions, it might mean that your brand has a positive reputation. This could help you recruit better employees.

A survey conducted by CareerBuilder revealed that nearly half of hiring managers say that a candidate's brand plays a key role in determining whether they get hired.

And according to Glassdoor, a popular online jobs site, a company's reputation is one of the most important things prospective employees look at when considering where to apply.

Statistics about recruiting and reputation

Employer brands are becoming increasingly important to recruiters. In fact, according to research conducted by Recruiterbox, 76 percent of people want to work for companies with good reputation. This includes 67 percent of millennials, 71 percent of Generation Z, and 68 percent of Baby Boomers.

A recent survey found that 69 percent of job prospects would reject a job offer from companies with a bad reputation, while 92 percent of people would choose to work for an excellent firm over one with a poor reputation. These statistics show how much employers must invest in building a positive image.

In addition, a study by LinkedIn revealed that 92 percent of people would leave their current jobs for less than a 10 percent pay increase to join a great company. A whopping 45 percent of 35-45-year-old workers would jump ship for a better opportunity.

The importance of employer branding extends beyond recruitment. An analysis by Talent Management Group showed that recruiter spending on employer branding increased 19 percent in 2017 compared to 2016. This trend is expected to continue into 2018.

What is an employer brand?

Your employer brand is how prospective employees perceive your organization in terms of its reputation and company culture. It is similar to your overall company reputation but specifically targeted toward job seekers. Companies with a strong employer branding strategy can stand out in the job market. They can make a big difference in whether someone wants to work there.

Crafting your employer brand is an important part of building your online presence. It is an opportunity to showcase everything about your company - including what makes it special, why it stands out, and why it is worth working here. You want to show potential employees you are a great workplace.

Employer brands are built over time, just like your company's reputation. But unlike your reputation, it is focused on one audience: job candidates. So, it needs to be constantly updated and improved.

The impact of reviews on your employer brand

Glassdoor profiles are powerful tools for employers looking to improve their employee experience. They offer a comprehensive overview of employees' experiences working at a particular organization, including ratings, comments, and feedback.

But it's important to note that Glassdoor doesn't just provide information about your company; it provides information about each employee. This means everyone working there is represented on the site, whether happy or unhappy.

So how do you use Glassdoor to ensure your company isn't getting negative press?

First, you'll want to check out the overall rating for your company. You can see this by clicking on the "Ratings & Reviews" tab at the top of the homepage.

Next, look at the individual ratings for each department within your company. For example, if you work in marketing, you might find that some of your team members have positive reviews while others don't. If you notice that one of your departments has received poor reviews, it could indicate that something needs to change.

You can also view comments left by current and former employees. Some companies encourage open communication among employees, while others prefer to keep things quiet. Either way, it's always good to know what people think about your company.

Finally, consider checking out the reviews written by previous candidates. Candidates often write reviews based on their interview process, so they may give you insight into how well your company handles interviews.

Peer reviews are a strong indicator of a company's reputation.

Employee reviews are key in online recruiting platforms like LinkedIn, Indeed, CareerBuilder, and Monster. They're often used alongside traditional methods such as salary history and reference checks to help companies find qualified candidates. But how effective are they? A recent study found that almost half of all job seekers at some point in their careers use Glassdoor at least once during their job search.

The research on employee reviews is quite interesting. Most people think of it as a tool for consumers to evaluate businesses. However, there's a lot of evidence that employees are just as likely to provide positive feedback about their employers as customers are. Good ratings of a company's pay and benefits are most important. This makes sense because those are the things that matter most to workers. And while negative reviews do happen, they tend to be less common.

New reviews (less than six months old) have the greatest impact. Older reviews tend to fade away over time. So, update your profile regularly to improve your chances of getting hired.

Monitor your online brand to see what jobseekers see

The number one way companies can improve their employer brand is by monitoring what people are saying about them online. Job seekers use sites like Glassdoor, Indeed, and Monster to research potential employers. They look up employee ratings, read reviews, and check social media profiles.

A recent study found that nearly half of job seekers say they've researched a company based on negative online comments. And those negative comments can impact your company's future hiring efforts.

Negative reviews can damage your brand because they reflect poorly on your company. You don't want to hire someone who doesn't think highly enough of your organization to give a good review. But even unbiased reviews can harm your brand. A neutral review could indicate that you must pay more attention to your company's reputation.

If you ignore negative feedback, you risk losing qualified candidates to competitors who do pay attention to their reputation. This isn't just a problem for small businesses; large corporations face similar challenges. For example, Walmart recently lost a high-profile executive position due to poor performance reviews.

How does reputation affect the hiring process?

Reputation matters. A lot. In fact, according to research conducted by LinkedIn, people are willing to spend up to $1 million to hire someone from a brand with a positive reputation. But what exactly constitutes a "good" reputation? And how do you go about building one?

LinkedIn surveyed over 2,500 professionals across industries and found that employers with a strong reputation tend to offer competitive compensation packages, provide opportunities for professional development, and foster a collaborative culture. They also tend to have a diverse workforce, promote diversity within the organization, and encourage employees to speak out against discrimination.

The study also revealed that companies with a poor reputation need more transparency, make decisions without consulting others, and address issues quickly. These companies often need to pay better, offer little opportunity for professional growth, and discourage employees from speaking out against discrimination.

So how does reputation affect the hiring cycle? Candidates are looking for a job that aligns with their career goals, a company that offers fair compensation, and a place where they feel valued. If you're able to deliver on those needs, you'll find that candidates will flock to your door.


November 19, 2022

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