24 Recruiting Hacks for Employer Branding and Candidate Experience

Part 1

Employer branding and

candidate experience

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Maya HumesContent Marketing Manager

Lever

@mayanjeri

Our speakers

Michelle Hart / @michellenhart

Former VP of People Ops, Whisper

Ariel Jolo / @ajolo

Global Employer Branding

Manager, Medallia

Part 1 — Employer branding and candidate experience

Employer branding hacks



#1

Hire a photographer to capture team photos

You’ll be able to proudly use

these photos in all your

employer branding efforts -

whether on your website, in

blog posts, or even conference

presentations.


#2

Customize your careers page with employee

spotlights

Candidates want to hear from

current employees. Why did those

team members join? What does their

role entail, and why is it fulfilling?


#3

Create a company hashtag for employees to use

in social posts

Whenever you see employees post

on social media with other

employees, ask them to use the

hashtag. At Lever, our employees

are Leveroos, and we use the

hashtag #insideLever.


#4

Post on your employee blog biweekly

Start by creating a blog series that

periodically spotlights a different

employee. Use a simple Q&A format -

with questions like “What’s your

favorite [company] memory?” and

“How would you characterize your

team?” - and feature a high definition

photo of the employee in the post.


#5

Spend 30 minutes each week responding to

company reviews on Glassdoor

Express gratitude for glowing write-ups, and reply with concern to those that

are less than stellar. The bottom line: 30 minutes will go a long way toward

conveying your brand’s humility and humanness.


#6

Analyze company reviews to learn which cultural

pillars to highlight

Analyze Glassdoor reviews to find 5-10 common qualities that your reviewers

find special about your team, and have your employees select which ones

resonate most. Then, make those the values you spotlight.


#7

Roll out a “LinkedIn Profile Revamp” campaign

Host a company-wide meeting at which you ask employees to add three

elements to their LinkedIn profile: 1. The impact of their role, 2. What they

think is special about your team, and 3. Their favorite activities outside of

work.


#8

Create an ‘impact description’, not a ‘job

description’

When you post opportunities,

describe what candidates will

accomplish in their first month,

three months, six months, and

year on your team.


#9

A/B test your job postings

LevelUp, a mobile payments company in Cambridge, drove a 15 percent

increase in their number of inbound applicants by A/B testing job posting titles

and descriptions.


#10

Identify and remove bias from your job postings

Detect and eliminate phrases that might deter women or underrepresented

minorities from reading further - terms such as ‘coding ninja’ or ‘closer’, to

widen your pool of interested candidates.


#11

Run your job postings through “user testing” with

employees

If you don’t want to invest in a tool, leverage the insights of your coworkers.

Arrange a meeting with a diverse set of employees, read your job postings out

loud, and ask them to react aloud to words they do and don’t like.


#12

Ask candidates “How did you hear about us?”

Using Lever, we added a custom application question to all job postings: "How

did you hear about us?", with multi-select checkboxes for our common

buckets (referrals, job sites, publications, etc).


#13

Schedule quarterly Employee Value Proposition

‘health checks’

Your talent brand breathes, grows and evolves over time, whether you like it

or not. Plan for change by scheduling regular EVP ‘health checks’ with a few

key individuals each quarter.


#14

Treat your brand like you treat your favorite

family pet

Take your brand out for a walk,

introduce people in your

community to your brand, and

feed your brand.


#15

Co-locate your teams and managers

To build a great employer brand, think globally and be inclusive. We push for

global mindsets and information sharing at Medallia by having co-located

teams and managers.


#16

Leverage your internal experts for Talent

Branding

You probably have subject matter

experts inside your company that

run programs you can use in

Talent Branding, even if you don't

know it. For example, if you’re

planning an advertising campaign,

talk to your Marketing or Demand

Generation teams.

Candidate experience

hacks



#17

Streamline and shorten your application

Give your candidates a better

experience by stripping your

application of unnecessary details or

questions. Use a modern ATS that

allows you to create simple, intuitive

applications that candidates can

quickly complete.


#18

Send a pump-up email to your hiring team

before the first interview of the search

Spend 10 minutes crafting a message

that will align and excite your interview

squad.


#19

Hire a candidate experience specialist

In a competitive talent market, making every candidate feel special can

literally be a full-time job. Recruit a new team member who can take them on

a company tour, bring them from one interview to another, and serve as their

main point of contact.


#20

Introduce roundtable questions to stimulate

lunch conversation

Buy a set of questions that can

spark fun topics; examples include:

“How would you spend $1

million?”, and “What superpower

do you wish you had and why?”.


#21

Snooze candidates to prompt regular check-ins

“Snooze” candidates for a

custom number of months or

weeks in Lever, to receive a

reminder to reach out at the

future date you set, along with

any notes so you can pick up

where you left off.


#22

Personalize a short video for your candidate

Make a video for every candidate who

receives an offer, to let them know how

excited you are. First of all, this makes

them feel special, and secondly, you can

increase acceptance rates - and promote

your brand even if the candidate turns

down your offer.


#23

Place a culture book featuring company stories

on your lobby table

Help your candidates pass the time

waiting for their interviewer by featuring

employee stories or interesting facts

about your team! This is a simple way to

get them energized about the team

before their interview.


#24

Host a 10 minute tour before every interview

If you can, leave a 15 minute buffer

between every candidate’s arrival time and

interview. Show them the lay of the land

and help them envision what their day-to-

day would look like. Even introduce them to

any team members they may not meet

during their interviews.

Download our entire Recruiting Hacks Ebook:

https://www.lever.co/resources/101-recruiting-hacks-to-accelerate-hiring

https://www.lever.co/resources/101-recruiting-hacks-to-accelerate-hiring

Register for our 4-part webinar series:

https://www.lever.co/recruiting-resources/webinars/103-recruiting-hacks-to-

make-2018-your-most-productive-year-yet

https://www.lever.co/recruiting-resources/webinars/103-recruiting-hacks-to-make-2018-your-most-productive-year-yet

Recruiting & HR

24 Recruiting Hacks for Employer Branding and Candidate Experience