In the competitive marketplace, it is imperative for organizations to adopt a robust employer branding strategy.
FREMONT, CA: The increase in post openings and the widening skill gap in the job market is a challenge for organizations seeking to acquire the best talent. The HR sector has been slow in adapting to the new generation of candidates. In this complex landscape, iHire is assisting organizations in bridging the gap between employers and job seekers.
iHire offers a career-oriented platform designed to bring together candidates and employers in over 56 industry-focused communities. The company leverages its expertise to help job seekers find work that is motivating, fulfilling, and meaningful. It aims to connect quality talent with the right opportunities at a quicker rate by narrowing the searches of employers and job seekers. Since its inception in the year 1999, iHire has helped organizations in the recruitment space with its cutting-edge technology and valuable insights.
Steve Flook, the iHire President and CEO, said, “An extremely competitive job market requires employers to make extra efforts to stand out from the competition if they want to recruit and retain top talent. That’s why employer brand – the perception of an organization held by current and potential employees – has become so important.”
The company recently conducted an Employer Branding Pulse Survey. According to the results of the survey, over 39 percent of companies the U.S. did not have an employer branding strategy. Also, more than 20 percent showed signs of the need for guidance on building, promoting, and maintaining a positive employer brand. The complete survey results were published in the book named “Employer Branding Demystified: Separating Fact from Fiction.”
The survey revealed that only 40 percent of the respondents had a robust branding strategy and understood the value of the employer brand, of which 51 percent claimed that it was critical to recruiting top talent, 30 percent said it was crucial to retaining talent, 51 percent said it bolsters the marketing efforts, and 41 percent claimed that it helped them develop credibility and trust.
The organizations having a branding strategy relied on multiple channels to communicate their identity, including the company homepages, social media, external job postings, company career pages, and marketing collateral. The companies without a dedicated employer branding strategy claimed that it was ambiguous to the hiring professionals.
“Every company has an employer brand, whether they’ve intentionally created it or not,” Flook said. “However, building and promoting that brand is not contingent on size, budget, resources, or hiring needs. We hope our research and advice will help employers enhance their branding efforts to attract qualified candidates, establish trust with job applicants, and boost their overall reputation.”
The contribution of iHire to the HR sector garnered it a position in HR Tech Outlook Magazine’s “Top 10 Recruitment Software Solution Providers-2019.”
